HomeMy WebLinkAboutCOM 0161.000 2000-2002 r..r~
HarrylCim -'fir W11ham Takaba
Mayor Oveclor
County of Hawari
Fiaance Departmeat
25 Aupun~ Strcel, Room 116 • Hilo, Hewan 96720
(808)961-8214 • Fax (808)961-6248
C;
F'
.7
March 19, 2001 , \ ~
r-
U
Honorable James Arakakl, Chairperson and -s
Members of the County Council
Hawaii County Council _ -
25 Aupuni Street rte;
Hilo, Hawai'196720
Re Resolution Creating Position _
The County's Equal Employment Opportunity and Affirmative Action Program (EEO/AA)
and the County's efforts for compliance with the Amencans with Disabilities Act (ADA)
have been assigned to the Department of Civil Service Enclosed is a resolution
creating a Personnel Program Specialist position within that department The new
Personnel Program Specialist will serve as the County's EEO/AA administrator and the
County's lead personnel on ADA matters
If there are any questions, please do not hesitate to call the Department of Civil Service
William T Taka a
Director of Finance
APPR VED
q~t~
oL
Harry Kim
Mayor
Enc
Cc Civil Service
ills, boo/
comm. No, Ib 1
File No. 5
Ref. To: FG
Ref. Date ~ _ ~ ~
REQUEST FOR ORGANIZATIONAL CHANGES AND/OR POSITION ACTIONS
TO: MANAGING DIRECTOR DATE: March 9, zoDl
FROM: DEPARTMENT: cxylL SERVICE
DIVISION/BRANCH: DIRECTOR'S OFFICE
REQUEST:
NE~A/ PQ$ITION PERSONNEL PROGRAM SPECIALIST EM-03
TITLE PAY GRADE
O REALLOCATION
POSRION NOJCURREM TITLE PAY
GRADE
PROPOSED TRIP PAY
GRADE
O OTHER
pop r ne, rs~rr, wy CURRBR iRIE/POSRION NO. PAY GRADE
COMMEMS: The County's Equal Employment Opportunity and Affirmative Action
Program (EEO/AA) and the County's efforts for compliance with the Americans with
Disabilities Act (ADA) has been assigned to the Department of Civil Service.
Thus, the new Personnel Program Specialist position will serve as the EEO/AA
program administrator for the Department of Civil Service.
March 9, 2001 ~ /~.J
e
DATE DEPARTMENT HEAD
APPROVED O DISAPPROVED
C~^~'~' 3 01
MANAGING DIRECTOR DATE
19-'~
NEW POSITION INFORMATION FORM
CIVIL SERVICE March 9, 2001
Department. Date:
DIVISIOn/BranCh'EQUAL EMPIAYMENT OPPORTUNITY AND AFFIRMATIVE ACTION PROGRAM
# of Similar
Pay Fund Pos. in
Class Title Grade Sala Source De t
(min-max)
PERSONNEL PROGRAM SPECIALIST EM-03 $ 4,082 - 5151.01-01 5
5,584
1 Give reasons how new duties arose (statutes enacted, ordinances, newly
authorized programs, basis }or increased workloads, etc.l:
Transfer of program responsibility from the Mayor's Office to the
Department of Civil Service.
2. Can new duties be assigned to existing positions or handled In other way such as short
term confracts, etc.
No, existing program specialists are responsible for other functional
areas of the department, i.e., recruitment, labor relations, employee
relations, health and safety, classification. EEO/AA is an important
program and cannot be handled by short term contracts.
3. How will new position increase the efficiency/effectiveness of operationsZ (Use
productivity measurements where possible.l:
Position will adaunister the EEO/AA program for the Department of Civil
Service. The position will plan and develop policies, procedures, and
programs to ensure compliance with applicable Federal, State, and County
laws and rules such as Title VII, Hawaii Fair Employment Practices Act,
ADA, etc. The position will serve as the principal advisor and
technical resource for the County departments and agencies on all matters
pertaining to EEO/AA and ADA including the proper handling of all complaints
and charges.
New Position Forth
Pape 2
4. Alternatives that were considered in lieu of new position. Have technological
changes been considered)
None
5. Why were manpower needs not planned through budgetary process3
New adaunistration assigned program to department.
6. List other rationale ar pertinent statements and data:
xs cr-oot ann
DEPARTMENT OF CIVIL SERVICE LOCATION
1. Position No. COUNTY OF HAWAII Dept CIVIL SERVICE
POSITION DESCRIPTION FORM Dlv or bur Directors Office
Type Civil Service (X) Exempt ( ) Section
Permanent (X) Temporery ( ) Geog Loc S HILO
Full Time (X) Part-Time ( )
2. FOR CIVIL SERVICE USE ONLY
Allocation Class Salary Range Effactrve Date
Approved By
Authon Dete Date Director of Personnel
S. DUTIES OF THE POSITION
Lht rah duty erlpned ro aie poskbn rpoetsly Amnpe Mar dutlr h bpWl order bpinninp wkh than pobnned mrt kequody end foNowsd by than. pedormW
occ~elondy e. drr, eonpNte, eM conclee Stlek to staternerib d hat, ewkl We ur of vepue or aourel Nuns OM en rtlmete of the evereae ernoum of tbne eprd In
pohrmkia oxh me)or duly k. rrkoeelron of Ne poeklon N rpueetW, Chow N. met ehogr In dukr, rrrm for these ehenar uW ku octal date wMn kieee
oaaned k mon Y needed ur ¦ blank ehoK rd etteeA to IhN lortn
Show
Administers the County's Equal Employment Opportunity and Affirmative Action Progrem end the County's efforts ar,
for compliance wdh the Americans with Disabildles Ad (ADA) Recommends, develops, and Implements poliaes, of time
directives, and procedures to meet planned objedives Ensures compliance with applicable Federal, State, and
County laws, regulations, and ordinances
Serves as principal advisor and technical resource for the County on all matters pertaining to its functional area
(1,2,3) 85
1 Plans, develops, and Implements the equal employment opportunity/affirmative action program for the County
to ensure compliance wRh applicable Federel, State, and County laws and rules such as Title VII, Hawell Falr
Employment Predices Ad, ADA, etc
2 Develops and establishes policies and procedures to meet program objedives, monitors County-wide
compliance wdh applicable Federel, State, and County laws, regulations, and ordinances
3 Advises depertmenUagency heads and personnel specialists of the line departments on technical matters
pertaining to employment prectice, dlscnmination, affirmative action, sexual harassment, ADA and contract
compliance
4 Oversees and coordinates the proper handling of all complaints and charges, examines the results of fad
findings and investigations conducted by line department/agency to determine whether conduslons are
well-founded and remedies recommended are reasonable and proper, recommends ad)ustments or corrections
as necessary
Ksy 1) TM performance of thu funtkon Is the neon 9te1 thY Job ~dsts
2) 71ie numMr of other smployess avsNabla b perform aik funclbn b kinked
3) i1Ya furwtbn b hlphly apecbYlzed and emplofee b hind for spschl si~ertles
4. Supervision Received Grve the position na end tdle of lmmedlete supervisor of this posklon
Position Number 20031 Title Director of Personnel
5. SUPERVISORY RESPONSIBILITIES OF THE POSITION
List must cancide with the official organization chart
Position No. Title Nature of Supervision
none
DCS CP-1 (290)
6. Present Class Pay Grede
7. REQUESTED ACTION
Hwv iWbn-YdtlY Apoo•Iion X Chanp~a In DWM W RMpomIb7XMFRwlloetllon ( ) RednMptlonltMwv EewIM Deb
Requested Class Allocation Personnel Program Specialist Pay Grade EM-03
3. CERTIFICATION OF EMPLOYEE The duties 14 responslbilftles described above are accurete and complete
Employee's Name (Pont)
Employee's Signature Date
9. STATEMENT OF IMMEDWTE SUPERVISOR
a Descnbe the nature end extent of supervision which you exercise owr this positron
general supervision
b Indlats the qualMcatrons absolutely necessary to perform the duties of the position Keep In mind the poslbon Itself and the
uallflatlons a new sm to se must brio to the osition rather then the ualiflcations a} the em to es who now occu lee d
Education - Generel 8eslc Qualifications Necessary for Work Performance
Circle h hest ea ENrtrsrrla sod rl n Sc t 2 a s s e ~ a a to t t t2
S al or Profssalonal Coll a 1 2 3 4 1 2 3 4 Kind
Work Experience -Kind A combination of education end experience substantially equivalent to graduation from an
and length In years. accredited college or university with a major in personnel and industrial relations, public
administration, business administration, political science, psychology, or a related field end flue
(5) years of professional experience in personnel work, three (3) of which shall have been in a
speGflc functional area Involved, such as labor relations, employee relations and benefits,
Gesslflcatlon and pay, recruitment and examination, etc
Knowledge, Skills end
abillUes: Knowledge of government organization end functions, ment system philosophy, prinGples of
public personnel administretion, basic pnnciples relating to organization and management, local
and State laws and regulations governing public employment, report wnting, research and
statistical methodology, various kinds of occupations and the sources of occupational information,
generel pnnciples, concepts, and processes applicable to personnel specialty area Involved,
trends and developments in public personnel
Ability to (see attached)
Physical Requirements persons seeking appointment to positions in this class must meet the heatlh end physical condrton
standards deemed necessary and proper for perormance of the dutles Physical Effort Group 1dahS
Licenses or certificates required Possession of a valid State of Hawaii clovers license (Class 3) or any other
valid comparable driver's license
10 CERTIFICATION OF IMMEDIATE SUPERVISOR I certrry that the above statements are accurate and complete
Immediate Supervisor's Signature Dete
11 CERTIFICATION OF DIVISION HEAD I certify that the above ststements are accurate and complete
Division Head's Signature Date
12 CERTIFICATION OF DEPARTMENT HEAD I tartly that the above statements ere accurste end complete to
the best of my knowledge
Department Head's Signature ~C/GCr.<.~. Date March 9, 2001
Distrtbutlon Orlpinal - CMI Service, 1st Copy - Depsrtment, 2nd Copy -Employee
ATTACHMENT
PERSONNEL PROGRAM SPECIALIST
EEO/AA DIVISION ~
position description (can't.) ,
5. Handles cases that are sensitive or highly complex in nature; exerases
considerable discretion in determining the best course of action to take in
resolving and negotiating conciliation/settlement on all cases in which the
County is party.
6. Collaborates with Corporation Counsel on all cases to be adjudicated in court.
7. Provides technical support and advice on ADA compliance matters relating to
disability and accessibility issues, especially regarding reasonable
accommodation for employment and physical access to County facilities or
County sponsored functions.
8. Receives, investigates, and responds to all complaints filed against the County
before the EEOC and the Civil Rights Commission; represents the County in
heanngs before these bodies.
9. Oversees the maintenance of records and statistics pertaining to the EEO/AA
program; prepares and submits all reports, studies, and statistical data to meet
statutory requirements.
10. Keeps abreast of new legislation and developments in equal employment
opportunity, affirmative action, sexual harassment, ADA, and civil rights; keeps
the Director of Personnel apprised as to the implications for the County.
1 1. Prepares directives and informational adv~sones for the line departments and
agences regarding changes in laws and court decisions affecting their
programs.
12. Plans, coordinates, and conducts training programs and workshops for line
departments and agencies on EEO/AA and ADA laws, regulations,
precautionary advice, and other related matters
13. Prepares and presents testimony at Council heanngs regarding the program
and specific cases as necessary.
14. Establishes and fosters relationships with federal and state officials, community
groups and organizations, labor unions, and other interest groups and
individuals as necessary.
ATTACHMENT- page 2
Miscellaneous: (1,2,3) 15%
1. Prepares, justifies, and morntors the program's budget.
2. Develops long-range program plans.
3. Keeps abreast of developing law, trends, and issues affecting human resources
management, as well as those affecting public employment through
networking, membership in professional organization(s), subscription to
professional publications, and attending conferences, seminars, and workshops.
4. Prepares correspondence and prepares penodic and special reports.
Item 9.b. (con't
i i o: apply the principles, methods, and techniques of personnel management;
interpret and apply pertinent laws, rules and regulations; research data and
prepare clear and concise reports; express ideas logically, both orally and in
writing; analyze and develop solutions for unusual problems; deal tactfully and
effectively with other employees, operating officials, and the general public;
follow oral and wntten instructions.
SOURCE OF FUNDS FOR NEW POSITION/REALLOCATION/CHANGE IN FTE
1. COMPUTATION OF FUNDS REQUIRED FOR POSITION NO. NEW Ilf no position
number indlcate'Yiew".)
a) New monthly salary ; J 082.00 (nun)
b) Present monthly salary specifically Included in
FY budget (ff NOT BUDGETED, INDICATE -0-? ; -o-
c) Net funds required Iliem "a" minus Item "b") = 4 , 082.00
d) Remaining number of months in current fiscal year 3
e) Funds required in remainder of fiscal year
Iltems "c" x Item "d") ; 12 , 246.00
2. AVAILABILITY OF FUNDS
a) What is the position's fund source (county, state, federal) a county
b) Funds are budgeted in account number.
c) Funds are avaAable In account number. 5151. of-oil
Transfer to account number.
d) Request to hansfer funds for reallocation:
kom: 010-911-5911.7041 Provision for Reallocation
Total Amount
To:
Account Number Account Title
I certify that the InforrnaHon is correct and funds are available, and that the funds may be
used for the classification actbn as requested.
~ ~J March 9, 2001
Dept
Head Date
ncs CI-oa R/~71 R.r. uM: Uf7