SALARY CONTRACT SPECIALIST

APPLICANTS MUST BE PERMANENT IN THE ASSOCIATE STAFF ANALYST CIVIL SERVICE TITLE OR BE PERMANENT IN A COMPARABLE TITLE ELIGIBLE FOR 6.1.9 TITLE CHANGE

The Department of Social Services (DSS) is comprised of the administrative units of the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS). HRA is dedicated to fighting poverty and income inequality by providing New Yorkers in need with essential benefits such as Food Assistance and Emergency Rental Assistance. DHS is committed to preventing and addressing homelessness in New York City by employing a variety of innovative strategies to help families and individuals successfully exit shelter and return to self- sufficiency as quickly as possible.

Human Resources Solutions (HRS) support the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client centered workforce.

Human Resources Solutions (HRS) is recruiting for one (1) Associate Staff Analyst to function as a Salary Contract Specialist, who will be responsible the following:

- Responsible for ensuring the Agency’s 14,500+ employee population are paid accurately and timely in accordance with the collective bargaining agreement, the Mayoral Pay Order and Consent Determination to determine eligibility for one, two-year salary adjustment and salary Step Up payment for Special Officers (Comptroller’s Office).

- Review employees’ records to determine eligibility for payment of service increments and manually processes pay authorization forms for additional compensation to gross (ATG) (i.e. city service longevity differential, equity longevity differential, experience and assignment differentials, recurring increment payment and service increment), in accordance with the collective bargaining agreement.

- Review salaries on the Comprehensive Personnel System (CPS), request documents to ensure that the salary being offered to candidates for new hire, promotion, returns from leaves, level changes and demotion actions are correct. Calculates the rate of pay of all requests for salary adjustments and merit increases.

- Respond to employees’ salary related inquiries, issues and complaints via E-mail/phone, by conducting research, auditing salary records and reviewing E-Stubs, PRISE and Personnel Management System (PMS); Notifies employees about all activities conducted on their salary records.

- Ensure employees’ city start dates, agency start dates, civil service and title entry dates are correct by reviewing PRISE, PMS and DP 2001. Ensure employees are receiving their correct monthly annual and sick leave accrual rates in accordance with the citywide agreement.

- Manually calculate employee’s non-managerial salary work up and payment history requested by the Payroll Unit. Provides salaries for civil service pools for candidates using PRISE and PMS.

- Update salary documents and data enter all pay transactions into NYCAPS/PMS; verifies input of all transactions.

- Interpret and administers payment of grievance determination, decisions awarded by the Office of Labor Relations (OLR) by analyzing union contracts, personnel orders and ensures that all transactions are within mandated guidelines. Manually calculates large number of employees’ salaries not addressed by the Office of Payroll Administration for mass retro salary pay adjustments.

- Communicate with Payroll and OLR on matters regarding grievance determinations (out of title compensation and other salary related issues, retro and overpayments) and implement payment of grievance determination, decisions awarded by OLR and in arbitration cases.

Work Location: 4 World Trade Center, New York, NY
Hours/Schedule: 9:00 AM to 5:00 PM

ASSOCIATE STAFF ANALYST - 12627

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, public health, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a Juris Doctor degree from an accredited law school, and one year of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management, or in a related area; or

2. A baccalaureate degree from an accredited college and three years of satisfactory full-time professional experience in the areas described in "1" above.

3.An associate degree or completion of 60 semester credits from an accredited college and five years of satisfactory full-time professional experience as described in “1” above.

4. A four-year high school diploma or its educational equivalent approved by a State’s department of education or a recognized accrediting organization and seven years of satisfactory full-time professional experience as described in “1” above.

5.A combination of education and/or experience equivalent to “1”, “2”, “3”, or “4” above. College education may be substituted for professional experience at the rate of 30 semester credits from an accredited college for one year of experience. However, all candidates must have a high school diploma and at least one year of experience as described in “1” above.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.