CHIEF MEDIATOR PUBLIC EMPLOYMENT RELATIONS COMMISSION

Definition

Under the general direction of the Director Impasse Procedures, implements policies and procedures relating to negotiations, mediation, fact-finding, grievance, and interest arbitration in the public sector, does related work as required.

Examples of work

• As delegated by the Director, is responsible for the implementation and consistent application of policies established by the Commission and the Director. Has broad latitude, within policies established by the Commission and the Director, for interpretation and exercise of independent judgment.
• May be designated to act as the Director in his/her absence.
• Serves as mediator in crisis disputes in which the parties have proceeded through fact-finding without settlement and/or in which a strike in imminent or has already occurred.
• Performs other mediation services of a highly complex and difficult nature. Arranges conferences between the principals and provides counsel and assistance to bring about a voluntary settlement of differences.
• May enter in to assist in resolution of a dispute to which another mediator was assigned if the situation becomes more complex or critical than had originally been anticipated.
• Investigates and determines whether parties to a collective negotiations disputes are at impasse and the appropriateness of assigning a mediator or arbitrator to a dispute. Based on knowledge of situation and personnel available, recommends to the Director an appropriate neutral from the staff or ad hoc panel. Discusses cases with ad hoc and staff mediators to provide information, advice and assistance. Receives and analyzes confidential reports and makes recommendations to the Director on the disposal of cases.
• Based on the required broad experience and knowledge as a neutral in labor relations, is consulted by the Director and the Commission in establishing the philosophy and policy in the area of voluntary impasse resolution and compulsory interest arbitration.
• Trains and furnishes guidance to other staff members through in-service training seminars, individual conferences, and other appropriate methods to maintain and/or increase the level of competency in dispute settlement techniques and current issues in collective negotiations.
• As delegated by the Director, develops seminars and workshops for ad hoc panel of mediators, fact-finders and arbitrators dealing with dispute settlement techniques and recent legal decisions of the Commission and the Courts which affect the process of collective negotiations.
• As a representative of the Commission, participates in conference and educational programs of labor relation professional associations, employers, employee organizations and university groups.
• Performs other related duties as may be required by the Director or the Chairman.

Education

Graduation from an accredited college with a Bachelor's degree supplemented by a Master's degree in labor or industrial relations, or from an accredited college of law.

Experience

At least five years of comprehensive employment in the field of labor relations with an emphasis on experience as a neutral labor relations agency.

Knowledge, skills and abilities

• Thorough and vast knowledge of mediation, fact-finding, grievance and interest arbitration in the private and public sectors and relevant provisions of labor law, both state and federal.
• Ability to personally serve as a mediator in situations of utmost sensitivity and state wide importance requiring the highest degree of acceptability, responsibility and accountability; through clarification, suggestion, and persuasion, help the parties reconcile differences, prevent work stoppages and achieve a resolution of their disputes, ability to perform in such capacity for 24 or 48 hours on occasion as required by circumstances.
• Ability to make on-the-spot decisions based on own knowledge and judgment frequently in pressure situations.
• Ability to evaluate capabilities of labor relations professionals, to establish and modify goals and to evaluate results.
• Ability to maintain the acceptability and confidence of labor, management, and the public in the integrity and acceptability of the mediation, fact-finding and arbitration processes.
• Thorough knowledge of public employer administrative and budgetary organization.
• Capability of fulfill public speaking requirements as a representative of the agency.
• Ability to read, write, speak and understand English sufficiently to perform the duties of this 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.