PUBLIC EMPLOYMENT RELATIONS SPECIALIST 3
Career Family: PUBLIC EMPLOYMENT RELATIONS SPECIALIST
As an unclassified state title, Public Employment Relations Specialist 3 is filled by appointment, and its published pay band is more of a guide than a fixed grade.
This is where the Public Employment Relations Specialist ladder starts, one grade under Public Employment Relations Specialist 2, whose band tops out about $13,973 higher. The minimum is a master's degree and 3 years of relevant experience. The FY 2027 range lands between $95,955 and $141,386, and state payroll currently lists 4 people in the title, most of them at Labor.
How to apply
This title is not filled by examination — agencies appoint directly.
See every real route in, and where to apply. One agency employs it. We don't track live vacancies.
See where to apply for this title →Who employs this title
Public Employment Relations Specialist 3 appears on the State payroll at one department, Department of Labor.
State departments
| Employer | Employees |
|---|---|
| Department of Labor | 4 |
State payroll and independent authority payroll are separate systems and are never merged. See data sources.
Pay ladder: Public Employment Relations Specialist series
- Public Employment Relations Specialist 3 — $95,955 – $141,386 (this title)
- Public Employment Relations Specialist 2 — $105,267 – $155,359
- Public Employment Relations Specialist 1 — $121,055 – $179,046
Promoting to Public Employment Relations Specialist 2 raises the top of the band by about $13,973. Its top salary lands around the 84th percentile of all NJ civil service titles that publish a range.
Rungs are ordered by FY 2027 pay. NJ level numbers are not always sequential, so ordering follows salary rather than the title number.
Who employs this title
State payroll records show 4 people working under this title. The median actual salary is $109,652. The agencies employing the most are:
- Labor (4)
Counts from NJ YourMoney agency payroll. See statewide workforce analytics.
Official job specification
The text below is the official specification published by the New Jersey Civil Service Commission. The plain-language summary and analysis above are derived from it by NJ Civil Service Navigator. Source: the official specification page at NJ CSC.
Definition
Under the general supervision of the Director in the Public Employment Relations Commission ("Commission"), represents the Commission in all implementation aspects of the New Jersey Employer-Employee Relations Act ("Act") including : mediation, fact-finding, unit determination, election, objections to election alleged violations of the Act and scope of negotiations involving disputes in medium size jurisdictions. Under the guidance of Public Employment Relations Commission Appeal Board Counsel ("Appeal Board"), represents the Appeal Board in representation fee matters governed by the Act; does related work as required.
Examples of work
- Conducts investigatory conferences to the facts in disputes over questions concerning representation, appropriate negotiations unit composition, and/or allegations of unfair practices under the Act.
- Makes legal determination about applicable statutes, rules and/or case law representation or unfair practice disputes to advise the parties, the Director Representation and Unfair Practices, and/or Commission.
- Mediates representation, unfair practice, representation fee, and scope of negotiation disputes in order to obtain voluntary settlement avoid formal hearings.
- Conducts investigatory conferences to determine facts on applications and petitions for reimbursement filed by non-member employees who pay fees in lieu of dues to majority representatives.
- Analyzes, interprets and applies the Appeal Board's administrative rules, relevant statutes and judicial case precedent in all matters.
- Mediates contract disputes in contract impasse.
- Conducts fact-finding when there is a joint request and approval by the Director of Conciliation and Arbitration for contract impasses; issues formal written recommendations.
- Prepares legal memoranda and drafts decisions for the Director of Representation and Unfair Practices, Commission and Appeal Board involving review of records of hearings, briefs, hearing examiner reports and exceptions.
- Researches law and prepares legal memoranda concerning appropriate legal issues arising out of petitions for reimbursement filed by agency fee payers.
- Provides legal interpretation of recommended draft decisions to Appeal Board members, as required.
- Drafts Appeal Board decisions for final administrative determination upon receipt of recommended administrative decisions rendered by office of Administrative Law Judges
- Attends public meeting held by Commission and Appeal Board.
- Keeps abreast of information and maintains files on the status of the public sector collective negotiations and representation fee matters in New Jersey, other states and at the federal level.
- Perform other related functions as required by the Chairman of Director.
- Maybe be required to lean to utilize various types of electronic and/or manual recording and information systems used by the agency, office or related units.
Education
Graduation from an accredited college with a Master's degree in Industrial or Labor Relations or a related field.
Experience
Three years of experience as a mediator, hearing officer, or labor relations neutral with a governmental labor relations agency. A law degree may be substituted for two years of experience.
License
Appointee will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.
Knowledge, skills and abilities
- Considerable knowledge of public sector labor relations including, but not limited, to unit determination, contract negotiations, administration of contracts, scope of negotiations, unfair practices, fact-finding and mediation techniques.
- Considerable knowledge of negotiating techniques demonstrated by the ability to obtain voluntary resolution of issues within the framework set forth in the Act, Rules and decisions of the Commission, Appeal Board and Courts.
- Knowledge of public employer administrative and, budgetary organization.
- Knowledge of the history and development of collective negotiation, in the public sector.
- Ability to analyze and interpret laws, rules and decisions and apply them in the field of labor relations.
- Ability to conduct mediation sessions when the parties are engaged in a strike and/or job action when public services are being denied.
- Ability to conduct lengthy mediation, sessions under stressful circumstances.
- Ability to research, prepare and present legally sound decisions after having sat as a hearing officer in a quasi-judicial proceeding of a formal nature.
- Ability' to research, prepare and present legally sound recommendations after having sat as a fact- finder in a quasi-judicial proceeding of a formal nature.
- Ability to research, prepare and present legally sound decisions making credibility judgments for the Appeal Board upon receipt of recommended administrative decisions rendered by the Office of Administrative Law judges.
- Ability to make on, the spot decisions utilizing own judgment as the appropriate course of action based upon analysis of the facts, applicable law, regulations, rules and decisions.
- Ability to develop, chair and coordinate an effective negotiating environment conducive to dispute settlement, including dealing with individuals in exceedingly difficult situations.
- Ability to learn to utilize various types of electronic and/or manual recording and information systems used by the agency, office or related units.
- Ability to read, write, speak, understand, or communicate in English sufficiently to perform the duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication,
- Persons with mental or physical disabilities are eligible as long as they can perform the essential functions of the job, after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.