Job title: Workforce Programs Supervisor
#Workforce #Programs #Supervisor
Company: Prince George’s County
Job description: Nature and Variety of Work
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The Prince George’s County Department of Public Works and Transportation is seeking qualified applicants to fill a Workforce Programs Supervisor position, grade G-27, within its Administrative Services Division.
About the Position:
DPW&T Human Resources Division is seeking an experienced principal-level Workforce Programs Supervisor to lead and support the Department’s human resources workforce programs in the areas of employee and labor relations, training and development, performance management, administration of labor relation issues, including the processing of grievances, conducting workplace investigations, and preparing reporting and recommendations for disciplinary action.
The incumbent works with a considerable degree of latitude for independent judgment, action, and initiative to advance complex work assignments and projects according to position-significantly established policies and procedures, leading and providing guidance and support to the DPW&T workforce. This position works under the direct supervision of the Chief of Human Resources.
Work is performed indoors and outdoors and may include physical activities such as repeated bending, climbing, kneeling, reaching and lifting up to thirty (30) pounds. Employees in specific positions are required by the Office of Ethics and Accountability (OEA) to file annually a confidential Financial Disclosure Statement (FDS) based on the responsibilities associated with his/her position. In addition, the agency Director has the discretion to identify positions to file. Therefore, if you are notified that you must file a FDS, please comply within the required timeframe. Furthermore, if an employee has secondary employment, he/she must complete the required form and obtain approval from the Director or designee. Refer to Administrative Procedure 152 – Board of Ethics Policy on Secondary Employment and ensure compliance with the Procedure.
DPW&T employees are considered “Essential” and are required to participate in the Department’s Snow and Ice Control Program, during natural and man-made disasters, and during special operations/activities as assigned. Essential employees are expected to report for work or remain at work when other employees are granted Administrative Leave.
Examples of Work
Workforce Development & Training
Leads implementation and coordination of DPW&T’s comprehensive workforce development plan for the Department.
Build relationships with external programs and employers to serve as a pipeline.
Manages DPW&T external partnerships with local vendors, employment agencies, and existing summer internship programs on behalf of DPW&T
Design and drive training sessions and interventions to meet employee needs and business objectives.
Responsible for leading new and existing pilot programs in new partnerships, creating structure and protocols to guide workflows to evaluate the impact and track performance.
Lead the technical advisory, education & training services, curriculum development, and policy development to enhance talent management workforce recruitment and retention efforts
Manages, develops, and monitors training/employee development programs assesses departmental training needs, and initiates new training programs.
Manages and administers DPW&T employee and labor relation issues, including conducting workplace investigations, processing grievances, and preparing recommendations for disciplinary actions.
Uses surveys, interviews, and other studies to conduct research regarding human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.
Interprets and provides guidance on Personnel Law and related policies and procedures to managers and departmental employees.
Conducts timely, objective, and thorough internal investigations, including but not limited to allegations of harassment, discrimination, accommodation, and retaliation, and prepare all required documentation
Develops enhancements to policies, procedures, and programs in accordance with employee and labor relations best practices and relevant changes to applicable labor law
Assesses existing DPW&T operational policies to determine policy effectiveness.
Assist with other Employee Relations project work and consultations related to the employee experience as needed
Serves as the initial contact and liaison for intake and assessment of union employee complaints, grievances, and disputes and may also assist with the handling of non-union complaints and grievances Performance Management
What You’ll Need:
An equivalent combination of education and experience will be considered. EACH APPLICANT MUST INCLUDE INFORMATION WHICH CLEARLY DEMONSTRATES THE ABOVE QUALIFICATIONS FOR THIS POSITION.
KNOWLEDGE, SKILLS, & ABILITIES
Location: 9400 Peppercorn Place, Largo, MD 20774
All applicants may be required to complete a competency exercise as a part of the interview process.
DURATION OF ELIGIBILITY: Candidates will be selected from a temporary register of eligible candidates, which will become effective approximately four (4) weeks after the closing date. Once a selection has been made, the register will expire.
ELIGIBILITY TO WORK: Under the Immigration Reform and Control Act of 1986, an employer is required to hire only U.S. citizens and lawfully authorized alien workers. Applicants who are selected for employment will be required to show and verify authorization to work in the United States.
This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S., only after an offer has been accepted and the Form I-9 is completed. For information on E-Verify, or if you believe the County has violated its E-Verify responsibilities, please contact the Department of Homeland Security (DHS) at 888-897-7781 or visit their website at dhs.gov/e-verify.
Internal Applicants: If you are a current Prince George’s County Government employee and seeking a promotion, in accordance with Section 16-200 of the Personnel Law, you have the right to appeal a not qualified rating within five (5) working days of receiving a rejection notice. Union employees should refer to their respective collective bargaining agreement and/or union representative for their grievance procedure.
ONLY ONLINE APPLICATIONS WILL BE ACCEPTED.
Prince George’s County Government is an Equal Opportunity/Affirmative Action Employer Committed to Diversity in the Workplace