Personnel Specialist

Personnel Specialist

The job of the Personnel Specialist is done for the purpose of overseeing updating employee and applicant data, maintaining employee status records, providing information to a variety of internal departments and outside agencies, processing of district/state/federal reports, and monitoring assigned programs and processes.

• Responsible for processing new employees, transfers, and resignations
• Assists in the orientation of new personnel for the purpose of ensuring new employees are knowledgeable of current practices
• Maintains a variety of employment files and records
• Responds to a variety of written and verbal inquiries from a variety of internal and external sources
• Responsible for Classified job posting and tracking classified flagged applicants
• Responsible for probationary reports for support staff every three months, and sending them to appropriate parties
• Responsible for processing information related to a variety of processes including employment eligibility (I-9), hiring, transfers, payroll changes, and resignations
• Responsible for maintaining personnel files
• Works as Department of Public Safety compliance contact for criminal history reports and fingerprinting issues
• Responsible for tracking employment authorization (Green card) expiration for all employees
• Responsible for classified support staff Board Agenda submitted once a month on Board Docs website
• Responsible for unemployment claims from state and Case builder (EQUIFAX/TALX)
• Responsible for job opening and labor turnover report at the end of each month
• Responsible for end of month Department of Labor Survey
• Responsible for determining salaries on "Pay for Additional Work" paperwork and submission to payroll
• Assists in statement of employment or notice of appointment contracts
• Processes substitute applications
• Responsible for maintaining substitute calling system
• Responsible for processing absence report and sending to payroll services
• Holds new hire substitute orientation and training classes
• Responsible for entering new hires in iVisions
• Responsible for processing new hire paperwork and distributing to payroll, benefits, personnel, technology department, and Superintendents office
• Responsible for updating job postings
• Responsible for coordinating student teacher placements each semester
• Responsible for processing intern/practicum/observation student's paperwork and fingerprint cards
• Responsible for maintaining student teaching/intern contracts with various colleges and universities

• Learning Development
  - Level C:
  Sufficient to read and write technical instruction, understand standardized methods, operate specialized and varied equipment, perform standard mathematical applications.
• Problem Solving
  - Level 2:
  Work situations require consideration and interpretation of circumstances or information to choose the most effective responses. Solutions may be somewhat technical, yet are relatively straightforward, obvious and well-defined once problems are understood. Responses come from the realm of prior learning and experiences.

• Physical Skill
  - Level A:
  Basic level of learned physical skill is required. No special coordination beyond that used for normal mobility and handling of everyday objects and materials is needed to perform the job satisfactorily.
• Physical Effort
  - Level 1:
  Minimal physical exertion is required. Most job time is spent sitting with occasional walking. Occasional lifting, guiding, and carrying of lightweight materials or equipment.

• Human Relations Skill
  - Level B:
  Job requires patience in communication and well-developed verbal skills to exchange technical or complex information with individuals or small, informal groups. Skills in establishing harmonious relationships and gaining cooperation are important.
• Scope of Contacts
  - Level 2:
  Interpersonal contacts extend to peers in other work groups, or to clients/customers who speak the language, either within or outside the organization. Interactions with higher levels of authority beyond immediate supervisor must be conducted on an intermittent basis.

• Performance Environment
  - Level A:
  Changes in environments, work pressure, disturbances of work flow, and irregularities in work schedule are infrequent.
• Physical Working Conditions
  - Level 1:
  Generally good working conditions. Little or no exposure to extremes in noise, temperature, etc. little or no exposure to safety or health hazards.
• Accountability Level of Accountability
  -Level B:
  Responsible for producing journey-level work output on an independent basis subject to supervisory direction and review. Organizational Impact
  - Level 2:
  Work results impact the accuracy, reliability, and acceptability of further results beyond the immediate work section. Work results are noticeable and represent a portion of, or support product or service received by the customer or general public.

• Experience:
  
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