State of Rhode Island

As assigned, to execute a statewide program of workers' compensation insurance for State Employees, including claims management, risk management and fraud prevention.. Education: Such as may have been gained through: possession of a Bachelor's Degree with specialization in Human Resources Management, Public Administration, Political Science, Business Administration, Psychology, or a closely related field; and. A Third-Party Administrator (TPA) manages the State's Workers' Compensation Program.. The Deputy Personnel Administrator position serves as the Department of Administration (DOA) Workers' Compensation Administrator which is responsible for monitoring the TPA's performance.. This position has ongoing contact with the leadership and staff of the third-party administrator, as well as with defense counsel who represent the State as an employer in the Workers' Compensation Court.

personnel administrator

GENERAL STATEMENT OF DUTIES: In the Office of Personnel Administration (OPA), to be responsible for assisting the Personnel Administrator in executing an assigned range of functions, programs and statutory obligations of OPA; to be directly responsible for Classification/Compensation, Merit Selection. Employee certification and records maintenance, Equal Opportunity, Diversity, Employee Benefits, Workers' Compensation, and/or Training and Development; and to do related work as required.
SUPERVISION RECEIVED: Works under the administrative direction of the Personnel Administrator with wide latitude for the use of initiative and independent judgement; work is subject to review for conformance with applicable federal and state law, policy directives and professional standards.
SUPERVISION EXERCISED: Plans, directs and reviews the work of professional, technical and clerical staff; ensures communication of and compliance with existing policy and standards.In the Office of Personnel Administration (OPA), to be responsible for assisting the Personnel Administrator in executing an assigned range of functions, programs and statutory obligations of OPA; to be directly responsible for Classification/Compensation, Merit Selection. Employee Certification and records maintenance, Equal Opportunity, Diversity, Employee Benefits, Workers' Compensation, and/or Training and Development.
As authorized, to have administrative and technical responsibility for the programs and services within OPA, and to ensure conformance with provisions of law, rules and regulations relating to the operation of the merit system of personnel administration for state service.
As assigned, to execute the position classification and pay plans for the classified service and rules for their implementation; and to prepare a pay plan for the unclassified service.
As assigned to execute an examination/selection program designed to determine fairly the qualifications of persons examined to perform duties of classes of positions in the classified service, and to prepare, promulgate and maintain employment and/or promotional lists for the appointment, or promotion, of persons to positions in the classified service; to coordinate the preparation, establishment and maintenance of reemployment lists of employees who have resigned, been dismissed, or laid off.
As assigned, to execute a statewide program of in-service training and development, including needs assessment, development of training opportunities, and the evaluation of eligibility for incentive credit.
As assigned, to execute a statewide program for the administration and maintenance of all employee benefits programs as provided for in state law.
As assigned, to execute a statewide program of Equal Opportunity (EO)/Affirmative Action (AA), ensuring compliance of all state agencies.
As assigned, to execute a statewide program of diversity and outreach, with the goal of fostering a competitive and diverse workforce of highly skilled and capable employees.
As assigned, to execute a statewide program of workers' compensation insurance for State Employees, including claims management, risk management and fraud prevention.
As assigned, to execute a centralized and statewide program for the effective and timely processing of personnel transactions and employee certifications.
To coordinate OPA interaction with Information Technology (IT) professionals and consultants in order to introduce evolving technology and information systems into the traditional personnel processes; to research and recommend acquisition of computer hardware and software to maximize the utilization of emerging electronic and web-based processing and recordkeeping capabilities.
To integrate OPA programs and functions into a labor relations environment, ensuring that the contractual rights and obligations of labor and management are reflected in the delivery of services.
To consult with various department directors and other administrative officers regarding merit system procedures, personnel selection and evaluation, organizational development and related areas; to develop and implement "partnered" decisions and strategies on those issues and topics.
To direct appropriate research and review projects relating to the selection/classification processes.
To research, recommend and develop legislative and policy initiatives to facilitate effective HR services.
To conduct review and analysis of business practices to maximize the effectiveness and efficiency of HR services.
To assist the Personnel Administrator in human resource planning.
To provide legislative testimony, and to draft internal legislative proposals and analyze externally proposed legislation affecting all aspects of Merit System Law and the effects thereon.
To represent the Personnel Administrator in his/her absence.
To coordinate and prioritize computer support services.
As required, to provide guidance, consultation and staff assistance on personnel issues pertaining to the unclassified and non-classified branches of state service.
To do related work as required.
KNOWLEDGES, SKILLS AND CAPACITIES: A thorough knowledge of the principles, practices and techniques of modern public personnel administration; a thorough knowledge of state government, and of the organizational structure and functions of its departments and agencies; a thorough knowledge of the principles, practices and techniques of personnel psychology, including position classification, employee selection and evaluation, organizational behavior, test development and construction; a thorough knowledge of any directly assigned program area, e.g.: Equal Opportunity; Diversity/Outreach; Employee Benefits; Workers' Compensation; Employee Certification/Records Maintenance; Training and Development; or other major Human Resource functions; a thorough knowledge of the Merit System laws and principles; a thorough knowledge of the Uniform Guidelines of Employee Selection; a working knowledge of the principles, practices and techniques of research and experimental design; the ability to analyze complex statistical reports; the ability to communicate effectively; the ability to deal effectively with administrative, professional and paraprofessional staff; the ability to organize and direct the work of professional and technical staff; and related capacities and abilities.
<h3>EDUCATION AND EXPERIENCE</h3>
Education: Such as may have been gained through: possession of a Bachelor's Degree with specialization in Human Resources Management, Public Administration, Political Science, Business Administration, Psychology, or a closely related field; and
Experience: Such as may have been gained through: Employment in a highly responsible administrative position in the field of public administration, including the responsibility for the development and implementation of a comprehensive and complex strategic plan encompassing the integration of centralized and departmental Human Resources Programs in a state government environment; or employment in a highly responsible capacity in directing a broad technical area of public personnel administration in a central merit system agency.
Or, any combination of education and experience that shall be substantially equivalent to the above education and experience.
This position reports directly to the Executive Director of Human Resources/Personnel Administrator for the State of Rhode Island.   This position oversees the "Disability Management Unit" within the State's Division of Human Resources.  The Disability Management Unit is responsible for all "medical" or "disability" matters which affect employees in the executive branch of State government.
 
The Disability Management Unit which this position oversees handles the management of leaves of absence, FMLA leave designation, reasonable accommodation for disability, return-to-work programs for employees on medical leaves, fitness-for-duty evaluations, and EAP referrals.  The Disability Management Unit leads the employer's response in those situations where an employee's medical condition or disability is the cause of attendance, job performance or workplace conduct problems.  This position provides day-to-day operational direction and support, including guidance, direction, and assistance with complex analysis, troubleshooting and case management issues.    
 
This position regularly consults with the Directors and senior leadership of the State agencies in the executive branch, as well as with management and supervisory staff and with the representatives of the unions which represent State employees.
 
The responsibilities of this position include policy development, budgetary matters, strategic planning, and coordination and integration with the other units in Human Resources.  
 
A Third-Party Administrator (TPA) manages the State's Workers' Compensation Program.   The Deputy Personnel Administrator position serves as the Department of Administration (DOA) Workers' Compensation Administrator which is responsible for monitoring the TPA's performance.   This position is the liaison and point-of-contact with the TPA and provides direction and authorization for matters related to claim investigation, medical case management, authorization for settlement or other disposition of cases, and for the "Injured on Duty" (IOD) benefits for which certain State employees are entitled by statute.  This position has ongoing contact with the leadership and staff of the third-party administrator, as well as with defense counsel who represent the State as an employer in the Workers' Compensation Court.       
 
Because this position is responsible to ensure compliance with federal and state statues, regulations, the State Personnel Rules and the collective bargaining agreements, the successful candidate must have comprehensive knowledge of the Rhode Island Workers' Compensation Act, Family Medical Leave Act (FMLA) and the Americans with Disability Act, and with other legal authority which governs issues related to disability in employment, including the processes and procedures established by those laws.  The position also requires general knowledge of labor and employment law.
 
Experience with human resources in the public sector and with a unionized workforce is preferred.

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