STATE OF NEW HAMPSHIRE
HUMAN RESOURCES
CLASSIFICATION: MANAGER
Class Code: 6083-25 Date Established: 09-26-00
Occupational Code: 7-7-3 Date of Last Revision: 09-05-07
BASIC PURPOSE: To direct and oversee Local Office operations
of the Employment Service Program, the NH Employment Program, the Job and
Information Center, and the Reemployment Services System of the Unemployment
Compensation Program for New Hampshire Employment Security.
CHARACTERISTIC DUTIES AND RESPONSIBILITIES:
·
Coordinates
and monitors programs of employment services to assist the public.
·
Directs the
activities of the Employment Service Program, including but not limited to
interviewing, counseling, testing, and screening individuals resulting in the
placement of individuals in employment; and overseeing the Employer Services
Program to identify and meet the needs of employers and community
organizations.
·
Manages work
assignments, staffing and programs in the Employment Security Office.
·
Plans and
conducts staff training sessions and conferences to achieve program objectives
and new and revised procedures.
·
Analyzes
progress reports, workloads, statistics and unit conferences to coordinate
effective office operations.
·
Reviews,
prepares, and makes decisions on office programs and office operation
effectiveness.
·
Directs the
activities of the Job and
·
Trains, allocates
and transfers staff to meet normal and emergency work load conditions.
·
Delegates
program assignments to staff working in an Employment Security Local Office.
·
Contacts
employers, labor union officials and other interested groups to conduct public
information forums relative to the scope and purpose of N.H. Employment
Security and to promote available services through the agency.
·
Supervises
staff responsible for answering inquiries from employers, claimants, and the
public to improve quality of service.
·
Direct the
activities of a Tri-agency Team responsible for the N.H. Employment Program to
develop and coordinate office functions related to assessment, job search, work
contracts, placement in employment, and other related activities for welfare
customers. Provides functional
supervision to Heath and Human Services and Southern N.H. Services staff
assigned to the local office to insure quality of service to the customer.
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DISTINGUISHING FACTORS:
Skill: Requires
skill in developing formats and procedures for special applications OR in
investigating and reviewing the use of equipment and data for a specialized
function.
Knowledge:
Requires logical or scientific understanding to analyze problems of a
specialized or professional nature in a particular field.
Impact: Requires responsibility for achieving direct
service objectives by assessing agency service needs and making preliminary
recommendations for the development of alternative short-term program policies
or procedures. Errors at this level
result in incomplete assessments or misleading recommendations causing a disruption
of agency programs or policies.
Supervision: Requires direct supervision of programs or of
employees doing work which differs from the supervisor, including disciplining
employees, solving personnel problems, recommending hiring and firing
employees, and developing work methods.
The supervisor in this position manages a working unit or section with
responsibility for employee performance appraisal.
Working Conditions: Requires performing regular job functions in
a controlled environment with minimal exposure to disagreeable job elements and
little risk of hazard to physical or mental health.
Physical Demands: Requires light work, including continuous
walking or operating simple equipment for extended periods of time as well as
occasional strenuous activities such as reaching or bending.
Communication: Requires reviewing summaries and reports and
making decisions to solve problems or to achieve work objectives as well as
articulating and expressing those solutions and goals. This level also requires formal presentations
of solutions and goals to employees and the general public to increase the
responsiveness of the agency toward the demands of its client system.
Complexity: Requires evaluating a combination of
wide-ranging job functions to determine work procedures, to solve problems, and
to reach conclusions by applying analytical, technical, or scientific
thinking. This level also requires
planning policies and long-term strategies, drawing conclusions based on
available criteria, and evaluating the effectiveness of program objectives.
Independent Action: Requires independent judgment in planning and
evaluating work procedures and in supervising the development of professional,
technical and managerial standards under administrative direction and according
to broad departmental guidelines.
MINIMUM QUALIFICATIONS:
Education: Bachelor’s degree from a recognized
college or university. Each additional
year of approved formal education may be substituted for one year of required
work experience.
Experience: Five years’ experience in the field of
personnel, business management or public administration and at least one (1)
year of supervisory experience. Those
candidates lacking supervisory experience must be willing to attend and received
certification from the Certified Public Management program. This requirement will be agency-financed at
the next available opening offered by the Division of Personnel. Each additional year of approved work experience
may be substituted for one year of required formal education.
License/Certification: Possession of a valid
SPECIAL REQUIREMENTS:
For appointment
consideration, Manager applicants must successfully participate in a structured
interview measuring possession of knowledge, skills and abilities identified as
necessary for satisfactory job performance by this class specification. The structured interview is developed and
administered, according to Division of Personnel guidelines, by representatives
of the state agency in which the vacancy exists.
RECOMMENDED WORK TRAITS: Knowledge of the functions, procedures and
policies of employment service programs.
Knowledge of the provisions, objectives and goals of federal and state
manpower programs. Knowledge of the
principles and practices of effective public administration and personnel
management. Knowledge of unemployment
compensation laws of
DISCLAIMER STATEMENT: This class specification is descriptive of
general duties and is not intended to list every specific function of this
class title.
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Last Updated 10/21/04
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