LABOR CONCILIATOR III4090D3 Pay Grade: 30 DEFINITION OF WORK Summary This is administrative or supervisory work conducting quasi-judicial unfair labor practice, unit determination, and employment standards hearings; investigating and mediating complex situations; or developing and supervising training programs for subordinate conciliators and ad hoc third party neutrals. Standard Classification Factors Supervision Received - LEVEL B: "Under general supervision…" Employees working under general supervision usually receive some instructions with respect to the details of most assignments but are free to develop their own work sequences within established procedures, methods and policies. They are often physically removed from their supervisor and subject to only periodic checks. Difficulty - LEVEL C: Considerable… Duties which require a high degree of concentration because of the many factors which must be considered and weighed before a decision can be reached. Usually positions that require planning, developing, and coordinating programs and directing fairly large groups of people fall into this category. Complexity - LEVEL E: Work is of a highly diverse and/or complex nature characterized by a broad range of activities and frequently changing conditions, situations and problems. Considerable analytical thought is necessary for interpreting a variety of factors, problems and alternatives for methods and procedures. Work requires the origination of ideas, techniques and programs for solving technical problems or complicated situations. Workers at this level exercise a high degree of responsibility for independent judgment and may participate in major program changes or policy decisions. Work may be reviewed by occasional conferences or reports to superiors. When guidelines exist at this level, they are normally characterized by regulations, policies or complex technical manuals. Consequence of Actions or Decisions - LEVEL C: Consequences of actions or decisions at this level are limited in scope and effect as the work is reviewed occasionally. Errors may cause moderate inefficiency. Costs due to errors may be significant. Contacts - LEVEL D: The purpose of the contact is to justify, defend, negotiate, persuade or interrogate to settle matters, maintain good will, gain cooperation or reach compromises when the information is controversial or the individuals or groups have strong differences of opinions or diverse viewpoints. Extensive use of communication techniques and well developed communication skills are required for dealing with others. Physical Demands - LEVEL A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL C: Typically involves limited supervisory responsibility which entails performing as a "first line supervisor" for a small number of employees. Supervision is not the primary responsibility of the job. Responsibility includes training, instructing, scheduling, and reviewing work and recommending hiring and disciplinary actions to a higher level of authority. Distinguishing Features Differs from the Labor Conciliator II class where the primary focus is on conducting hearings. EXAMPLES OF WORK PERFORMED Conducts prohibited practice hearings and quasi-judicial unit determination hearings; evaluates testimony and evidence and issues findings of fact, conclusion of law, and court enforceable orders. Meets with a variety of officials to intervene in and propose solutions to complex labor disputes, including large municipality/employee wage and benefit disputes, teacher salary regulations and worker strike, prior to need for mediation or arbitration. Reviews cases and orders submitted by subordinate conciliators prior to docketing cases for administrative hearings or before issuance of formal orders to ensure compliance with applicable laws, statutes and regulations. Plans, assigns, evaluates and trains subordinate conciliators; trains and evaluates potential third party neutrals for arbitration. Plans content of, schedules, and conducts joint training programs for labor/management committees; develops standards for and promotes statewide use of these committees. Researches state and federal statutes and responds to inquiries from the public, officials or legislative entities regarding laws administered by the department. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge Knowledge of Kansas and pertinent federal labor relations regulations, procedures and legal precedents. *Knowledge of labor mediation and negotiations used in the settlement of labor/management disputes. Abilities *Ability to conduct hearings, assign mediators to cases, prepare technical reports and recommend action orders for presentation before various regulatory boards, commissions, and the district courts. *Ability to plan, organize, and present training to labor, management, subordinate conciliators, and ad hoc neutrals through conferences, workshops and/or seminars. *Ability to plan, direct and evaluate the work of others. *Necessary at Entry MINIMUM REQUIREMENTS: Three years of experience in labor relations work. Education may be substituted for experience as determined relevant by the agency. NC: 06/94 |