Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.4 - Staff Requirements and Training

Current through June 25, 2024
Agencies desiring delegated reallocation authority must
					 designate among their human capital staff one primary job analyst and one
					 alternate job analyst. Prior to assuming delegated reallocation authority,
					 these designated job analysts shall receive training by MSPB in job analysis,
					 job classification, and organizational development concepts as well as MSPB
					 policies and procedures.
All delegated reallocations must be recommended and
					 endorsed by the primary job analyst based on a thorough and independent review
					 of all relevant data.
A. The primary
				  job analysts must be available to devote their full time and effort to their
				  job analysis duties. They may be assigned other duties collateral to their
				  primary job analysis responsibilities; however, whenever they are to be engaged
				  in their job analysis duties they shall not be assigned other duties outside
				  the scope of job analysis.
B. The
				  primary and alternate designated job analysts must attend initial training and
				  follow-up training conducted by the MSPB staff. If for any reason the primary
				  analyst cannot attend follow-up training, the alternate must attend the
				  scheduled training. In such case, the primary analyst must schedule a make-up
				  training session with the MSPB Office of Classification, Compensation, and
				  Recruitment within thirty days of the regularly scheduled training that was
				  missed.
C. Failure to attend job
				  analysis training or to make up missed training as specified above shall result
				  in the suspension or cancellation of the delegation agreement. Failure to pass
				  any written examinations may result in the disqualification of the designated
				  job analyst and suspension of the delegation agreement.
D. The primary job analyst shall be a
				  Personnel Officer I-V with at least two years of human capital experience. In
				  agencies without Personnel Officers, MSPB may permit other related job classes
				  to perform job analysis work, but there shall be no substitution for the
				  experience requirement.
E. The
				  alternate job analyst may be in any human capital job classification or
				  professional administrative job class, subject to MSPB approval. However, if,
				  in the judgment of the MSPB Executive Director, an agency has insufficient
				  human capital support staff and job classification expertise to conduct valid
				  job analysis, the MSPB Executive Director may refrain from entering into a
				  delegation agreement.
F. In agency
				  human capital offices with a Human Resources Director and at least one
				  Personnel Officer, the subordinate Personnel Officer may be designated as the
				  primary job analyst. No supervisor of the Human Resources Director, or
				  supervisors, shall be designated as a job analyst.
G. The agency Human Resources Director and
				  management must agree not to influence the judgment of the designated job
				  analyst and must provide assurance to the job analyst and MSPB that absolutely
				  no retaliation, direct or indirect, shall result if the job analyst's judgment
				  in a reallocation action is contrary to management's preferences.
H. Upon transfer or separation of the primary
				  job analyst, delegated reallocation authority shall be suspended until his/her
				  replacement completes initial training.
I. If an agency has been delegated authority
				  to amend organizational charts, the agency-designated job analyst(s) shall
				  advise the Human Resources Director and agency management on MSPB rules,
				  regulations, guidelines, and procedures concerning organizational
				  issues.