PERSONNEL SPECIALIST (I thru III)

Thank you for your interest in N-E-I and this position, which is full-time (40 hours per week).

COMPANY BACKGROUND: INFORMATION

N-E-I is a service business with a history of successfully delivering projects for federal government agencies by providing outstanding service and comprehensive turn-key solutions. We are certified as s Small Disadvantaged (SDB), Woman-Owned (WOSB/EDWOSB), and Minority entity, which has been in operation since 1987. We are proposing on a 5-year contract at Camp Pendleton, CA. and seek highly experienced and qualified employees to fill these positions.

JOB FUNCTIONS: I

Plans, administers, advises on, or performs professional work in one or more personnel specialties, such as:

1. Job Analysis/Evaluation - Analyzing, evaluating, and defining occupations or positions based on duties, responsibilities, and qualification requirements in order to establish or maintain a framework for equitable compensation.

2. Salary and Benefit Administration - Analyzing and evaluating compensation practices, participating in compensation surveys, and recommending pay and benefit adjustments.

3. Recruitment and Placement - Recruiting applicants through various sources (for example, schools, colleges, employment agencies, newspapers, professional societies); evaluating applicants using qualification ratings, test scores, interviews, and reference checks; and recommending applicant placement.

4. Employee Development - Planning, evaluating, and administering employee training and development programs to achieve both organizational goals and personnel management objectives.

5. Employee Relations and Services - Providing guidance, advice, and assistance on such matters as employee services and benefits; management-employee communications; performance appraisals, grievances and appeals; equal employment opportunity; and employee conduct and discipline.

6. Equal Employment Opportunity - Planning, evaluating, and administering equal opportunity provisions.

7. Labor Relations - Advising and assisting management on a variety of labor relations matters, and negotiating and administering labor agreements on behalf of management. In addition to the technical responsibilities described in Levels I through III, personnel specialists may also manage personnel functions and supervise subordinate staff. At levels I and II, the subordinate staff typically consists of clerks and paraprofessionals; Level III may coordinate the work of lower level specialists. Positions which are primarily supervisory, rather than technical, in nature (that is, they are not readily matchable to the level-to-level distinctions in this definition) should be matched to the personnel supervisor/manager definition. This broad, generic occupation includes specialists:

1. Working in personnel operations;

2. Reviewing and evaluating the quality of personnel programs; and

3. Developing and revising personnel programs and procedures.

Positions are classified into levels on the basis of the following definitions:

PERSONNEL SPECIALIST I

Operations only: As a trainee, receives classroom and/or on-the-job training in the principles, procedures, and regulations of the personnel program and in the programs, policies, and objectives of the employing organization. Assignments provide experience in applying personnel management principles, procedures and techniques, while performing a variety of uncomplicated tasks under close supervision.

PERSONNEL SPECIALIST II

Operations: Performs standard procedural duties which require the use of personnel management principles and techniques to identify and analyze personnel problems. Provides limited advice to management, such as informing departmental supervisors of typical duty patterns which comprise an occupational level or of types of candidates available for a particular type of job. Receives specific instructions with each new assignment. Program evaluation and development: Assists higher level specialists in preliminary phases of evaluation or development. Receives increasingly difficult assignments under close supervisory guidance and review.Typical duties and responsibilities:

1. Analyzing and evaluating nonexempt jobs using standard procedures;

2. Participating in recruitment or compensation surveys for nonexempt jobs;

3. Rating applicants using established guides;

4. Explaining established policies, procedures, or regulations to employees or management;

5. Performing limited tasks to assist higher level specialists in employee development, employee relations, and labor relations programs.

PERSONNEL SPECIALIST III

Operations: Performs moderately complex assignments following established policies and guidelines. Work requires experience both in a personnel specialty and in the organization serviced. Advises management on the solution to personnel problems of limited scope for which there are precedents. Renders advice concerning own specialty, but discusses impact on other personnel areas. Works independently under specified objectives; closer supervision is provided for complex assignments, precedent-setting actions, and actions that impact either other functional areas or key working relationships.