Preferred Qualifications:
A doctorate in law and
several years of high level and most significant experience in the employee
relations field.
ASSISTANT
VICE CHANCELLOR FOR EMPLOYEE RELATIONS, serves as the Employee Relations Officer
for the university system, with authority to act for the university in establishing,
developing, implementing and overseeing a total employee relations program for
the professional and civil service; does related work as required. As part of
the university's staff management team, recommends employee relations policies
of the university, shares in the formulation of those policies and has responsibility
for implementing them; bears special responsibility for training university managers
to develop their competence to deal with employee relations issues and for fostering
the development of management consciousness and identification in university
management; serves as the university's chief negotiator in consulting and negotiating
with three (CSEA, Council 82, AFL-CIO and UUP) recognized employee negotiating
unions; determines areas of program subject to collective negotiations and guides
staff in securing cooperation of employee organizations in regard to employee
relations policies; where appropriate, enters into written agreements with employee
representatives; periodically meets withChancellor and his staff to keep them
informed of developments in this area; works closely with the Governor's Office
of Employee Relations in administering State and departmental employee relations
policies and programs and in fostering constructive relationships with employee
organizations; bears immediate responsibility for keeping the Governor's Office
of Employee Relations and the Legislature informed about university employee relations
activities and presents the university's point of view, in dealings with the Governor's
Office of Employee Relations; upon request by the Governor's Office of Employee
Relations, serves on State-wide and other bargaining teams on behalf of State
management and participates in special tasks related to collective negotiations
at the State level; coordinates the university's resources for collective negotiations
on a State-wide basis and further coordinates the activities of campus management
to be consistent with the university's and the State's employee relations programs
and policies; advises the campus Presidents in employee relations matters; assumes
primary responsibility for handling departmental steps in the grievance procedure
established for grievances arising out of the interpretation, application or claimed
violation of a term or provisions of a written agreement or any other grievance;
directs staff involved in training of supervisors to assure competent disposition
of grievances at the lowest possible level; assume primary responsibility for
counseling and assisting university management in preparing charges and specifications
under negotiated disciplinary procedures; advises management of its rights and
limitations in disciplining employees and, where necessary, recommends courses
of action, modifying disciplinary decisions that are not supportable under the
negotiated procedures; supervises staff concerned with the review of university
operations for the purpose of adjusting practices s/he deems are unfair labor
practices; conversely, acts to have employee organizations change activities he
judges to be abuses of privileges or organization rights granted in written agreements
or under law; oversees the university's training programs and activities in the
area of management development related to labor relations generally and those
representing joint labor-management endeavors; in cooperation with principal subordinates,
sets and adjusts priorities, determines where staff assistance must be brought
to bear to handle unusual or extra sensitive work assignments, and reviews work
output; reviews budget requests from subordinate units and recommends budget action
to be taken; reviews activity of the university's Office of University-wide Human
Resources to keep personnel policies and programs generally in line with negotiated
agreements and in keeping with effective labor-management practices; generally
insures proper coordination of staff under his/her jurisdiction so that administration
of total office program will be efficient and effective; continually assesses
effectiveness of the university's employee relations program and institutes improvements
where warranted.
Revised: 1972
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