Supplemental Information for Week 6 Job Analysis and Design Deputy VP, HR - Job Announcement The Deputy VP of HR is responsible for participating in the development of the Company and Human Resources objectives, philosophy, and strategic planning in relation to programs and trends in Human Resources management. Administers Human Resources policies and procedures as they pertain to all employees within the company. Provides direction to Human Resources administrative staff in regard to Human Resources policies, EEO, wage and salary management, benefits, and training. Provides leadership and direction for diverse and complex functions. Contributes to the development of the organization's business strategy. Interprets business strategy and develops organizational objectives to align with this strategy. Typically manages multiple teams of professionals. Requirements - Oversees the development, implementation, and coordination of policies and procedures for the Human Resources department to establish and maintain an effective department through managing, advising, and motivating department employees. - Counsels management and employees on disciplinary actions and performance problems. - Oversees government, legal, and regulatory requirements and/or complaints in various areas. - Partners with business leaders to achieve organization and business alignment. - Partners with senior management to develop strategic HR goals, policies, and programs that align with business initiatives. - Leads department personnel, including direct supervision, hiring, training, and performance management. - Consistent exercise of independent judgment and discretion in matters of significance. - Develops Human Resources strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition, and succession. - Generally requires 12+ years related experience supporting all levels of employees-with heavy concentration on front-line/field employees highly preferred. - Strong ER & employee engagement experience highly preferred. Mr. Williams's current Senior HR Specialist Job Duties Duites · Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. · Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. · Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. · Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. · Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. · Identify staff vacancies and recruit, interview and select applicants. · Plan, direct, supervise, and coordinate work activities of subordinates an ...

1. Supplemental Information for Week 6 Job Analysis and Design
Deputy VP, HR - Job Announcement
The Deputy VP of HR is responsible for participating in the
development of the Company and Human Resources objectives,
philosophy, and strategic planning in relation to programs and
trends in Human Resources management. Administers Human
Resources policies and procedures as they pertain to all
employees within the company. Provides direction to Human
Resources administrative staff in regard to Human Resources
policies, EEO, wage and salary management, benefits, and
training. Provides leadership and direction for diverse and
complex functions. Contributes to the development of the
organization's business strategy. Interprets business strategy
and develops organizational objectives to align with this
strategy. Typically manages multiple teams of professionals.
Requirements
- Oversees the development, implementation, and coordination
of policies and procedures for the Human Resources department
to establish and maintain an effective department through
managing, advising, and motivating department employees.
- Counsels management and employees on disciplinary actions
and performance problems.
- Oversees government, legal, and regulatory requirements
and/or complaints in various areas.
- Partners with business leaders to achieve organization and
business alignment.
- Partners with senior management to develop strategic HR
goals, policies, and programs that align with business
initiatives.
- Leads department personnel, including direct supervision,
hiring, training, and performance management.
- Consistent exercise of independent judgment and discretion in
matters of significance.
- Develops Human Resources strategies for business groups that

2. includes workforce planning, pay-for-performance, talent
management, talent acquisition, and succession.
- Generally requires 12+ years related experience supporting all
levels of employees-with heavy concentration on front-line/field
employees highly preferred.
- Strong ER & employee engagement experience highly
preferred.
Mr. Williams's current Senior HR Specialist Job Duties
Duites
· Serve as a link between management and employees by
handling questions, interpreting and administering contracts and
helping resolve work-related problems.
· Analyze and modify compensation and benefits policies to
establish competitive programs and ensure compliance with
legal requirements.
· Advise managers on organizational policy matters such as
equal employment opportunity and sexual harassment, and
recommend needed changes.
· Perform difficult staffing duties, including dealing with
understaffing, refereeing disputes, firing employees, and
administering disciplinary procedures.
· Plan and conduct new employee orientation to foster positive
attitude toward organizational objectives.
· Identify staff vacancies and recruit, interview and select
applicants.
· Plan, direct, supervise, and coordinate work activities of
subordinates and staff relating to employment, compensation,
labor relations, and employee relations.
· Plan, organize, direct, control or coordinate the personnel,
training, or labor relations activities of an organization.
· Represent organization at personnel-related hearings and
investigations.
· Administer compensation, benefits and performance
management systems, and safety and recreation programs.
Current Key Organizational Structure for Comfort Assisted

3. Living
Proposed New Structure for the HR Department of Comfort
Assisted Living
VP of HR
Deputy VP of HR
EEO Director
HR Director, Benefits and Payroll
HR Director, Labor Relations/Employee Relations
HR Director, Training & Development

4. CEO
Chief Information Officer
Chief Operating Officer
VP of HR
EEO Director
HR Director Training & Development
Chief Financial Officer
VP of HR

5. HR Director Benefits & Payroll
HR Director Labor Relations/Employee Relations
Written Assignment Grading Rubric
A
B
C
F

6. Response Quality
50 points/50%
Student directly addresses main question or issue, and adds new
insight to the subject not provided in lectures, readings, or class
discussions. Student has retained nearly all of the knowledge
presented in class, and is able to synthesize this knowledge in
new ways and relate to material not covered in the course.
Student competently addresses main question or issue, but does
not add much new insight into the subject. That said, it is clear
that the student has learned a great deal and is able to
communicate this knowledge to others.
Student attempts to address main question or issue, but fails.
The student has retained some information from the course, but
does not fully understand its meaning or context and cannot
clearly convey it to others.
Student does not address main question or issue, and it is
obvious that the student has not retained pertinent information
from the course or is not able to clearly convey that information
to others.
Evidence
20 points/20%
Provides compelling and accurate evidence that convinces
reader to accept main argument (s). The importance/relevance
of all pieces of evidence is clearly stated. There are no gaps in
reasoning—i.e., the reader does not need to assume anything or
do additional research to accept main argument.
Provides necessary evidence to convince reader of most aspects
of the main argument(s) but not all. The importance/ relevance
of some evidence presented may not be totally clear. Reader
must make a few mental leaps or do some additional research to
fully accept all aspects of main argument.
Not enough evidence is provided to support student’s
argument(s), or evidence is incomplete, incorrect, or
oversimplified. Information from reference material is not

7. effectively used.
Either no evidence is provided, or there are numerous factual
mistakes, omissions or oversimplifications. There is little or no
mention of information from reference material.
Sources
10 points/10%
Evidence is used from a wide range of sources, including
scholarly material, appropriate websites, professional articles,
etc. not explicitly discussed in class.
Evidence is used from many sources, but student relies heavily
on a more limited set of sources. Some effort is made to go
beyond material presented in class when required, but not much.
If outside sources are used, they are primarily non-scholarly
(i.e., intended for a general audience) and/or web-based.
Does not go beyond the material that has been provided by
professor.
Only minimally uses sources provided by instructor, or relies
exclusively on non-scholarly outside sources.
A
B
C
F
Citations
10 points/10%
All sources are properly cited according to APA format.
All evidence is cited, but there are some minor problems with
completeness or APA format of some citations.
Some pieces of the assignment are unreferenced or inaccurately
referenced, and there are problems with completeness and APA

8. format of citations.
No attempt is made to cite evidence.
Clarity and Style
10 points/10%
All sentences are grammatically correct and clearly written. No
words are misused or unnecessarily verbose. Technical terms,
words from other languages, and words from other historical
periods are always explained. All information is accurate and
up-to-date.
All sentences are grammatically correct and clearly written. An
occasional word is misused or unnecessary. Technical terms,
words from other languages, and words from other historical
periods are usually, but not always, explained. All information
is accurate and up-to-date. Paper contains no more than a few
minor errors, which do not adversely affect the reader’s ability
to understand the student’s writing.
A few sentences are grammatically incorrect or not clearly
written. Several words are misused. Technical terms, words
from other languages, and words from other historical periods
are rarely explained. Paper contains several errors that impair
the reader’s ability to understand what is written.
Paper is full of grammatical errors and bad writing. Several
words are misused. Technical terms, words from other
languages, and words from other historical periods are rarely
explained. Paper contains numerous errors that make it difficult
for the reader to understand the writing.
PAGE
2
Instructions for Midterm
Determining the Proper Job Classification
Introduction
Assume you are an HR Consultant that has been hired to help
Comfort Assisted Living with a recent grievance that was filed

9. by one of its employees. You will not be working on the legal
aspects of the case, but you will help the company determine if
the employee's job classification is correct. Comfort Assisted
Living has an HR Department but would like to obtain an
outside opinion.
The employee, Gregory Williams, is currently working as a
Senior HR Specialist for Comfort Assisted Living. His current
job duties are provided in the Supplemental Information
document posted in our classroom. Mr. Williams has been in the
position for 5 years and had consistently received "outstanding"
ratings on his performance evaluations until this year when he
received a "meets expectations" rating. A month ago, he saw a
job announcement that Comfort Assisted Living placed on
Monster.com for a Deputy VP of HR. Mr. Williams was angered
by the job announcement because he felt he was already
performing the duties stated in the announcement. When he
asked his supervisor about the job, he was told that the Deputy
position was a new one that was being created and that he would
have to apply for the job just like everyone else. Mr. Williams
disagreed and felt his current position should be reclassified to
that of a Deputy VP of HR. He has filed a grievance with
Comfort Assisted Living and you have been hired to determine
if Mr. William's current job is equivalent to the new Deputy
position. You have been told upfront that it has been years since
the company conducted a job analysis for its HR positions so
you might have to begin there before making your
determination. Also, you have heard from employees that work
with Mr. Williams that he has been slacking on the job lately.
According to them, he routinely comes in late, takes extra long
lunches, and does not submit all of his work on time. At least
one of his coworkers said Mr. Williams was having health
issues and that he might have to undergo chemotherapy.
Another coworker said the health issues weren't with Mr.
Williams, they were with his young daughter, who has a
mysterious illness that doctors are having difficulty diagnosing.
You've checked his leave records and nothing is on file

10. regarding an FMLA request and there is no documentation
regarding possible medical issues.
In completing this assignment, you will showcase that you can
conduct a job analysis and use the results to develop a job
description, which will help address organizational
needs/concerns. You will also demonstrate that you have an
understanding of the ethical issues involved with job analyses,
job evaluation, and job design. Additionally, you will show that
you understand the HR context and have mastery of the
fundamental student competencies identified by UMUC's
Graduate School including: communication and critical
thinking.
Steps to Completion
1. Review the information in the Supplemental Information file
and relevant course material regarding the nature of a job
analysis and its relationship to job descriptions and job
classifications.
2. Determine what additional information you will need in order
to determine if Mr. Williams is justified in his claim.
3. Decide which of the four most commonly used methods of
job analysis (observation, interviews, questionnaires,
functional) you will use and be prepared to defend your choice.
4. Determine how you will overcome some of the most common
problems in performing a job analysis. Our course material
discusses several of them.
5. Review and understand the key ethical considerations when
conducting a job analysis and designing a job description.
6. Conduct an internet search to find job typical job
descriptions for Senior HR Specialists. Compare and contrast
the components in those descriptions with the information given
regarding Mr. Williams's current job duties.
Resources:
* O*Net - http://www.onetonline.org
* UMUC's Online Library Databases
* Course material
* YouTube videos on job analysis such as, but not limited to:

11. https://www.youtube.com/watch?v=KMThqle0mqY
Deliverables
There are two (2) separate deliverables for this assignment.
1. Prepare a 5-7 page description of how you will conduct the
job analysis and include a projected timeline for completion,
including all of the interim steps. Assume this report will be
given to the Legal Department of Comfort Assisted Living and
will be a key piece of evidence if Mr. Williams's grievance goes
to court. With that in mind, your document must include
sufficient support for your plan, and include a discussion of the
ethical issues that might exist in this case and how you would
overcome them. Your write-up must include appropriate
references and citations.The final document must be formatted
according to APA guidelines.
2. Given the information you have in the supplemental
document and from the additional resources you found, develop
a possible job description for Mr. Williams. You will have to
make some assumptions regarding the nature of his work. That
is fine, just be sure to highlight and explain where any major
gaps exist.
Files:
Written Assignment Rubric.doc
Supplemental Information for Week 6 Assignment.docx
Attachments