General Information
| Job Description | ACAD HR ANL 3 | Working Title | Academic Personnel Analyst 3 |
|---|---|---|---|
| Job Code | 007715 | Grade | 22 |
| Department Name | CHA&SS Dean's Office - D01008 | Department Head | Daryle Williams |
| Supervisor | Susan Brown | Effective Date |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|
Generic Scope
| Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems/issues of diverse scope and determines solutions. |
Custom Scope
| As a seasoned experienced professional with a comprehensive understanding of UC, campus, and unit academic practices, policies, and procedures, resolves moderate to complex academic HR-related issues affecting a broad range of academic titles in imaginative and practical ways. |
Department Custom Scope
| The Academic Personnel Analyst 3 serves as a subject matter expert for the College of Humanities, Arts and Social Sciences in all academic personnel matters with focus on Non-Senate Academics (especially Unit 18), Academic Student Employees, leave administration, academic administrative appointments, compensation, recruitments and systems. The position will be customer focused characterized by a high degree of collaboration and coordination. The analyst functions as the primary contact for the college for academic leaves, compensation, recruitments, Unit 18 reviews, TA and other academic student positions, and systems. The analyst will supervise a staff member who is responsible for the preparation and processing of Unit 18 files as well as senate M&P files, and the full portfolio of AP work as assigned. The analyst will oversee their work and ensure compliance with represented bargaining contracts and policies and procedures. This position will serve as the liaison between the department, college, shared services center and campus offices, and will respond to the needs of customers within the college and will utilize tools to assess, anticipate and respond accordingly. The analyst will work with the Director and Assistant Directors in developing college policies and procedures, in implementing policy through education and training, and will proactively plan for and improve services where needed. The position formulates partnerships across the college to deliver AP services that reflect strategic objectives and goals of the college and University. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
Experience Requirements
| Experience | Requirement |
|---|---|
| Minimum of 5 years of related experience. | Required |
| 4 - 7 years of related experience. | Required |
License Requirements
Certification Requirements
| Certification | Requirement |
|---|
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Provides strategic advice and counsel to unit head by analyzing and interpreting system-wide and organization policies, collective bargaining agreements, academic personnel procedures and practices. | 20 |
Facilitates/manages the academic review processes, identifying issues relating to policy and compensation.
|
15 |
Counsels Senate and non-Senate faculty and other academic staff concerning moderate to complex work-related problems.
|
15 |
Analyzes and interprets guidelines and policies to provide advice and counsel to unit clients on issues such as compensation, work-eligibility (visa) matters such as H1-B processing or PR application, and benefits considerations.
|
15 |
| Acts as the primary point of contact for all Academic Leave of Absence requests including Family and Medical Leave, Maternity/Paternity Leave, Sabbaticals, and other leave administration. Coordinates the completion of Incident Reports for work related incidents and works with Labor Relations on reasonable accommodation matters as needed. CHASS AP liaison to personnel shared service center for maintenance and upkeep of data for department systems (TA Online), personnel inputs, and academic leave of absences requests. | 10 |
| Oversees a support staff involved in the processing and maintenance of academic HR records. Direct supervision of 1 staff (1.0 FTE) including performance management and evaluation, disciplinary actions, merit and incentive program recommendations and training and development. Recommends the hiring salary actions and terminations. | 10 |
Identifies and customizes training needs for diverse constituencies.
|
5 |
| Analyzes merit and promotion cases for faculty. | 5 |
| Other duties as assigned | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Superior communication skills to effectively and professionally communicate with the internal and external campus community, using tact and diplomacy. Strong skills in identifying the correct issues to be communicated, the appropriate audience, the method of communication, and the timing of the communication, and to express ideas clearly and convincingly. | Required |
| Ability to exercise judgment and discretion in handling sensitive and confidential issues in a large, complex institution of higher education and proven ability to maintain strict confidentiality of information and records. | Required |
| Thorough knowledge of systemwide and organization policies, union contracts, procedures and practices that govern academic HR administration. | Required |
| Thorough knowledge of organization and college goals, priorities and values and the legal and human implications of decisions. | Required |
| Excellent critical and innovative thinking to address moderately complex issues and present nuanced analyses. | Required |
| Ability to communicate effectively with diverse audiences. | Required |
| Ability to analyze complex management issues, develop project scope and solutions, give professional advice to senior officials and make critical decisions regarding personnel. | Required |
| Requires thorough knowledge of and ability to apply/interpret organization and college policies and procedures which govern academic HR. | Required |
| Knowledge of trends in academia, especially in areas of academic planning, human resource management and administration. | Required |
| Demonstrated experience in academic personnel (or similar setting) and human resource management, including recruitment and selection, performance management, employee relations, and workforce planning. | Preferred |
| Thorough knowledge of UCR and UCOP policies. | Preferred |
| Demonstrated skills in employee supervision. Ability to train, motivate and lead others. Strong interpersonal communication skills to develop strong working relationships. | Preferred |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
|
|
Level of Supervision Received
| General Supervision |
Environment
Working Environment
| Campus |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: Yes |