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MISA Conference 2014 Human Resources Update MISA Conference 2014 Human Resources Update.

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Presentation on theme: "MISA Conference 2014 Human Resources Update MISA Conference 2014 Human Resources Update."— Presentation transcript:

1 MISA Conference 2014 Human Resources Update MISA Conference 2014 Human Resources Update

2 Who we are: HR Director – about me Your Personnel Rep Your Labor Relations Rep Your Recruitment Staff Your Payroll Staff Your Leave and Disability Management Staff under “Assignments-HR Service providers

3 Human Resources Update New Classifications: o ITPA 9: This classification allows for the hire of an applicant with only an associates degree with the requisite credit hours. This means you can move an IT Student Assistant who was hired through a selection process to a permanent full time position after completion of the associates degree. Reclassification to the 11 level is not automatic.

4 Human Resources Update New Classifications, cont. o There is an executive level work group working with Civil Service to look at other opportunities for more specific classifications for certain hard to fill skills such as developers, architects and cyber, which could include different pay ranges from the ITPA. o The education and experience requirements were changed for the IT Project Coordinator and IT Project Manager, so more candidates will be able to meet the requirements.

5 Human Resources Update Career Paths o The ITPA can take two tracks, which are parallel in classification level and pay. o Manager: This track requires three years as an ITPA 11, to be eligible to compete for a12 level (senior) position. With four years of ITPA 11 or one year as a12, the employee is eligible for the IT Manager 14 or 15. There are also combinations of experience for the IT Supervisor to compete for the IT Manager 14 or 15. Check the class specifications. Senior standards must be reviewed by the IT Position Review Committee. Levels of Managers must be approved by Civil Service.

6 Human Resources Update Career Paths, cont. o Manager, cont. o IT Manager 14 is a first line supervisor over IT positions. There are some work areas approved for an IT Manager 15 as a first-line manager in a complex work area. Most IT work areas have a State Administrative Manager 15 as the second-line manager. This classification requires two years as an 11 level professional or one year as a 12 level professional.

7 Human Resources Update Career Paths, cont. o ITPA tracks cont. o Specialist: The specialist classifications do not require any supervisory responsibility. This track requires three years as an ITPA 11 to qualify for the senior level (ITPA 12). One year as an ITPA 12 or four years as an ITPA P11 qualifies for the IT Specialist 14 or 15. Levels of specialist positions are determined by review of the IT Position Review Committee.

8 Human Resources Update Career Paths, cont. o Project Management o There are opportunities for ITPA’s to move into project coordinator classifications if they have the requisite experience requirements. o IT Techs o IT Techs can qualify for IT Supervisor 11 after two years as an ITT 9 or one year as a 10, and the 12 level IT Supervisor after two years as an ITT 10 or one year as an 11 level IT Supervisor. The 13 level IT Supervisor requires one year as a 12 level IT Supervisor or two years as an 11 level IT Supervisor. o IT techs qualify for the ITPA 9 with 2 years of IT Tech experience and a high school diploma, and the ITPA 11 with 2 years of IT Tech experience and an associate’s degree or a high school diploma and 4 years of IT Tech experience.

9 Human Resources Update NEOGOV Tips o If you don’t answer all the questions, don’t provide all the requested information or attachments, you will likely get screened out. o Make sure your application and resume reflects the experience you are reporting in the questions on the posting. If you say you have four years of SharePoint experience, it should be clear in your application and resume that you do. If your application and resume doesn’t match what you report, you’ll be screened out.

10 Human Resources Update NEOGOV Tips, cont. o Be truthful. We check whether you have discipline, criminal records, sanctions, etc. o Read the questions carefully to ensure you are answering what is being asked. o If you are going to apply for a posting, do it sooner than later. If there are too many applicants, the posting may come down sooner than indicated, there may be IT issues, etc.

11 Human Resources Update NEOGOV Tips, cont. o You can set up job interest cards so you get notified when a posting goes up without having to check the website. o Change your cover letter and resume to address the job you are applying for. o Don’t apply for jobs you don’t qualify for. You can send your resume and transcripts to Civil Service at _59861_ ,00.html to find out what classifications you qualify for _59861_ ,00.html

12 Human Resources Update Interview Tips o Do your homework. Review the organization chart for the work area, ask people who work in the area how they like it, find out what the work area does. Read the position description. o Ask for the competencies so you can better prepare examples of how you meet them. o Use your most current examples. o Pay attention to interviewers’ body language. Don’t let them get bored.

13 Human Resources Update Interview Tips, cont. o Answer the question as if you were already in the position. o Be thorough, but watch your time. You want to be able to answer all the questions. o If the position is for a position in your work area, don’t assume the interviewers know what you do. You still have to completely answer the questions.

14 Human Resources Update Interview Tips, cont. o Appearance matters. Dress for the position you are interviewing for. Shake hands with each interviewer. Thank them for the opportunity to interview. o Follow-up s are nice. Hand written notes are nicer. o Be enthusiastic about your interest in the position and how you would be the best candidate.

15 Human Resources Update Interview Tips, cont. o Have questions prepared to ask the interviewers about the position. Don’t just ask when they expect to make a decision. You want them to know you did your homework and that you are checking to see if there is a good job fit.

16 Human Resources Update Additional Comments o The Manager/Specialist paths are not set in stone. You have to decide what level you want to aspire to. Sometimes you have to take a lateral move to get to an opportunity for an upward move. Sometimes you need to take a step back. Your career path is unique to you and whatever life throws at you.

17 Human Resources Update Additional Comments, cont. o I was asked to comment on how additional education plays into career opportunities. Often the possession of an advanced degree can get an early or advanced pay step and may lead to being screened into an interview pool. Gaining skills in a new area may make you more marketable for opportunities or show initiative, but may not necessarily get you a promotion or more money.

18 Human Resources Update Additional Comments, cont. o Departmental Analysts and Managers have a lower maximum salary than IT positions of the same level and Civil Service does not count experience in these classifications towards experience in an IT classification.

19 Human Resources Update Questions?


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