Become a Labor Relations Analyst

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  Entry Level
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  Supervisory
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  Full Time
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  Seasonal
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  Benefits Eligible

Classes in this series are involved in representing State management under the Ralph C. Dills Act during all phases of the collective bargaining process by preparing for and participating in negotiations, impasse resolution, and contract administration activities. Work performed by incumbents in this series is typically confidential.

Labor Relations Series work is clearly distinguishable from general personnel management work. Positions performing general personnel management duties a majority of the time or labor relations work on a less than full-time basis during periods of collective bargaining are appropriately allocated to general personnel management classifications.

Positions at the Labor Relations Analyst and Specialist levels have responsibility for activities such as making recommendations to State management and advising management on making a determination regarding interpretation and application of provisions of labor agreements; ensuring State compliance with laws, policies, and labor agreements; investigating, recommending, and/or making decisions regarding disposition of grievances arising out of labor agreement administration, or grievances filed outside of the labor agreements; developing training programs for supervisory/management staff regarding State labor relations policies and proper practices in grievance handling or other areas of labor-management relations; researching and reporting on labor relations matters; participating in the development of State positions on matters within the scope of bargaining; providing assistance to task force studies on labor relations matters; and analyzing legislation, case law, and administrative regulations in the field of labor relations.

The Labor Relations Analyst class is a deep class with two alternate ranges. Range A is the entry through first working level for this labor relations class series. Focus is on learning and continued development through on-the-job experience. Assignments progress in difficulty and require the application of broad labor-management principles, practices, and trends. Incumbents support and facilitate the work of more experienced labor relations staff.

Positions allocated to the Analyst, Range B, class perform analytical support work at a level comparable to other Associate level analytical classes with an increase in the scope and complexity of work. There is less direct review than at Range A and the incumbent is expected to demonstrate and perform with broader knowledge, skills, and responsibilities.

Positions allocated to the Specialist class are distinguished from Analyst positions by increased complexity, independence, authority, and responsibilities.

Positions at the Manager I and Manager II levels have supervisory and managerial responsibility for very complex labor relations programs, usually within large/very large departments. In this context, incumbents perform duties such as developing major statewide and department-wide strategies for dealing with employee concerns and alternative management bargaining positions; identifying policies to guide statewide labor relations activities; preparing and recommending statewide policy statements or revisions; and providing staff expertise for specific projects and statewide task force studies on labor relations matters.

Definition of Levels

Labor Relations Analyst, Range A

The Labor Relations Analyst, Range A, is the entry through first working level of professional labor relations work. At Range A, assignments are directly supervised and primarily structured, standard, and recurring. Duties and responsibilities require research, analysis, and the use of independent judgment and discretion to interpret and apply statutes, regulations, and policies and procedures in the field of labor relations. The scope and effect of work generally involve less complex and less controversial labor relations issues.

Labor Relations Analyst, Range B

This is the full journey level for the performance of analytical staff work in the field of labor relations. Under general direction, incumbents perform complex, responsible technical labor relations staff work. Work includes diverse analytical duties involving different and unrelated processes and methods. Incumbents demonstrate a systematic, disciplined, and analytical approach to problem solving. Incumbents at this range have gained an awareness of the context of their specific labor relations role, and how it impacts the department during all phases of the collective bargaining process.

Incumbents may serve as departmental Labor Relations Officers in very small departments.

This classification is eligible for the following pay:

$5,037 - $7,588 Base Salary (paid every month)

In addition to the above pay items, employees are eligible for medical benefits (health, dental, vision) and may be eligible for other pay differentials.

Benefit information can be found on the CalHR website and the CalPERS website. 

Minimum Qualifications

Either I

Education:
Equivalent to graduation from a recognized four-year accredited college or university with a Bachelor's Degree in Business Administration, Human Resources/Organizational Management, Industrial/Labor Relations, Labor Studies, Law, Political Science, Public Administration, Industrial and Organizational Psychology, or other closely related field. (Registration as a senior in a recognized college/university will admit applicants to the examination, but they must provide evidence of graduation or its equivalent before they can be considered eligible for appointment.) Or One year of experience in the California state service performing the duties of a Staff Services Analyst, Range B. (Persons applying experience toward this Pattern must have had the equivalent of a full-time assignment in the California state service performing specialized employer-employee relations duties for State departments and agencies.) (Applicants who have completed six months of service performing the duties as specified above will be admitted to the examination, but they must satisfactorily complete one year of this experience before they can be eligible for appointment.)

Or II

One year of experience acquired in one or a combination of the following types of employer-employee relations work:
1. Labor relations research in unit determination, election certification procedures, preparation for negotiations, fact-finding, or grievance arbitration; (or)
2. Resolution of grievances arising under labor agreements; (or)
3. Negotiations or preparation of labor agreements; (or)
4. Consultation, meet and confer, and resolution of conflict in public sector employer-employee relations; (or)
5. Conciliation, mediation, or arbitration of labor disputes; (or)
6. Administration and/or the investigation and settlement of violation complaints in regard to State or Federal labor management relations laws.

And
Education:
Equivalent to graduation from a recognized four-year accredited college or university. (Qualifying experience may be substituted for the required education on a year-for-year basis.)

Knowledge and Abilities

Knowledge: 
General principles, practices, and trends of labor-management relations, public administration, human resources, or business administration; research and data collection techniques; communication techniques for gathering, evaluating, and transmitting information; and English language such as proper punctuation, grammar, the meaning and spelling of words, pronunciation of words, and rules of composition in order to effectively communicate in writing and verbally to others.

Ability to: 
Read, analyze, and logically interpret and apply appropriate laws, rules, regulations, memoranda of understanding, policies, procedures, and instructions; plan, organize, and conduct research, and investigatory and statistical work; reason logically, analyze situations, and develop and evaluate alternatives and take effective action; accurately secure, evaluate, analyze, and record facts; prepare clear and succinct reports, graphs, correspondence, and statistical reports; comprehend written material; communicate effectively verbally and/or in writing; consult and advise interested parties; use good judgment and make sound decisions in critical situations; establish and maintain cooperative relations and gain confidence with those contacted in the work environment; and handle stressful and/or sensitive situations with tact and labor-management diplomacy.

There are no available positions at this time, but new opportunities are posted regularly - check back soon!