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Employee Relations

The Mission of Human Resources Services


Advises/Makes Recommendations On

  • The interpretation of five collective bargaining agreements, rules, and HR policies
  • Position classification/allocation and, as necessary, conducts position audits
  • Disciplinary action and related processes to managers and supervisors
  • Policies which reflect best practices in human resource management and services to the Executive Management Team

Consults and Assists

  • With employee and organization development needs
  • With the resolution of workplace issues
  • Managers, Assistant Directors and the Director with responses to employee grievances
  • Managers in responding to, and coordinating the investigation process, discrimination/civil rights-related complaints to the Bureau of Labor and the Equal Employment Opportunity Commission
  • Managers with unemployment, unfair labor practices, and Employment Relations Board hearings and coordinates related processes
  • Managers with the department´s performance management system and other employee related matters

Coordinates

  • And negotiates, in consultation with the Department of Administrative Services (DAS), contract provisions with three labor organizations
  • With DAS and the Department of Justice on employment issues
  • Processes to identify resources and/or develop training programs to meet needs
    And/or presents training and orientation courses
  • With personnel records on the managing and maintaining official personnel records
  • Processes relative to establishing and maintaining good safety and health practices within the Department and follow-up on identified problem areas

The Changing Role of Human Resources at the Department of Corrections

Many successful organizations have moved toward employee empowerment and shared leadership. In a message to all employees, the director of the DOC stated, "we should take every opportunity to encourage team work and collaboration." Current human resource (HR) publications suggest that HR functions in organizations of all sizes are undergoing fundamental change; that human resources should be defined not by what it does, but by what it delivers.
The HR professionals at DOC have recognized this changing role of human resources and have been transitioning from the traditional HR regulatory review and technical support role to that of a business partner, consultant and change agent.
 
The HR managers operate as a collaborative consultant work group. Each department institution has an assigned principal contact as well as access to the entire team of HR professionals for consultation, assistance and expertise. The HR consultant team focuses on providing the tools and processes necessary to enable line managers to design or customize their own performance tools and people practices to improve their unit´s overall performance.
 
Current initiatives of the HR consultant team include:
  • Promoting an organizational culture that calls for high standards of performance, values diversity and aligns employees with the Department´s mission, vision, core values and the business plan;
  • Supporting an organization culture that maximizes individual and team empowerment and performance, and actively marketing human resources services; and
  • Increasing HR visibility throughout the organization.
 
 

Click On A Link Below for Additional Information

Employee Relations Staff Directory 
Human Resources Forms
 
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