State of Tennessee
Overview
Job Information
– State of Tennessee Job Information Opening Date/Time:
01/06/2026 12:00AM Central Time Closing Date/Time:
01/12/2026 11:59PM Central Time Salary (Monthly):
$4,562.00 - $6,825.00 Salary (Annually):
$54,744.00 - $81,900.00 Job Type:
Full-Time City, State Location:
Nashville, TN Department:
TennCare LOCATION OF (1) POSITION(S) TO BE FILLED:
DIVISION OF TENNCARE, TENNCARE DIVISION, DAVIDSON COUNTY Minimum Monthly Salary:
$4,562/month Working Title:
Hiring Operations Analyst TennCare compensation is equitable and will be based on education and experience for a qualified candidate in accordance with Department of Human Resources (DOHR) policy. The Division of TennCare is dedicated to providing our employees with a hybrid work environment. All TennCare positions have a combination of work from home and work in the office, which varies by position, department, and business need. You may review the specific expectations with our hiring team. This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this position. Qualifications
Education and Experience:
Graduation from an accredited college or university with a bachelor's degree and experience equivalent to three years of professional human resources work. Substitution of Education for Experience:
Additional graduate coursework in human resources administration or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. Substitution of Experience for Education:
Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years. OR
Three years of professional general human resources experience with the State of Tennessee. Necessary Special Qualifications:
None. Examination Method:
Education and Experience, 100%, for Preferred Service positions. For Executive Service positions, Minimum Qualifications, Necessary Special Qualifications, and Examination Method are determined by the appointing authority. Overview – Responsibilities
Under general supervision, performs professional human resources administrative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required. Distinguishing Features:
This is the highest class in the HR Analyst sub-series. An employee in this class performs professional human resources duties including: acting as manager of classification and compensation for a department with complex classification issues; acting as the employee relations officer for the department; performing complex and difficult organizational and administrative human resources studies on a regular basis; acting as the human resources officer for a moderate to large institution such as a correctional facility, or for a moderate sized department. This work may involve supervising subordinate professional or sub-professional human resources staff. This class differs from HR Analyst 2, in that an incumbent of the latter functions at the working level. This class differs from HR Manager 1 in that an incumbent of the latter acts as a full assistant director for a moderate to large department or manages professional human resources staff with complex and difficult program assignments. Responsibilities
Judging the Qualities of Things, Services, or People: Assesses the performance of assigned subordinates to inform the performance evaluation process. Assesses the quality of the work of assigned subordinates to inform advice and guidance related to performance management and development. Assesses the quality of job candidates to inform selection decisions and recommendations. Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management. Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed and what salary should be offered. Interpreting the Meaning of Information for Others: Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. Explains human resources program specific procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required. Resolving Conflicts and Negotiating with Others: Investigates conflicts between internal business partners and agency employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Serves as a mediator for complex issues related to applicant problems with candidates and the general public. Resolves disciplinary actions of assigned subordinates. Serves as a mediator for assigned subordinates and peers to upper management personnel. Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Resolves interpersonal conflicts between assigned subordinates to ensure a respectful and productive work environment. Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance. Directs complex or difficult to resolve conflicts to assigned supervisor as required. Analyzing Data or Information: Conducts job analyses to identify tasks and competencies related to performance in various classifications. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in operations which affect the economy, efficiency, and quality of agency operations and services. Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting. Applies a variety of staff analytic techniques to human resources and general management problems to ensure that recommendations for change and action are workable and comply with professional standards of excellence. Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation. Analyzes position information to determine the appropriate classification to which it should be assigned. Analyzes the correlation between safety violations and incidents and location to determine trends and inform reporting. Analyzes human resources transaction documents and reports for employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, and information changes in operating agencies to identify trends, changes, and other relevant factors and inform reporting. Analyzes leave and attendance documents, overtime reports and payroll, supplemental payroll, longevity, and performance evaluation processing documents in addition to other human resources transactions activities to identify trends, changes, and other relevant factors. Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Providing Consultation and Advice to Others: Advises internal and external business partners on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for human resources decision making to ensure compliance and effective business practices. Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures. Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. Assists internal business partners with investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, processes, and procedures to develop an action plan for resolving the issue. Developing Objectives and Strategies: Develops job plans for assigned subordinates to communicate responsibilities and expected outcomes of performance in their role. Develops strategies for addressing staffing and headcount needs to ensure adequate coverage for assigned workload. Develops strategies and objectives for assigned program areas to enhance performance and improve organizational efficiency. Develops strategic programs and events to improve subordinate morale. Develops motivational strategies to enhance investment and participation in special events and projects. Training and Teaching Others: Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives. Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners. Trains assigned subordinates in the basic workflow and processes related to their tasks. Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures. Conducts benefits meetings to educate employees on available benefits and changes to existing benefits. Evaluating Information to Determine Compliance with Standards: Evaluates the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Audits important, detailed, and/or complex human resources records, documentation, and transactions to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates time and attendance for employees' worker's compensation, FMLA, 120-day appointments, leave without pay, and other types of extended leave to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates the reasonableness of accommodations under the Americans with Disabilities Act Amendments Act to ensure accommodations are made and determine if undue hardships are imposed. Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates employee pay and salary recommendations submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted. Audits position change requests to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates performance documents of agency employees submitted by supervisory personnel for compliance with performance evaluation guidelines. Evaluates employee hiring and retention decisions against EEO Planning to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Audits all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards prior to approval. Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards. Evaluates employee and candidate background check results to identify possible findings and determine next steps. Audits requisition requests to ensure accuracy and compliance with standards. Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications. Verifies applicants' general information, previous employment, education, compliance with necessary and special qualifications, and possession of required licenses or certificates. Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid. Audits the personnel files and other employee documentation of assigned subordinates to ensure completeness, accuracy and compliance with standards. Processing Information: Creates disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action. Creates salary recommendations for candidates and assigned subordinates to eliminate pay inequities. Prepares and corrects leave and attendance documents, overtime reports and payroll, supplemental payroll, pay differentials, longevity, unemployment, and performance evaluation processing documents in addition to other human resources transactions activities. Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, reinstatements, overturned suspensions, and information changes. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high-profile transactions as assigned. Prepares a variety of reports with recommendations for action in areas including but not limited to attendance, benefits, equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; and other general human resources issues. Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes. Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues. Processes position change requests to create new and/or reclassify existing positions. Codes human resources transactions using appropriate guidelines to inform evaluations and auditing. Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. Processes security access changes in electronic databases to ensure up to date clearances are in place. Keys coded candidate information into the computer system. Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. Selling or Influencing Others: Influences assigned subordinates using identified individual motivational factors to increase job performance and productivity. Sells requests for resources and the services of the team to internal and external business partners. Sells the organization to candidates and the general public while answering candidate calls and attending job fairs and other recruitment events. Sells benefits, internal initiatives, and process changes to employees and other internal business partners during the course of training and communications to facilitate adoption and enhance investment. Guiding, Directing, and Motivating Subordinates: ... (content truncated for brevity)
Competencies (KSA's) Competencies: Customer Focus Communicates Effectively Instills Trust Manages Ambiguity Manages Complexity Knowledge: Advanced knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector Advanced knowledge of law and government as it pertains to human resources work in the public sector Intermediate knowledge of clerical processes and procedures related to office work Intermediate knowledge of customer and personal service best practices Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite Basic knowledge of mathematics (arithmetic) Basic knowledge of Education and Training as it pertains to workforce training and development Basic knowledge of administration and management as it pertains to frontline supervision Skills: Intermediate mathematics skills (arithmetic) Intermediate reading comprehension Intermediate speaking skills Intermediate writing skills Intermediate coordination skills Intermediate instructing skills Intermediate social perceptiveness skills Intermediate judgment and decision-making skills Intermediate systems analysis skills Intermediate quality control analysis skills Intermediate systems evaluation skills Intermediate time management skills Basic skill in the management of material resources Basic skill in the management of personnel resources Basic skill with learning strategies Active learning skills Active listening skills Service orientation skills Abilities: Intermediate mathematical reasoning ability Intermediate oral comprehension ability Intermediate oral expression ability Intermediate time-sharing ability Intermediate written comprehension ability Intermediate written expression ability Deductive reasoning ability Inductive reasoning ability Information ordering ability Problem sensitivity ability Manual dexterity Near vision Speech clarity Speech recognition Tools & Equipment Personal Computer Telephone Fax Machine Printer Copy Machine Scanner Calculator Other office related equipment as required
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Job Information
– State of Tennessee Job Information Opening Date/Time:
01/06/2026 12:00AM Central Time Closing Date/Time:
01/12/2026 11:59PM Central Time Salary (Monthly):
$4,562.00 - $6,825.00 Salary (Annually):
$54,744.00 - $81,900.00 Job Type:
Full-Time City, State Location:
Nashville, TN Department:
TennCare LOCATION OF (1) POSITION(S) TO BE FILLED:
DIVISION OF TENNCARE, TENNCARE DIVISION, DAVIDSON COUNTY Minimum Monthly Salary:
$4,562/month Working Title:
Hiring Operations Analyst TennCare compensation is equitable and will be based on education and experience for a qualified candidate in accordance with Department of Human Resources (DOHR) policy. The Division of TennCare is dedicated to providing our employees with a hybrid work environment. All TennCare positions have a combination of work from home and work in the office, which varies by position, department, and business need. You may review the specific expectations with our hiring team. This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this position. Qualifications
Education and Experience:
Graduation from an accredited college or university with a bachelor's degree and experience equivalent to three years of professional human resources work. Substitution of Education for Experience:
Additional graduate coursework in human resources administration or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. Substitution of Experience for Education:
Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years. OR
Three years of professional general human resources experience with the State of Tennessee. Necessary Special Qualifications:
None. Examination Method:
Education and Experience, 100%, for Preferred Service positions. For Executive Service positions, Minimum Qualifications, Necessary Special Qualifications, and Examination Method are determined by the appointing authority. Overview – Responsibilities
Under general supervision, performs professional human resources administrative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required. Distinguishing Features:
This is the highest class in the HR Analyst sub-series. An employee in this class performs professional human resources duties including: acting as manager of classification and compensation for a department with complex classification issues; acting as the employee relations officer for the department; performing complex and difficult organizational and administrative human resources studies on a regular basis; acting as the human resources officer for a moderate to large institution such as a correctional facility, or for a moderate sized department. This work may involve supervising subordinate professional or sub-professional human resources staff. This class differs from HR Analyst 2, in that an incumbent of the latter functions at the working level. This class differs from HR Manager 1 in that an incumbent of the latter acts as a full assistant director for a moderate to large department or manages professional human resources staff with complex and difficult program assignments. Responsibilities
Judging the Qualities of Things, Services, or People: Assesses the performance of assigned subordinates to inform the performance evaluation process. Assesses the quality of the work of assigned subordinates to inform advice and guidance related to performance management and development. Assesses the quality of job candidates to inform selection decisions and recommendations. Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management. Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed and what salary should be offered. Interpreting the Meaning of Information for Others: Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. Explains human resources program specific procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required. Resolving Conflicts and Negotiating with Others: Investigates conflicts between internal business partners and agency employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Serves as a mediator for complex issues related to applicant problems with candidates and the general public. Resolves disciplinary actions of assigned subordinates. Serves as a mediator for assigned subordinates and peers to upper management personnel. Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Resolves interpersonal conflicts between assigned subordinates to ensure a respectful and productive work environment. Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance. Directs complex or difficult to resolve conflicts to assigned supervisor as required. Analyzing Data or Information: Conducts job analyses to identify tasks and competencies related to performance in various classifications. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in operations which affect the economy, efficiency, and quality of agency operations and services. Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting. Applies a variety of staff analytic techniques to human resources and general management problems to ensure that recommendations for change and action are workable and comply with professional standards of excellence. Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation. Analyzes position information to determine the appropriate classification to which it should be assigned. Analyzes the correlation between safety violations and incidents and location to determine trends and inform reporting. Analyzes human resources transaction documents and reports for employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, and information changes in operating agencies to identify trends, changes, and other relevant factors and inform reporting. Analyzes leave and attendance documents, overtime reports and payroll, supplemental payroll, longevity, and performance evaluation processing documents in addition to other human resources transactions activities to identify trends, changes, and other relevant factors. Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Providing Consultation and Advice to Others: Advises internal and external business partners on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for human resources decision making to ensure compliance and effective business practices. Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures. Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. Assists internal business partners with investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, processes, and procedures to develop an action plan for resolving the issue. Developing Objectives and Strategies: Develops job plans for assigned subordinates to communicate responsibilities and expected outcomes of performance in their role. Develops strategies for addressing staffing and headcount needs to ensure adequate coverage for assigned workload. Develops strategies and objectives for assigned program areas to enhance performance and improve organizational efficiency. Develops strategic programs and events to improve subordinate morale. Develops motivational strategies to enhance investment and participation in special events and projects. Training and Teaching Others: Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives. Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners. Trains assigned subordinates in the basic workflow and processes related to their tasks. Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures. Conducts benefits meetings to educate employees on available benefits and changes to existing benefits. Evaluating Information to Determine Compliance with Standards: Evaluates the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Audits important, detailed, and/or complex human resources records, documentation, and transactions to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates time and attendance for employees' worker's compensation, FMLA, 120-day appointments, leave without pay, and other types of extended leave to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates the reasonableness of accommodations under the Americans with Disabilities Act Amendments Act to ensure accommodations are made and determine if undue hardships are imposed. Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates employee pay and salary recommendations submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted. Audits position change requests to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates performance documents of agency employees submitted by supervisory personnel for compliance with performance evaluation guidelines. Evaluates employee hiring and retention decisions against EEO Planning to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Audits all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards prior to approval. Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards. Evaluates employee and candidate background check results to identify possible findings and determine next steps. Audits requisition requests to ensure accuracy and compliance with standards. Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications. Verifies applicants' general information, previous employment, education, compliance with necessary and special qualifications, and possession of required licenses or certificates. Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid. Audits the personnel files and other employee documentation of assigned subordinates to ensure completeness, accuracy and compliance with standards. Processing Information: Creates disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action. Creates salary recommendations for candidates and assigned subordinates to eliminate pay inequities. Prepares and corrects leave and attendance documents, overtime reports and payroll, supplemental payroll, pay differentials, longevity, unemployment, and performance evaluation processing documents in addition to other human resources transactions activities. Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, reinstatements, overturned suspensions, and information changes. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high-profile transactions as assigned. Prepares a variety of reports with recommendations for action in areas including but not limited to attendance, benefits, equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; and other general human resources issues. Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes. Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues. Processes position change requests to create new and/or reclassify existing positions. Codes human resources transactions using appropriate guidelines to inform evaluations and auditing. Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. Processes security access changes in electronic databases to ensure up to date clearances are in place. Keys coded candidate information into the computer system. Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. Selling or Influencing Others: Influences assigned subordinates using identified individual motivational factors to increase job performance and productivity. Sells requests for resources and the services of the team to internal and external business partners. Sells the organization to candidates and the general public while answering candidate calls and attending job fairs and other recruitment events. Sells benefits, internal initiatives, and process changes to employees and other internal business partners during the course of training and communications to facilitate adoption and enhance investment. Guiding, Directing, and Motivating Subordinates: ... (content truncated for brevity)
Competencies (KSA's) Competencies: Customer Focus Communicates Effectively Instills Trust Manages Ambiguity Manages Complexity Knowledge: Advanced knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector Advanced knowledge of law and government as it pertains to human resources work in the public sector Intermediate knowledge of clerical processes and procedures related to office work Intermediate knowledge of customer and personal service best practices Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite Basic knowledge of mathematics (arithmetic) Basic knowledge of Education and Training as it pertains to workforce training and development Basic knowledge of administration and management as it pertains to frontline supervision Skills: Intermediate mathematics skills (arithmetic) Intermediate reading comprehension Intermediate speaking skills Intermediate writing skills Intermediate coordination skills Intermediate instructing skills Intermediate social perceptiveness skills Intermediate judgment and decision-making skills Intermediate systems analysis skills Intermediate quality control analysis skills Intermediate systems evaluation skills Intermediate time management skills Basic skill in the management of material resources Basic skill in the management of personnel resources Basic skill with learning strategies Active learning skills Active listening skills Service orientation skills Abilities: Intermediate mathematical reasoning ability Intermediate oral comprehension ability Intermediate oral expression ability Intermediate time-sharing ability Intermediate written comprehension ability Intermediate written expression ability Deductive reasoning ability Inductive reasoning ability Information ordering ability Problem sensitivity ability Manual dexterity Near vision Speech clarity Speech recognition Tools & Equipment Personal Computer Telephone Fax Machine Printer Copy Machine Scanner Calculator Other office related equipment as required
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