DON HR/EEO Community CAREER GUIDE os ‘© Human Resource Development (or Workforce Development): Work that involves planning, administering, or evaluating programs designed to develop employees and manage learning in the organization. © Performance Management: Work that involves assisting managers and supervisors in ‘establishing, maintaining, and monitoring effective performance management programs to plan, monitor, develop, rate, and reward employee performance, and services that support formal and informal award programs to provide employee incentives and recognition. ‘© Employee Relations: Work that involves providing advice and assistance to employees and ‘managers, program administration, research, and case management in matters related to conduct, performance, attendance, and dispute resolution. * Labor Relations: Work that involves establishing and maintaining effective relationships — including the use of non-traditional collaborative approaches — with labor organizations that represent Federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters, This series covers one-grade interval administrative support positions that supervise, lead, or perform human resources (HR) assistance work requiring substantial knowledge of civilian and/or military HR terminology, requirements, procedures, operations, functions, and regulatory policy and procedural requirements applicable to HR transactions. The work does not require the broad knowledge of Federal HR systems or the depth of knowledge about HR. Human resources assistants provide support for HR specialists involved in using HR information systems; in delivering HR services to military personnel; and in classification, recruitment and placement, employee benefits, human resource development, performance management, and employee and labor relations. They work in HR offices, examining or job information centers or offices, or administrative support offices. They process and document HR actions for a wide variety of employee categories that involve different forms, authorities, action codes, and regulatory authorities, or additional pay systems. Specialties include: ‘© Information Systems: Work that primarily involves entering and extracting data from HR information systems © Military: Work that involves support of military HR programs and functions. © Classification: Work that involves support of position classification programs and functions. © Recruitment and Placement (or Recruitment or Placement): Work that involves support of recruitment, selection, placement, job analysis, and workforce planning and analysis. © Employee Benefits: Work that involves support of employee guidance and consultation to agencies, employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation ‘© Human Resource Development: Work that involves support of human resource development programs and functions. © Performance Management: Work that involves support of performance management programs and/or employee awards programs. September 2016 Page 18DON HR/EEO Community CAREER GUIDE od © Emplovee Relations: Work that involves providing advice and assistance to employees and ‘management in matters related to conduct, performance, attendance, and dispute resolution, * Labor Relations: Work that involves establishing and maintaining effective relationships ~ including the use of non-traditional collaborative approaches — with labor organizations that represent Federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters. 0260 — Equal Employment Opportunity Series: ‘This series includes positions primarily concemed with developing, administering, evaluating, or advising on the Federal Government's internal equal employment opportunity program within Federal agencies when the position requires knowledge of Federal equal employment opportunity regulations and principles; compliance and enforcement skills; administrative, management, and consulting skills; and knowledge of Federal personnel administration. This includes managers or coordinators of special emphasis Programs designed to solve the specialized employment problems of women, minorities, veterans, people with disabilities, persons over age forty, and others as they relate to Federal employment. 0360 — Equal Opportunity Compliance S This series includes positions performing, supervising, or managing analytical, evaluative, and interpretive equal opportunity and civil rights compliance work. Positions in this series are concerned with the application of civil rights and equal opportunity laws, regulations, and precedent decisions to eliminate illegal discrimination and to remove barriers to equal opportunity. This work involves analyzing and solving equal opportunity and civil rights problems through fact-finding, problem analysis, negotiation, and voluntary compliance programs. The work requires judgment in applying equal opportunity principles to solve problems or recommend action. Many positions in this series require specialized knowledge and skill in investigating and resolving allegations of discrimination. This series also includes equal opportunity or civil rights positions of an analytical, evaluative, and interpretative nature that are not properly classified to another series. 0361 — Equal Opportunity Assistance Series This series covers positions supervising or performing technical and substantive clerical work in support of equal opportunity and civil rights programs or activities. The paramount qualification requirement is a practical knowledge of the methods, procedures, regulations, and purposes of the equal opportunity or civil rights functions the positions support. These positions do not require the broad knowledge of equal opportunity and civil rights principles, or the depth of skill in analysis, interpretation, and decision-making characteristic of the Equal Opportunity Compliance Series, 0360, Equal Employment Opportunity Series, 0260, and Civil Rights Analysis Series, 0160. How to Use This Guide Successful earcer management requires attention to developing and maintaining the competencies needed to perform in your current position as well as positions for which you may choose to ‘compete in the future. The competencies needed include both technical HR/EEO competencies and Leadership competencies. The leadership competencies are provided in this guide for your ‘September 2016 Page |9EINAYFAC Human Resources Standard Operating Procedures sc-009 HR Reception Administrative Responsibilit: Reception Desk Coverage * Please have HR Reception coverage at all times. If you need to leave your desk for a meeting or for any other reason, please make sure that the appropriate signage is on the door © Any work material needs to be stored away before leaving your desk unattended. "It is extremely important to not leave any PIT itens out. * If you are out of the office for longer periods of time, such as attending training or taking leave make sure that you move the phone to the small table so that customers are able to use it when they call the HR professionals team when they visit. Customer Service * You are the face of the HR Team. It’s important that your presence exudes a positive image of the team © Greet the customer and determine why they are here. o If they are here to see a specific specialist: "Ask if they have an appointment. If they do call the HR Specialist and let them know they are here. "If they do not have an appointment, check the HR Team calendar and make sure that person is here. In addition, ask for the reason for their visit before calling the HR Specialist * If it is something that you can help with, it is often helpful to try and help the customer before the HR Specialist is called. o If the HR Specialist does not answer their phone you can do one of the three things: * Write a handwritten note in the phone log and place it on the HR specialist’s desk. " Write an email to the HR specialist of the employee's visit. "Leave a detailed voicemail for the HR specialist and let them know that someone stopped by for them © NOTE, FOR PRIVACY REASONS: If a HR Specialist is out of the office DO NOT advertise where that employee is and simply tell the employee that he/she is out of the office. Updated: June 2018 4;