Human Resources Services

The Payroll and Human Resources section of the Office of Management Services has the responsibility for the following functions:

 

These major functions or activities are accomplished with a staff of four consisting of a Manager, a Human Resources Analyst 3, a Human Resources Analyst 2 and a Human Resources Business Associate. A brief discussion of each function is as follows:

 

Payroll
On a monthly basis the Payroll and Human Resources Section ensures that each employee is paid according to the authorized pay plan and updates the system with any adjustments for pay increases, new employees, promotions, terminations and leave without pay. An overall system of controls is in effect to ensure that all changes or adjustments are approved at the appropriate level and that such approvals are documented and maintained to support the amount to be paid.

 

Human Resources
The Payroll and Human Resources Section ensures that appropriate job descriptions are approved and on file and that pay levels designated for each position have both internal and external equity (within limitations established for the entire State's pay plan). Individuals hired or promoted to any position are monitored to ensure that they meet the requirements set forth in the position description.

Fringe Benefits Administration
The broad array of fringe benefits offered to Comptroller's Office employees is administered by the payroll and personnel section. Fringe benefits include:

• Annual, sick and miscellaneous leave
• Health, life, accident and dental insurance
• Retirement, deferred compensation plans
• Sick leave bank
• Flexible benefits plan
• Employee assistance plan
• Wellness program
• Public higher education fee waiver and discounts

 

Substantial record keeping, as well as constant promotion and education, is required to ensure the correct and timely enrollment and changes affecting these benefits for the over 560 employees of the Comptroller's Office. The Payroll and Human Resources section's comprehensive knowledge and service to the employees are outstanding with a high degree of accuracy and customer satisfaction.

 

Employee Relations Services

 

The Employee Relations section of the Office of Management Services has the responsibility for the following functions:

 

These major functions or activities are accomplished under the direction of the Assistance Director for Employee Relations.

 

Affirmative Action
The Assistant Director for Employee Relations prepares an Affirmative Action Plan according to guidelines established by the Department of Human Resources Affirmative Action Director and communicates the plan to all division directors and employees. The Comptroller's Office report, which is filed voluntarily with the Department of Human Resources, has been accepted as satisfactory every year. The Assistant Director for Employee Relations carefully monitors all hiring and promotions and works directly with the management of all divisions to create a constant awareness of the Comptroller's Office Affirmative Action Plan and encourages actions which will aid the Office in meeting plan goals.

 

Americans with Disabilities Act
The Assistant Director for Employee Relations serves as the office coordinator in complying with the Americans with Disabilities Act. Compliance involves careful consideration of reasonable accommodations to permit persons with disabilities to function productively in the workplace. Initially this involved comprehensive surveys of all facilities within the Comptroller's Office, with recommendations for corrective action. As a result, reasonable accommodations are evaluated and considered on an ongoing basis when modifications are necessary for the individual to perform the essential functions of the position. 

 

Workplace Complaints and Filings
The Assistant Director for Employee Relations ensures employee complaints or grievances are received, investigated and resolved. In cases of unacceptable performance, the matter is reviewed with appropriate management and recommendations are made for actions to either improve employee performance or to develop an acceptable alternative.