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SCHRMA. HR for Non-profits Valerie Schuette, Executive Director Human Resources & Workforce Development. Overview…. Position Descriptions Purpose Tips Samples Job Advertisements/Recruitment Best Practices Samples. Position Descriptions. Sample Descriptions. Position Descriptions.
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SCHRMA HR for Non-profits Valerie Schuette, Executive Director Human Resources & Workforce Development
Overview… • Position Descriptions • Purpose • Tips • Samples • Job Advertisements/Recruitment • Best Practices • Samples
Position Descriptions • Sample Descriptions
Position Descriptions • Purpose: • delineate tasks & set clear expectations for employees • determine pay levels & establish exemption status • defend against complaints regarding pay, performance, promotion and discrimination
Position Descriptions • Establishing a position description compiles information about the content, context and human requirement of a job: • Work activities and behaviors • Interactions with others • Performance standards • Financial and budgeting impact • Machines and equipment used • Working conditions • Supervision given and received • Knowledge, skills and abilities
Position Descriptions • Include • Job Title • Supervisor • Exempt Status (eligible for overtime pay) • Pay Grade • A 2-3 sentence overview of the position • Bulleted list of responsibilities • Minimum requirements to perform the job • Physical Demands
Position Descriptions • Americans with Disabilities (ADA) • Essential job functions • Fundamental duties • Performed regularly • Significant amount of time (20%or more) • Cannot be easily reassigned • Necessary to accomplish job
Exempt Vs. Non-Exempt • Directed by the Fair Labor Standards Act (FLSA) • Federal Minimum Wage (Exceeded by State’s minimum wage) • Child labor restrictions • Equal Pay for equal work • Overtime provisions / Exempt vs. Non-Exempt
Exempt Vs. Non-Exempt • Exempt: Salaried employee that is not eligible for over time pay (time and a half of base salary) • Non-Exempt: Hourly employee that is eligible for overtime pay when working more than 40 hours in a single workweek • Define Workweek • May not flex hours between weeks • Comp time optional, payment not optional
Enforcement • 2 years of back pay (3 years if willful) • Liquidated damages • $10,000 fine • Imprisonment
Test for Exemption • Salary Level • Salary Basis • Job Duties
Test for Exemption • Salary Level • $455/week • Total annual compensation includes commissions and bonuses • Salary Basis • Regularly receives a predetermined amount of compensation each pay • No reduction related to performance (unless disciplined based on policy) • Must be paid full salary for any week in which employee performs any work • Ready, able and willing to work
Test for Exemption • Job Duties / 5 possible ways to be exempt • Executive • Primary duty is management of enterprise or customarily recognized department • Customarily and regularly directs work of two or more employees AND • Authority to hire or fire other employees or whose suggestions and recommendations as to hiring, firing, advancement, promotion or other change of status is given particular weight
Test for Exemption • Job Duties / 5 possible ways to be exempt 2. Administrative • Primary duty is the performance of office or manual work directly related to the management or general business operation AND • Exercise discretion and independent judgment with respect to matters of significance • Outside Sales • Customarily and regularly engage away from the employer’s place of business
Test for Exemption • Job Duties / 5 possible ways to be exempt 4. Professional • Learned (i.e., Teacher) • Employee’s primary duty must be the performance of work requiring advanced knowledge • In a field of science or learning • Customarily acquired by a prolonged course of specialized intellectual instruction • Creative (i.e., musician) • The employee’s primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor 5. Some computer employees
Position Descriptions • Tips • Use templates • Construct sentences to describe why, how, where and how often • Avoid gender-specific pronouns • Be practical, flexible and current
Job Advertisements • Align the employer’s business strategy to the recruitment strategy • What skills are you seeking • How many employees do you need • Know the labor market • Tight markets = very competitive • Loose market = lots of applications, but lower skill levels
Recruitment Decisions… • Recruitment Method • Database of internal employees & applicants • Benefits of internal hires • Simple search of past applicants for KSAs • Advertising medium • Message / what is said & how • Qualifications required
Job Advertisements WHERE & HOW… • Placing ads outside of the Classifieds attracts those not actively seeking employment • How often do you communicate with the editorial staff? Articles about your company and its employment practices can provide good exposure and help build your image as a great place to work. • Include special benefits your company may provide (such as on-site day care, concierge services, etc.) • Local College: Build relationships with job placement offices
Job Advertisements WHERE & HOW… • Temporary services – receive assistance in identifying candidates and try out employees before permanently hiring. • Your customers as potential employees - retail businesses often post help-wanted signs.
Job Advertisements Sample…
Resources… • Society for Human Resources Management • Michigan State University Human Resources Education & Training Center