Personnel Analyst II

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Annual Salary Range:
$35,844.00 – $50,592.00
Twice-a-Month Salary Range:
$1,493.50 – $2,108.00
Class Number: 
0412
Pay Grade: 
A23
Areas of Interest: 
Human Resources & Development
Exam Components: 
Rating of Education & Experience, 100%
Definition

This is mid-level professional human resources/personnel administration work.

This description may not include all of the duties, knowledge, skills, or abilities associated with this classification.
Examples of Work

Assists the human resources administrator of a personnel program; assumes responsibility for supervision of staff in the absence of the human resources administrator.

Examines personnel transactions to determine if they conform to the law and established procedures and standards; makes recommendations to supervisor concerning appropriate action to be taken.

Authorizes payroll transactions such as personnel actions and salary changes; ensure payroll deadlines are met.

Designs and/or conducts new hire orientation and disseminates information regarding benefits, policies, and procedures.

Assists with the review and revision of procedures and policies to ensure equal employment opportunity; participates in related recruitment activities.

Reviews applicant qualifications; identifies classifications to consider and current job opportunities; explains requirements for employment and describes application processes; provides information concerning agency, Uniform Classification and Pay System, and/or Merit System rules and regulations.

Develops written exercises and interview questions for use in evaluating candidates.

Reviews and evaluates employment applications to determine eligibility; rates education and experience according to specific rating tools.

Analyzes requests for classification; reviews position descriptions and questionnaires and other information relevant to classification evaluation; determines specific aspects of a position that need to be studied; discusses questionable allocations with the supervisor; contacts appropriate agency personnel staff to obtain information pertinent to the review or conducts position audits when necessary; prepares notes and/or audit reports; recommends appropriate action after completing the position evaluation.

Prepares detailed written descriptions identifying the essential characteristics of a class of positions; prepares revisions to existing descriptions necessitated by changes in functions, organization, or qualification requirements.

Collects economic and social data; analyzes the statistical data pertaining to the structure of the Uniform Classification and Pay System; makes recommendations to supervisor concerning positioning of new classes or repositioning of existing classes within the established pay structure.

Prepares reports such as labor turnover, utilization of unemployment insurance, and prepares data for use in wage/salary studies.

Oversees the preparation and maintenance of organizational charts for management review and approval.

Attends meetings, seminars, conferences, training programs, and special recruiting events pertaining to human resources/personnel administration.

Exercises independent judgment and initiative under general supervision.

Performs other related work as assigned.

Knowledge, Skills, and Abilities (KSAs)

Intermediate knowledge of the principles and practices of human resources/personnel administration including methods and techniques for position classification, compensation, recruitment, and selection.

Intermediate knowledge of federal and state statutes, regulations, rules, policies, and procedures such as Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), and Uniformed Services Employment and Re-Employment Rights Act (USERRA).

Intermediate knowledge of Missouri government organizational structure and occupations common to State agencies.

Intermediate knowledge of agency, Uniform Classification and Pay System, and/or Merit System procedures and policies.

Intermediate knowledge of applicable statistical concepts and methods.

Intermediate knowledge of computer applications used for reporting and personnel and payroll transactions.

Ability to gather, correlate, and analyze facts of social and economic data and develop recommendations and/or solutions.

Ability to communicate effectively.

Ability to exercise judgment and discretion in the performance of duties.

Ability to establish and maintain effective working relationships.

Experience and Education

(The following requirements will determine merit system eligibility, experience and education ratings, and may be used to evaluate applicants for Missouri Uniform Classification and Pay System positions not requiring selection from merit registers. When practical and possible, the Division of Personnel will accept substitution of experience and education on a year-for-year basis.)

One or more years of experience as a Personnel Analyst I with the Missouri Uniform Classification and Pay System.

OR

A Bachelor's degree from an accredited college or university with a minimum of 24 earned credit hours in one or a combination of the following: Business, Public, or Personnel Administration; Industrial and Labor Relations; Psychology; Statistics; or a closely related field; and,

One or more years of professional human resources/personnel administration experience with a primary focus involving position classification, recruitment, selection, compensation, and/or professional development training in management, supervision, performance appraisal, and related personnel courses.

(24 earned graduate credit hours from an accredited college or university in the specified areas may substitute for the required experience.)

(Human resources/personnel administration (non-clerical) experience with a primary focus involving position classification, recruitment, selection, compensation, and/or professional development training in management, supervision, performance appraisal, and related personnel courses may substitute on a year-for-year basis for deficiencies in the required education.)

(Revised 10/1/09)