Personnel Services is comprised of the Personnel Administrative
Services Unit and the Employment Unit. The Personnel Services
Administrator provides oversight concerning employment practices
in accordance with the Arizona Department of Administration
Personnel Rules and related Federal and State Statutes and on
employee relations issues.
Personnel
Administrative Services The Personnel
Administrative Services Unit Administrator manages the areas
outlined below and is responsible to ensure that the
administration of these programs at the Institution and COTA
Personnel Offices comply with established statutes, rules, and
policies. This position also has oversight authority over the
Division Personnel Liaisons in personnel matters.
Personnel Conducts new hire sign up sessions; salary
administration; accurate entry of employee, salary, or
position information into the Human Resource Management
System; coordination with Payroll on salary actions.
Employee Benefits Administration of the
employee benefits programs for Health, Dental, Long and
Short-Term Disability, Vision, Life Insurance, and Flexible
Spending Accounts; Benefits Open Enrollment; employee
personal payments for benefits during periods of Leave
Without Pay and coordination with the Department of
Administration on benefits issues.
Classification/Compensation Responsibility
for position establishments, changes, and abolishments;
consultation on agency reorganizations and compensation
issues, and coordination with the Department of
Administration on classification and compensation issues.
Audit Performs audits of personnel, benefit
and related actions performed at Institutions and COTA
Personnel Offices.
Correctional Board Coordinators Department
contacts for issues relating to the Correctional Officer
Retirement Program (CORP). Technical advise to employees and
management on CORP retirement issues, CORP Law and policy
interpretation, retirement estimate and benefit
calculations, pre-retirement seminars, new hire physicals,
local board meetings and the local board election process.
Employee Records Maintenance of the
official employee personnel records; employment
verifications.
Other Programs - Unemployment Insurance,
Retiree’s Accumulated Sick Leave (RASL), Donated Annual
Leave, COBRA, the performance appraisal system (PACE), and
ID and Badge control.
The Employment Unit is comprised of the Staffing Unit;
Recruitment Unit for Selection and Hiring (RUSH); and
the Selection and Testing Unit (STU). The
Employment Administrator provides oversight concerning hiring
practices and ensures vacancies are advertised and filled in
accordance with Department Policy and State Personnel Rules.
Staffing Unit – Responsibility for
announcing POSITION VACANCIES, evaluating
applicants, and filling state-wide vacancies; developing,
implementing, and administering the Drug-Free Workplace
Program within the Department; and for evaluating special
entrance/promotional rate requests.
Recruitment Unit for
Selection and Hiring (RUSH)
- The RUSH Unit is responsible for recruitment of
Correctional Officer positions, to include reinstatements
and rehires. The hiring process includes recruitment,
medical/physical testing and psychological testing, and
facilitation of community recruitment centers.
Selection and Testing Unit (STU) - The STU
prepares tests and related materials for selected classes in
the Central Promotional Register (CPR) process and provides
procedural guidance for Oral Board panel proceedings. This
section also develops the various CPR’s and fills state-wide
vacancies for positions in the correctional series.
ADC Employment
Opportunities
Employee Assistance Office
Employee Assistance Office
The Employee Relations Administrator manages the areas outlined
below and is responsible for providing support to management and
employees in these areas.
Employee Relations Unit (ERU). The ERU
advises management and employees on laws, rules and policies
and procedures relative to staff conduct, discipline, leave
administration, as well as managing the employee awards
program and special events. The ERU also advises on
application of federal laws governing military leave, Family
and Medical Leave Act, and assists in the review of request
for reasonable accommodation under the American’s with
Disabilities Act.
Equal Opportunity Unit (EOU). The EOU
assists management and employees with resolving concerns
regarding issues of discrimination. The EOU further monitors
the Department's workforce to ensure that qualified
individuals are recruited for employment without regard to
race, color, sex, religion, national origin, age, disability
status, disabled veteran status, veteran status or political
affiliation, unless exceptions are made because of bona fide
occupational qualifications.
Employee Grievance Coordinator (EGC). The
EGC provides guidance to Department staff and management the
process which involves addressing and resolving employee
issues. The guidance offered includes what issue(s) can and
cannot be grieved, response and submission time frames and
extensions, the documentation required to submit a formal
grievance, allowed work time to prepare a formal grievance,
and eligible individuals who may act as an authorized
grievant representative. The goal of the Employee Grievance
process is to provide eligible employees a fair and
objective process to appeal administrative action.
The Occupational Health Unit (OHU). The OHU
delivers comprehensive occupational health care to
Department employees. This is accomplished in 10 prison
complexes, the COTA Academy and various administrative
buildings throughout the State. The services include, but
are not limited to medical surveillance, case management of
industrial injuries, early return to work program, and
management of the Family and Medical Leave Act. The OHU
provided specialty training to include health education,
safety and medical instructions.
Employee Assistance Program (EAP): The EAP
assists employees and their family members in the areas of
health and wellness, family issues, alcohol and substance
abuse, domestic violence, victim assistance, mental health
services, financial counseling and referrals. An important
element of these services is oversight to the self-referral
psychological services program, and administration of the
Critical Incident Stress Debriefing program. The Manager
provides mobilization support during crisis events, to
include long-term support coordination and training,
high-level consultation services to agency leadership, and
the development and implementation of actions plans for risk
management.
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