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Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports on ability, and date of and reason for termination. Compile and type reports from employment records. File employment records. Search employee files and furnish information to authorized persons.

Employment Director

Plans, develops, and establishes policies and procedures of the employment function in accordance with objectives of organization. Directs and administers employment selection, placement, and transfer programs. Oversees interviewing of applicants and the recommendation of employment offers. Identifies and develops sufficient manpower sources. Typically reports to a Top Officer and manager level personnel may report to this position.: Confers with organization officials to plan business objectives, to develop organizational policies and to coordinate functions. Reviews and analyzes department reports concerning recruitments, interviews, hires, transfers, promotions, terminations, and performance appraisals. Analyzes budget to identify budget needs and/or reductions, and may allocate operating budgets funds. Develops and presents recommendations for improvement of establishment's employment policies, processes, and practices. May recruit, hire, train staff, evaluate employee performance, and recommend or initiate promotions, transfers, and disciplinary action.

Employment Manager

Manages employment activities of establishment. Plans and directs activities of staff workers concerned with such functions as developing sources of qualified applicants, conducting screening interviews, administering tests, checking references and background, evaluating applicants' qualifications, and arranging for preliminary indoctrination and training for newly hired employees according to policy. Coordinates employment activities, such as those concerned with preparing job requisitions; interviewing, selecting, and hiring candidates; on-the-job indoctrination and additional training; supervisory follow-up, development, and rating of employees; and conducting exit interviews. May report to director level and supervisory level may report to this position.: Keeps records and compiles statistical reports concerning recruitments, interviews, hires, transfers, promotions, terminations, and performance appraisals, utilizing knowledge of job requirements, valid selection processes, and legislation concerning equal employment practices. Analyzes statistical data and other reports concerning all aspects of employment function in order to identify and determine causes of personnel problems and to develop and present recommendations for improvement of establishment's employment policies, processes, and practices.

Employment Agency Manager

Manages and coordinates employment services and business operations of private employment agency. The manager level is typically the second level of management and may have first level supervisors reporting to this position; however, in smaller companies the manager may be a first level supervisor over subordinate staff.: Directs hiring, training, and evaluation of employees. Analyzes placement reports to determine effectiveness of employment interviewers. Participates in development and utilization of job development methods to promote business for agency. Enforces, through subordinate staff, agency policies, procedures, safety rules, and regulations. Approves or disapproves requests for purchase of new equipment and supplies. Ensures maintenance and repair of facilities and equipment. Prepares budget requests. Investigates and resolves customer complaints. May negotiate leases and order equipment and supplies for agency.

Employment Research & Planning Director

Directs activities of personnel engaged in compiling, analyzing, and presenting data on employment problems, unemployment compensation benefits, and labor market activities: plans and directs research projects and surveys to develop data for administration of federal or state laws governing employment service activities. Directs analysis of statistical data for implementing employment service programs and for supplying information to legislative bodies in revising employment legislation. Confers with government officials, employers, labor leaders, and other parties to disseminate and secure information on employment problems and assist in formulating policies to meet demonstrated needs. Advises legislators on implications of employment and training planning and program activities.

Employment Services Director

Administers employment service program: plans and executes policies and procedures to provide statewide employment services under authority of federal and state regulations. Coordinates local office operations with staff services, such as counseling, testing, job analysis, farm placement, recruitment and staff training, and human resource development to achieve program objectives. Negotiates agreements with other state agencies to provide assistance in cooperative projects. Reviews operating reports to determine effectiveness of program. Attends conferences with government officials, employers, labor leaders, and other parties to secure assistance in formulating policies for new or ongoing programs.

Manager Employment Agency

Employment Supervisor

Supervises activities of employment-related staff workers who recruit, test, interview, check references and background, evaluate qualifications of prospective employees, and refer qualified applicants to appropriate department manager for further consideration. Arranges for preliminary indoctrination and training for newly hired employees according to policy. Insures that hiring policies and practices are in compliance with government regulations. Typically reports to manager level and is the first level of supervision.: Compiles statistical reports concerning recruitments, interviews, hires, transfers, promotions, terminations, and performance appraisals, utilizing knowledge of job requirements, valid selection processes, and legislation concerning equal employment practices. Assists in coordination of employment activities, such as those concerned with preparing job requisitions; interviewing, selecting, and hiring candidates; on-the-job indoctrination and additional training; supervisory follow-up, development, and rating of employees; and conducting exit interviews. Recommends measures to improve methods, performance, and quality of service, and suggests changes in working conditions to increase efficiency. Recommends or initiates personnel actions, such as promotions, transfers, discharges, and disciplinary measures.

Equal Employment Opportunity Supervisor

Supervises established Equal Employment Opportunity/Affirmative Action program requirements and activities and facilitates compliance with government agencies. Researches sources of female and minority employment candidates. This position typically reports to the EEO Manager and is the first level of supervision in the organization.: Monitors organization's employment practices and related Human Resources policies to ensure compliance with government legislation. Investigates reported equal opportunity violations to clarify issues, and may meet with managers and personnel involved to address, arbitrate, and settle disputes. Prepares reports mandated by government agencies. Remains current on modifications in government regulations and informs management of changes. Makes recommendations for changes in policies to mitigate violations. May train other department managers and supervisors in compliance requirements such as posting notices, processing grievances, or correcting gender, minority, and other protected class imbalances.

Employment Training Specialist

Provides support services to clients with disabilities to assist and enable them to obtain and maintain long term, competitive employment, performing any combination of following duties: Reviews client's personal, educational, and vocational history; and diagnostic records and evaluation of client's abilities provided by referral agency, such as vocational rehabilitation organization, and interviews client to assess client's interests, job skills, and needs. Counsels client to develop overall career goals and to plan job development activities. Instructs client, or instructs and assists client, based upon assessment of client's needs in basic job application and daily living skills and behaviors, such as job interviewing, resume preparation, managing money and time, and arranging transportation, utilizing techniques, such as role playing, to prepare client for job development efforts. Contacts employers and employment agencies; and surveys newspapers and other resources to locate potential employment opportunities for client based upon assessment of client's needs, abilities, and interests. Assists client with job application process and accompanies client to job interviews, in accordance with client's needs. Confers with potential employers to explain supported employment services and to solicit employment for client. Confers with employer and supervisor of job for which client will be hired and performs job to learn job tasks, job skill requirements, and performance and quality expectations of employer. Analyzes job factors and environment to determine need for workplace modifications and coaching/support needed to teach job to client. Negotiates with employer to modify workplace and to restructure or eliminate tasks which client is unable to perform. Instructs and coaches client in job tasks and performs job with client, as needed, until client reaches employer's required level of proficiency. Confers with employer and visits work site to monitor progress of client. Introduces client to co-workers and facilitates social interactions to build co-worker support and to integrate client into work environment. Maintains contact with employer and client to provide long term followup support. Retrains client for new job tasks and equipment, as needed. Counsels client and client's family concerning effects of employment on benefits, such as social security disability payments. Maintains contact with client's family, referral agency and other government agencies to inform personnel of client's progress. Maintains and submits to funding agency written records of each service contract. May specialize in training individual clients in job and related skills and be designated Job Trainer (social ser.). May specialize in developing new job sites and be designated Job Developer (social ser.).

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