|
Human
Resources Management Fundamentals
Curriculum
Guideline Two
For
court leaders to manage and improve Human Resources, they must understand
the fundamentals. The
fundamentals begin with job analysis to understand court jobs and duties,
required competencies, and specific job environments.
Identifying, attracting and recruiting, and selecting good
applicants for court positions, and compensating, developing, and
retaining them are critical Human Resources fundamentals.
Compensation refers, at a minimum, to the many forms of financial rewards
and other benefits. Compensation flows from performance management,
which includes but is more than performance appraisal. Employee relations
and legal requirements are crucial. Are
court employees representative of the community?
Human Resources fundamentals are known to and skillfully managed by
effective judicial leadership teams.
Knowledge,
Skills and Abilities
-
Ability
to attract, develop, motivate, and retain competent court employees;
-
Ability
to develop and to update Human Resources policies and regulations for
the judicial branch;
-
Knowledge of Title VII of the Civil Rights Act of 1964;
applicable affirmative action obligations; Fair Labor Standards Act;
Family and Medical Leave Act; workplace injury and Workers
Compensation laws, rules, and regulations; and other laws, rules, and
regulations covering medical absences, other federal and state
employment laws, sexual harassment, workplace privacy, grievances,
discipline, at-will employment, and civil service legal issues;
-
Knowledge
of American with Disabilities Act and needed accommodations for court
employees and the public;
-
Skill
in Human Resources planning that comprehends community demographics
and trends and anticipates future needs;
-
Knowledge
of job analyses, the drafting of job descriptions, and skill in
overseeing their use;
-
Ability
to analyze the labor market, i.e. the area from which court employees
can reasonably be recruited, and how to recruit and hire staff that
are reflective of the community;
-
Ability
to oversee recruitment and to manage the recruitment process,
including yield ratios;
-
Ability
to utilize appropriate selection methods, including interviews and
assessment centers;
-
Skill
in overseeing orientation processes for newly hired employees,
including the purposes and responsibilities of courts, specific court
values, and court structure;
-
Ability
to oversee position classification and compensation through job
evaluation that ensures internal equity;
-
Ability
to oversee data gathering about compensation of employees outside the
court that ensures external equity;
-
Knowledge of direct pay methods and trends, including base
pay, merit pay, incentives, and cost-of-living adjustments;
-
Knowledge
of indirect compensation components, including protection programs
(e.g. pensions, health insurance, life insurance, disability
insurance), pay for time not worked on the job (e.g. breaks, meal
time), pay for time not worked off the job (e.g. vacations, holidays,
leaves), and perquisites (e.g. on-site day care, attractive work
place);
-
Knowledge
of alternative workplace arrangements such as telecommuting and flex
scheduling and their use in courts;
-
Knowledge
of employee performance appraisal and performance management methods;
-
Knowledge
of how to define jobs, set
performance expectations, and relate
them to court and departmental goals and objectives;
-
Skill
in overseeing performance monitoring and evaluation to identify
organizational problems and to develop solutions to those problems;
-
Skill
in overseeing evaluation of individual performance, reviews, and
feedback;
-
Knowledge
of the principles and methods for documenting performance and behavior
problems and personnel actions;
-
Knowledge
of how and when to counsel, discipline, transfer, and terminate
problem court employees;
-
Skill
in overseeing succession planning;
-
Skill
in overseeing, when necessary, court workforce reduction using proper
processes;
-
Knowledge
of principles of labor relations, including management rights, past
practices, discipline in a unionized environment, and contract
administration;
-
Skill
in negotiating contracts;
-
Knowledge
of alternative ways of resolving ”impasses” in labor negotiations;
-
Knowledge
of the purposes of
employee wellness programs and how to oversee the creation and
implementation of these programs in court settings;
-
Knowledge
of private sector Human Resource products that relate to all of the
above including testing, other software, and outsourcing Human
Resource services.
View the Summary
of Human Resources Management Curriculum Guidelines or click
on each of the other four Curriculum Guidelines to see the associated
Knowledge, Skills and Abilities:
 Curriculum
Guidelines
Vision
and Purpose
Human
Resources Fundamentals Context
and Fairness Management
and Supervision
Contact
the webmaster
Home
|
