Abolished 10/07
VETERANS SERVICE REPRESENTATIVE II
4228D2
Pay Grade: 22
DEFINITION OF WORK
Summary
This is technical and supervisory work in assisting and
representing veterans and their dependents in securing benefits from the federal
government and the state of Kansas.
Work involves planning, directing and participating in the
activities required to provide information and assistance to veterans and dependents in
obtaining special services and benefits. Work includes developing and implementing
training programs for lower-level veterans service representatives and providing complex
technical assistance to resolve unusual problems. Work is performed within the framework
of both the federal government's and the state's laws, policies, and regulations
pertaining to veterans benefits and services.
Standard Classification Factors
Supervision Received - LEVEL C: "Under direction…"
Employees at this level usually receive a general outline of the work to be performed and
are generally free to develop their own sequences and methods within the scope of
established policies. New, unusual, or complex work situations are almost always referred
to a superior for advice. Work is periodically checked for progress and conformance to
established policies and requirements.
Difficulty - LEVEL B: Average… Where the employee is
confronted with a variety of duties susceptible to different methods of solution which, in
turn, places a correspondingly higher demand upon resourcefulness and concentration.
Positions which require the analysis and evaluation of raw data and the rendering of
conclusions would, in many instances, fall into this category.
Complexity - LEVEL C: Work is of a standardized nature that may
involve a variety of duties. Analytical thought becomes more important at this level due
to increased data and changing situations. Tasks usually have several steps, some of which
may not be directly related. Alternatives may exist for processes or methods to be used in
solving problems. Workers at this level exercise a moderate amount of independent
judgment. Work is controlled by routine review and reporting to or consultation with
supervisors. When guidelines exist at this level, they tend to be more complicated or
technical in nature requiring careful interpretation.
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 C: The purpose of the contact is to influence,
motivate, conduct interviews, make formal presentations or counsel to achieve common
understanding or solutions to problems when the information is sensitive in nature or the
individuals or groups are skeptical or uncooperative. Communication techniques and well
developed communication skills become an important requirement at this level.
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 D: Involves administrative
supervision responsibility. As a "first line supervisor", the primary
responsibility involves scheduling, supervising and evaluating employees who perform the
same or similar work. Responsible for recommending hiring and disciplinary actions to a
higher level of authority. As a "project manager" may direct the activities of
project leaders to develop plans and criteria and to evaluate progress and results for one
or more projects.
Distinguishing Features
Differs from the Veterans Service Representative I class in which
the incumbents do not supervise, develop and implement training programs for incumbents in
the Veterans Service Representative I class.
EXAMPLES OF WORK PERFORMED
Supervises and coordinates the activities of lower-level veterans
service representatives and clerical staff engaged in veterans service work; provides
technical assistance to staff; supervises and monitors work schedules of employees, some
at different geographic locations.
Completes employee performance evaluations, position descriptions
and employment standards; counsels, arbitrates and initiates recommendation for
disciplinary action, interviews job applicants and makes recommendations for hire.
Develops and disseminates technical information regarding the
rights and benefits of veterans accruing from pertinent federal and state laws.
Reviews claims information, assists and advises veterans and
dependents in developing and presenting claims for benefits. Assists veterans in preparing
appeal case briefs and presents arguments before a hearing officer and federal government
boards for claimants receiving unfavorable rating board decisions.
Develops, schedules, and conducts, training programs for veteran
service representatives.
Establishes and maintains contacts with and speaks before
veterans' organizations and other public and private agencies interested in services to
veterans.
Answers written and verbal inquiries pertaining to veteran
services and benefits.
Supervises regular reporting procedures as well as any special
required reports and statistics.
Maintains effective liaison with federal, state and local
officials and the public involved in veteran's issues and activities.
REQUIRED KNOWLEDGE, ABILITIES, AND SKILLS
Knowledge
*Knowledge of the various benefits and services available to
veterans and their dependents, and of federal and state laws and regulations governing
their administration.
*Knowledge of the procedures and methods for obtaining veterans'
benefits and services.
Knowledge of medical terminology and technology used in describing
physical and mental disabilities.
Knowledge of the principles and practices of supervision.
Abilities
*Ability to prepare and present an effective case for the granting
of veterans' benefits.
*Ability to conduct interviews with veterans and their dependents
to obtain accurate and complete information.
*Ability to establish and maintain satisfactory relationships with
veterans, their dependents, veterans' organizations, and governmental agencies.
*Ability to prepare reports and make recommendations.
*Ability to work effectively with schools, hospitals, and nursing
homes.
*Ability to effectively supervise.
*Ability to communicate effectively, both orally and in writing.
*Necessary at Entry
MINIMUM REQUIREMENTS:
Candidates must be an honorably discharged
veteran or retired from the United States armed forces and have one
year of experience in veterans' benefits assistance. Education may be
substituted for experience as determined relevant by the agency.
Necessary Special Requirements:
Some
positions may be required to meet membership requirements of either the American
Legion or the Veterans of Foreign Wars.
NC: 06/94
REV: 12/95
REV: 10/98
REV: 02/00
REV: 08/05 |