Personnel Officer I

Annual Salary Range:
$38,928.00 – $55,416.00
Twice-a-Month Salary Range:
$1,622.00 – $2,309.00
Class Number: 
Pay Grade: 
Areas of Interest: 
Human Resources & Development
Exam Components: 
Rating of Education & Experience, 100%

This is responsible administrative and technical personnel management work of moderate scope and/or complexity, in a State agency or institution.

An employee in this class may be responsible for the implementation of the total personnel program in a small-to-moderate size agency, or in a comparable institution; or a Personnel Officer I may be assigned responsibility for a moderately-large field installation; or may be assigned to assist in the administration of the total personnel program for a very large state agency. Emphasis of the work is on the recruitment, selection, placement, training, and discipline of the work force, and with the conduct of an effective program of employee relations, within the structure of state Merit System law, and the rules and regulations of the Missouri Personnel Division. Work includes responsibility for providing an administrative superior with technical information and advice regarding personnel matters, and for relating policies to specific needs. The employee normally exercises supervision over a small staff engaged in the maintenance of personnel records, and the processing of transactions. Supervision is received from an administrative superior or institution superintendent.

This description may not include all of the duties, knowledge, skills, or abilities, associated with this classification.
Examples of Work

Advises supervisors and operating department heads on personnel needs and problems, and makes recommendations regarding personnel planning, procedures and transactions; assists in formulation, interpretation, and application of agency policy, Merit System rules, etc.

Participates in the development of budget estimates for personal services.

Requisitions names of eligible applicants from Merit System registers; interviews and recommends applicants for appointment; participates in the active recruitment of employees in the absence of adequate registers.

Cooperates with the State Personnel Division in the maintenance of the position classification plan, secures job descriptions from, and interprets classification requirements for, unit heads and employees; makes job analyses and recommends classification of new positions and changes in existing allocations; maintains organizational charts and position controls; reports duty changes, etc.

Directs the maintenance of personnel files and records, the preparation of reports, and the processing of all personnel actions in conformity with agency and Merit System policies, rules and regulations, fair employment practices, etc.

Assists in the development and/or coordination of training programs; participates in supervisory training, orientation, and in other training areas.

Investigates employees' complaints and grievances; explains policies, procedures, rules, etc.; advises superiors in formal grievance procedures cases; participates in labor-management negotiations; advises management on labor relations.

Supervises payroll preparation, or furnishes the payroll unit with a record of monthly payroll adjustments and changes.

Supervises and participates in administration of the Workmen's Compensation law, Fair Labor Standards law, and other laws affecting the work force.

Performs other related work as assigned.

Knowledge, Skills, and Abilities (KSAs)

Considerable knowledge of a wide range of different kinds of occupations and of the qualifications necessary for efficient service in such work.

Working knowledge of the principles and practices of public personnel administration, with particular reference to classification and pay, employee evaluation, recruitment, selection, placement, training, and labor relations.

Working knowledge of the State Merit System law, rules and procedures and ability to apply these in the conduct of agency personnel matters.

Working knowledge of office equipment and office management procedures.

Working knowledge of the methods and techniques of interviewing.

Working knowledge of the basic principles and techniques of supervision.

Ability to analyze positions for classification, recruitment and training purposes and to make organizational studies.

Ability to investigate and resolve complex problems in the areas of classification, salary administration, employee evaluation, employee relations, etc.

Ability to present ideas effectively, both orally and in writing.

Ability to maintain effective working relationships with administrative staff and with other employees.

Experience and Education

(The following requirements will determine merit system eligibility, experience and education ratings, and may be used to evaluate applicants for Missouri Uniform Classification and Pay System positions not requiring selection from merit registers.  When practical and possible, the Division of Personnel will accept substitution of experience and education on a year-for-year basis.)

Two years of responsible professional or technical (other than clerical) personnel management experience in one or more of the areas of qualifying experience specified below; and graduation from an accredited four-year college or university with specialization in psychology, government, public, personnel, or business administration or related areas. (Additional qualifying experience may be substituted on a year-for-year basis for the required formal education. One year of graduate education in personnel management, business or public administration, or closely related areas may be substituted for one year of the general experience.)

Special Qualifying Experience

1. Responsible professional experience as a personnel officer, assistant personnel officer or personnel technician, in a diversified general personnel management program in a public agency or private concern.

2. Responsible professional experience, at or above the journeyman level, as a personnel analyst or personnel technician in one or more of the specialized technical areas of a large centralized personnel program, including recruitment, selection, position classification, employee-management relations and/or wage administration.

3. Responsible professional or technical experience in a public agency or private concern of substantial size, in administrative or very responsible supervisory work related to the personnel field, and affording a knowledge and understanding of personnel management, including recruitment and selection, position classification, employee-management relations and wage administration.

(Minor Revision 8/1/13)