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Planning Responsibilities For Elected and Appointed Officials
Estimate revenues; set program priorities
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Acquisition Responsibilities For Elected and Appointed Officials
Influence values that guide the selection process
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Development Responsibilities For Elected and Appointed Officials
Define agency and program goals and priorities
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Sanction Responsibilities For Elected and Appointed Officials
Determine appropriate personnel systems
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Planning Responsibilities For Managers and Supervisors
Manage to mission within a budget
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Acquisition Responsibilities For Managers and Supervisors
Hire and fire employees
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Development Responsibilities For Managers and Supervisors
Make sure employees have clear goals, skills, feedback and rewards
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Sanction Responsibilities For Managers and Supervisors
Counsel and discipline employees and policies
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Planning Responsibilities For Personnel Directors and Specialists
Develop job descriptions, implement pay and benefit plans
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Acquisition Responsibilities For Personnel Directors and Specialists
Develop hiring rules and procedures
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Development Responsibilities For Personnel Directors and Specialists
Develop training and evaluation systems
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Sanction Responsibilities For Personnel Directors and Specialists
Develop policies and programs for drug testing and discipline
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HRM Operations Under Patronage System
Main focus is on Acquisition of the loyal applicant. HR specialist is part of the party or political advisor. Makes appointments based on the policy needs of the elected official.
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HRM Operations Under Civil Service System
HRM has a balanced emphasis on each of the PADS functions. Thinking strategically about how all of these functions support the organization and the stakeholders. Serves as an advisor on HRM to officials and administration.
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HRM Operations Under Collective Bargaining/Affirmative Action System
HR responsible for the negotiations, providing training to managers and supervisors on how to comply with the contract and represent the agency in HR related arbitration.
Implements the rules for affirmative action.
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HRM Operations Under Third Party Government and NSWA Systems
Contract manager - recruiting and motivating volunteers.
Contingent worker manager - more focus on acquisition and sanction.
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Civil Service/Political Patronage Hybrid Appointment System
Pick the candidate with the most political support from among the applicants that are at least minimally qualified.
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Civil Service/Affirmative Action Hybrid Appointment System
Make sure the applicant pool has a sufficient number of women and minorities who meet the minimum qualifications for the position. Then either pick the most qualified applicant, or the most qualified minority applicant, depending on the extent of pressure and legal authority to appoint a minority group member.
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Civil Service/Collective Bargaining Hybrid Appointment System
Fill a promotion or job assignment internally through a bidding process that emphasizes seniority as specified by the bargaining agreement
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Civil Service/Contract Hybrid Appointment System
Reclassify large groups of clerical or technical positions as exempt. Fill them as needed with temporary and part-time workers hired as contractors.
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Civil Service/Contract Professional Hybrid Appointment System
Reclassify a vacant position as exempt (outside civil service, filled through annual appointment contract). Offer civil service employees the opportunity to compete for it. The one who takes the job gets higher pay and better benefits but is no longer protected by civil service protections.
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