|Assistant Public Works Director of Workforce Development|
|JOB CODE:||109245 |
|SALARY RANGE:||$63,783 - $106,870|
|LOCATION OF WORK|
|Office of Business Operations and Capital Programs|
|Under the direction of an employee of a higher classification, performs highly responsible administrative, professional and supervisory work in directing the major workforce development functions for departments performing public works functions. Work involves the responsibility for assisting in managing the department's union relations, health & safety obligations, education & training needs, workforce planning and employee relations. Work also involves working closely with the Assistant Public Works Director of Management/Finance and the Department of Human Resources. Supervision is exercised over professional, technical and clerical employees through subordinate supervisors. Work requires exceptional teamwork and the use of independent judgment within established policy guidelines. Performs other work as requested.|
|ESSENTIAL WORK TASKS|
|Actively participates in the senior leadership team related to public works functions to enhance operational efficiency, continually improve client services, and build the capability of the staff through workforce development programs. In this role, consults closely with department directors and fellow senior leadership team members.
Directly supervises the Public Works Employee Relations Analyst and Public Works Safety, Health & Training Officer, which includes training and education, disciplinary actions, union bargaining and grievances, workplace violence claims, safety program, FMLA, Drug-Free Workforce Ordinance, employee assistance and worker's compensation; ensures staff understands and applies federal, state and local codes and ordinances.
Responsible for meeting operating budget and goals; develops an annual master plan for workforce development activities, and provides financial stewardship of City-Parish funds.
Develops long and short term goals, objectives and procedures for workforce development; sets priorities and ensures that goals and objectives are met.
Represents the departments performing public works functions at Personnel Board Appeal hearings.
Revises the Policy and Procedures Manual; analyzes and interprets departmental rules, policies and procedures.
Approves and/or disapproves personnel actions for personnel movement in accordance with civil service, and departmental rules, policies and procedures.
Serves on various committees that establish city-wide policy.
|KNOWLEDGE, SKILLS, AND ABILITIES|
|Knowledge of the operations, functions, policies and procedures of the department.
Knowledge of the Plan of Government provisions, Rules Governing Employees in the Classified Service and City-Parish ordinances.
Knowledge of labor contracts and grievance procedures.
Knowledge of basic mathematics and statistics used to make moderately complex computations.
Ability to assess performance problems and identify appropriate training and development programs.
Ability to supervise a moderate sized staff of professional, technical and clerical personnel.
Ability to establish and maintain effective working relationships with others.
Ability to express facts and ideas clearly and concisely, orally and in writing, to groups and to individuals.
Ability to apply good work habits such as punctuality, reliability, preciseness, and dependability in order to effectively complete assigned tasks and contribute to the smooth operation of the department and division.
|EDUCATIONAL AND EXPERIENCE|
|Bachelor's degree in public or business administration, management or a closely related field, and eight years of experience in workforce development, including four of years managerial experience (may include complex project management).|
|Any equivalent combination of education and experience.|
|OTHER JOB ASPECTS|
|The work examples described in this specification are intended only as an illustration of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from job performance requirements if the work is similar, related, or a logical assignment to the job.|