CLACKAMAS COUNTY

CLASSIFICATION NO. 727
Established: 1/2009
FLSA: Exempt
EEO: 2

CLASSIFICATION AND COMPENSATION MANAGER

CLASS CHARACTERISTICS

Under general direction, to plan, organize and manage County-wide classification and compensation activities; to provide complex staff assistance to the Board of County Commissioners, the County Administrator, County departments and the Compensation Board for Elected Officials; and to do other work as required.

DISTINGUISHING CHARACTERISTICS

The Department of Employee Services provides human resources services to all County departments, including employee recruitment and selection, personnel ordinance and policy administration, employee relations, diversity, position classification and compensation, employee training and development, workforce planning, benefits administration, employee wellness, risk management, workers’ compensation, liability and casualty claims management, human resources information systems, labor relations and collective bargaining.

The Classification and Compensation Manager is responsible for implementing and communicating the County's classification and compensation policies and practices to all employees and for administering a sound pay plan in order to attract and retain employees as well as to comply with County, State and Federal regulations. The incumbent supervises and performs the review of salary grades, position and classifications, including reorganizations and works in a consultative capacity with departments to prepare recommendations for the Board of County Commissioners and the County Administrator on proposed organizational changes.

The Classification and Compensation Manager differs from other human resources management classifications by its specialization in the management and oversight of the County's classification and compensation programs.

TYPICAL TASKS

Duties may include but are not limited to the following:

  1. Develops, recommends and implements the County's classification and compensation programs; plans, designs and implements programs, activities, policies and procedures necessary to meet objectives of the classification and compensation section; develops and proposes human resource policies, procedures and personnel ordinance changes related to classification and compensation.
  2. Oversees the County's classification system; responds to department requests for new and revised classifications and assistance with reorganizations; plans and conducts County-wide classification studies; determines appropriate job evaluation methods; resolves classification issues with employees and department managers.
  3. Administers the County's compensation plan; designs and maintains pay structures; develops, recommends and communicates compensation policies; provides technical staff support to the Compensation Board for Elected Officials; reviews and resolves compensation issues with management and union personnel.
  4. Supervises and conducts position reviews and approves classification recommendations; consults with Employee Services Director and department managers on appropriate classification solutions to meet operation and staffing needs, while maintaining internal consistency; communicates classification recommendations to employees and union representatives; responds to employee classification appeals; advises on organization and classification alternatives.
  5. Supervises and conducts compensation surveys and studies to determine competitiveness of the County's pay practices; recommends and implements adjustments to County salary plans to maintain appropriate internal and external pay relationships; communications adjustments to employees and responds to appeals; researches compensation best practices and new and innovative pay methods.
  6. Consults with, advises and trains County managers and supervisors on classification and compensation practices, policies and activities; delivers presentations to Board of County Commissioners, County Administrator, department directors, employee groups, and union representatives on classification and compensation issues.
  7. Plans and participates in complex organizational position classification and compensation studies; negotiates and manages consultant contracts when applicable; reviews and implements study results and responds to appeals; communicates study results to employees; ensures study results comply with State and Federal law and collective bargaining agreements.
  8. Oversees staff support provided to the Compensation Board for Elected Officials; coordinates and completes various special classification and compensation projects and studies in support of County operations; provides staff support in labor contract negotiations and arbitration; interprets labor contracts to represented employees and department managers; drafts and recommends contract language; researches, analyzes and reports on costs of contract proposals.
  9. Hires and supervises professional and administrative support staff to provide quality service to citizens and County staff; prepares performance evaluations; recommends and administers progressive discipline; conducts and/or facilitates staff training and development programs; promotes cooperative team efforts among staff and with other County departments.
  10. Participates as a member of the Employee Services management team; participates in department budgeting and long-range planning processes; participates in policy and program decisions with other members of management team.

REQUIRED KNOWLEDGE AND SKILLS

Thorough knowledge of: Principles and practices of classification and compensation program development, including the development of classification and compensation policies and procedures; principles and practices of human resources and personnel administration, including recruitment, selection, classification, compensation, EEO/affirmative action, employee relations and labor relations; principles and practices of public administration, including budgeting, reporting and maintenance of public records; participative management theories; methods of data generation, data collection, and database management; methods and techniques of research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; County government organization and operations; human resource information systems; principles and techniques of supervision; principles and practices of effective business communication.

Skill to: Plan, organize and implement county-wide classification and compensation programs; collect, compile and analyze complex information; analyze and resolve problems; prepare clear and concise reports, correspondence and other written materials; communicate effectively, both orally and in writing; investigate, interview and mediate complaints and concerns; direct staff in continuous efforts to improve quality productivity and effectiveness; incorporate team participation in decision making; respond to changes desired by citizens and County staff; establish and maintain effective working relationships with employees, applicants, union officials and the public; exercise tact and diplomacy in dealing with sensitive, complex and confidential human resource and employee issues; facilitate group process; understand, interpret and explain human resource laws, regulations, policies and programs; operate office equipment, including personal computers and software applications.

OTHER REQUIREMENTS

Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment.

MINIMUM RECRUITING STANDARDS

Any satisfactory combination of experience and training that demonstrates possession of the required knowledge and skills.