LOUISIANA CORRECTIONAL INSTITUTE FOR WOMEN

• Culture: DOC values and supports employees through numerous recognition programs, creating a sense of community, prioritizing internal promotional opportunities, clear communication, and professional development.
• Growth: Professional growth is encouraged at DOC through numerous avenues.
• Benefits: DOC offers a generous benefits package including; a defined benefit pension plan, health insurance that is also available post retirement, at least 10 paid holidays, sick and annual leave that rolls over from year to year, paid or time off accrued for hours worked over 40 per week, a deferred compensation plan, a flexible benefits plan, alternate work schedules, work from home, etc. Alternative work schedules including 4/10’s or work from home MAY be an available benefit for certain positions upon meeting the policy requirements.

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  DETAIL: The selected employee may be required to serve a trial detail prior to being permanently promoted.
• PROBATIONAL APPOINTMENT: Current permanent status classified State employees may be required to accept a probational appointment, if selected.
• TEMPORARY JOB APPOINTMENT: This position may be filled by temporary job appointment. If filled as a temporary job appointment, should a permanent position become available, the employee may be converted to a probational appointment.

• Exams and License Requirements
  • No Civil Service test score is required in order to be considered for this vacancy.
• Any degree, certificate, special license, or DD-214 must be verified by official documentation prior to hire.
  • An attached resume will not replace a completed application; failure to provide your qualifying work experience may result in your application not being considered.

REVIEW YOUR APPLICATION TO MAKE SURE IT IS CURRENT.

• IMPORTANT: In the supplemental questions section, applicants must authorize the HR Office of DPS&C-Corrections Services to contact prior employers to check references under the Prison Rape Elimination Act (PREA), to be considered for employment, by answering ‘YES’ to the PREA question.
• Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete.
• There is no guarantee that everyone who applies to this posting will be interviewed. The hiring supervisor/manager has 90 days from the closing date of the announcement to make a hiring decision. Specific information about this job will be provided to you in the interview process, should you be selected.
• Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page.
  • This Agency is a Drug Free Workplace.
• To view and apply to any of our other postings we currently have available, click HERE.

The Louisiana Department of Public Safety and Corrections - Corrections Services is an Equal Opportunity Employer and does not discriminate based on any non-merit factor including disability.

For further information about this vacancy contact:

Dave Besse

Louisiana Correctional Institute for Women

Human Resources Department

Dave.Besse2@la.gov

Ph: (225) 319-2435

Fax: (225) 342-5968

Function of Work:
To serve as a supervisor in the management of a human resources program.

Level of Work:
Supervisor.

Supervision Received:
Direct from a higher level Human Resource Manager, Human Resources Director or higher level administrative official.

Supervision Exercised:
Direct over two or more subordinates, one of which must be a professional human resources position.

Location of Work:
May be used by all state agencies.

Job Distinctions:
Differs from the Human Resources Specialist by the supervision of two or more subordinates, one of which must be a professional Human Resources position.

Differs from Human Resources Manager A by the absence of management responsibility of a human resources program.

Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.

Develops and recommends policies, procedures, and long and short-range goals relative to human resources program.

Establishes priorities and work standards of assigned program in order to meet agency goals and objectives.

Review results of studies and explains results to agency management.

Explains alternative solutions to complex allocation or evaluation problems.

Requests re-evaluation of new or revised jobs.

Supervises staff in conducting detailed salary surveys and other research. Analyzes data and determines problem areas. Prepares documentation of findings for submission to Civil Service.

Revises salary levels proposed by management, ensuring consistency within existing organizational patterns. Meets with Civil Service representatives to solicit advice regarding
the most appropriate pay mechanism to address specific pay issues.

Drafts disciplinary actions for review by the human resource director and agency legal counsel.

May represent the agency at Civil Service hearings.

Counsels employees and management on applicable Civil Service rules and state and federal laws pertinent to employee relations activities.

Participates in the development of agency policy regarding employee assistance. May counsel employees with personal problems that affect work performance and make
referrals for professional assistance. Acts as liaison between employees and supervisors.

Investigates complaints of discrimination or sexual harassment brought through internal complaint procedures. Recommends resolution to the Human Resource Director.

Analyzes hiring and promotional practices to ensure that the agency is in compliance with federal law.

Interprets Civil Service rules and regulations and departmental policies and procedures regarding personnel actions for management, employees, and applicants.

Ensures that benefit options are adequately explained to all employees.

Manages recruiting, selection, and placement activities for the agency. Advises agency management and supervisors of best method of filling vacancies.

Reviews all applications and determines what field or job applicants are best suited for and provides this information to supervisors as needed.

Assesses and evaluates the management of human resources programs, guidelines and principles that affect program needs.

Participates in departmental strategic planning.