DIRECTOR OF IMPASSE PROCEDURES

Code: 65445 State Unclassified Range: X98 (FY 2027) Work week NL: FLSA exemptOvertime table (4A:3, Appx. A)

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.

Examples of work

• Establishes the philosophy and policy of the Public Employment Relations Commissions in the areas of voluntary impasse resolution and grievance and compulsory interest arbitration within the broad guidelines established by the Commission and the provisions of the Act.
• Responsible for the implementation and consistent application of policies established by the Commission and the Director.
• Develops and recommends to the Commission adoption of rules and regulations involving negotiations, mediation, fact-finding, grievance arbitration and compulsory interest arbitration.
• Prepares and supervises the administration of the budget of the Conciliation and Arbitration Sections of the Commission and is responsible for the control and expenditure of the Commissions' ad hoc (other professional) account.
• Interviews and hires staff professional and non-professional individuals who will work primarily in the areas of mediation and the administration of fact-finding, grievance and compulsory interest arbitration procedures.
• Interviews and evaluates all applicants for membership on the Commission's ad hoc mediation, and fact-finding panels, grievance arbitration panel and the Commission's Special Panel of Interest Arbitrators, and maintains the roster of all of the Commission's panels.
• Evaluates, promotes, and discharges professional staff and non-professional staff employees under his supervision.
• Evaluates the performance of the Commission's ad hoc panel of mediators, fact-finders and arbitrators and the Commission's Special Panel of Interest Arbitrators.
• Receives and maintains Notices of Intention to Commence Negotiations to project the Commission's annual caseload and potential involvement in resolving negotiation disputes.
• Supervises the work operations and/or functional programs and has responsibility for effectively recommending the hiring, firing, promoting, demoting and/or disciplining of employees.
• Investigates and determines whether parties to collective negotiations are at impasse and the appropriateness of assigning a mediator to a labor dispute.
• Personally serves as mediator in crisis disputes which have severe implications for the public interest and which require the highest degree of acceptability, responsibility and accountability.
• Assigns mediators to collective negotiations which are at impasse and provides supervision and direction to individual mediators involved in specific disputes.
• Monitors disputes which are unresolved subsequent to the termination of fact-finding procedures to provide a capability for further mediatory intervention in disputes of a critical nature.
• Directs the administration of grievance arbitration procedures including the appropriateness of demands for arbitration and the selection and appointment of grievance arbitrators.
• Approves mutually agreed upon alternative statutory terminal procedures which provide for compulsory interest arbitration of labor disputes for police and firemen.
• Directs the administration of compulsory interest arbitration procedures including the appropriateness of submissions for the initiation of interest arbitration procedures and the selection and appointment of interest arbitrators.
• Develops in-service training seminars for mediators, fact-finders and arbitrators dealing with dispute settlement techniques and recent legal decisions of the agency and the courts which affect the process of collective negotiations.
• Lectures and participates in educational and training programs as a representative of the Commission with major employers and employee organizations and at university seminars.
• Trains and furnishes guidance to staff members through in-service training seminars, written directives, and other appropriate methods to maintain and/or increase the level of competency in the dispute settlement techniques of mediation, fact-finding, grievance and interest arbitration and current issues in collective negotiations.
• Makes periodic reports to the Commission regarding caseload activity, significant developments, trends, trouble spots, etc.
• Performs any such other functions as the Commission may require.
• <b>REQUIREMENTS
• EDUCATION</b>
• Graduation from an accredited college with a Bachelor's degree supplemented by a Master's degree in labor or industrial relations, or by a law degree.
• At least seven years comprehensive employment in the field of labor relations with an emphasis on experience as a neutral or with a neutral labor relations agency. At least the years shall have been in a supervisory capacity.

Knowledge, skills and abilities

• Thorough knowledge of mediation, fact-finding, grievance and interest arbitration in the private and public sectors and relevant provisions of labor law.
• Wide knowledge of personnel administration techniques so asp be able to hire and train competent staff and ad hoc employees and evaluate their performances and in order develop efficient administrative procedures.
• Ability to serve as a supervisor and administrator and delegate professional and administrative duties, to establish and modify goals, and evaluate results.
• Ability to establish and co d act in-service training programs for personnel and to train staff and ad-hoc personnel in the techniques and methods utilized by the Commission in resolution of negotiations disputes.
• Ability to exercise sound judgment under extreme pressure and public scrutiny.
• Ability establish a working relationship with mediators, fact-finders and arbitrators working within New Jersey.
• Ability to maintain the good will, acceptability and confidence of labor, management, and the public in the integrity and acceptability of the mediation, fact-finding and arbitration processes.
• Capability to fulfill public speaking requirements as a representative of the age .
• Ability to personally serve as a mediator in situations of utmost sensitivity and statewide importance requiring the highest degree of acceptability, responsibility and accountability; through clarification, suggestion and persuasion, help the parties reconcile differences, prevent wok stoppages and achieve a resolution of their dispute; ability to perform in such capacity for 24 or 48 consecutive hours on occasion as required by the circumstances.
• Ability exercise sound judgment and discretion the expenditure of agency funds in order to provide prompt service in situations which require immediate assistance,
• Ability to work an excessive amount of hours above and beyond a normal workweek in order to provide conciliation services at any time in the event of an actual or potential crisis dispute.
• Ability to read, write, speak, understand, or communicate n English sufficiently to perform the duties of the position. Communication may include such forms as American Sign Language or braille.
• 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.