Definition
Supervises/manages the operations of an Unemployment Insurance (UI) program that includes claims adjudication/fact-finding, employer account maintenance, field audit, investigations, fraud detection and overpayment recovery, revenue collection, and special claims; performs related work as required.
Work Examples
Supervises and evaluates the work of subordinates; recommends personnel actions related to selection, disciplinary procedures, performance, leaves, grievances, work schedules, and assignments; administers personnel policies and procedures.
Oversees a core function of Unemployment Insurance Division and participates in bureau level management meetings involving the development of program plans, setting of annual program goals/objectives, and development of policies/procedures.
Provides Bureau Chief advice on financial matters; monitors unit budgets, obligates funds of up to agency-approved amount without approval of Bureau Chief, and advises of need to modify budgets and/or transfer funds; prepares supporting documentation/justification for major purchases and remodeling; conducts long range planning for the replacement of computers and other equipment, leases, and related facility contracts; tracks special projects, handles purchasing/processing of payments, monitors expenditures, and makes change recommendations (rules, policies/procedures).
Develops, interprets, and implements administrative policy to meet DOL/IWD standards/guidelines; accountable for improving unit communication, facilitating team meetings, process improvement projects, and identification of potential problems; analyzes internal production reports, assesses progress toward meeting goals/objectives and advises upper management on problems, potential risks, risk mitigation strategies, project progress, and resource deployment needs.
Directs/leads project teams composed of administrative, management, and field staff for purposes of developing statewide strategic/program plans and policies/procedures under the manager’s control; investigates agency employees involved in illegal or incorrect UI activities; coordinates work with other departments and collaborates with UI Managers and other organization units in IWD to evaluate/resolve operational problems and issues; serves as the “face” of Bureau operations and has extensive interaction with employers, accountants, legislators, Iowa agencies, and agencies in other states.
Identifies employee skill development problems/needs and coordinates delivery of staff training; directs/participates in the training of unit staff on UI laws, rules, program policies/procedures, computer programs, documentation requirements and use of investigative tools; monitors daily operations to ensure progress in skill development and staff are adequately trained in assigned duties; researches best practices and initiates/maintains contact with other states regarding staff development training.
Assists in development of computer systems and approves work orders to change or enhance the capability of unemployment insurance systems; interprets/implements national and regional office directives, administrative rules, and Iowa Code, as they relate to the unit; drafts/recommends proposed administrative rule and law changes and responds to U.S. Department of Labor (DOL) requests; maintains periodic contact with employers, interest groups, other public/private organizations, and government agencies through written business communications including reports, letters, surveys, memos, and electronic mail.
Ensures that program work is completed in a manner that meets federal standards for timeliness, quantity and quality of work; interprets/disseminates information on state, federal, and departmental rules, regulations, policies, and procedures to educate and keep staff, partners, and organizations apprised; resolves policy issues not covered by policy, procedure, established precedent, or practice.
Competencies Required
Knowledge:
- Administration and Management – Business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- Personnel and Human Resources – Principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Law and Government – Laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
- English Language – The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
- Customer and Personal Service – Principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- Education and Training – Principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- Mathematics – Arithmetic, algebra, geometry, calculus, statistics, and their applications.
Abilities:
Oral Comprehension – Listen to and understand information and ideas presented through spoken words and sentences.
Oral Expression – Communicate information and ideas in speaking so others will understand.
Written Expression – Communicate information and ideas in writing so others will understand.
Speech Clarity – Speak clearly so others can understand.
Speech Recognition – Identify and understand the speech of another person.
Deductive Reasoning – Apply general rules to specific problems to produce answers that make sense.
Inductive Reasoning – Combine pieces of information to form general rules or conclusions.
Information Ordering – Arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
Problem Sensitivity – Tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
Skills:
Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Monitoring – Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Critical Thinking – Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Reading Comprehension – Understanding written sentences and paragraphs in work related documents.
Speaking – Talking to others to convey information effectively.
Writing – Communicating effectively in writing as appropriate for the needs of the audience.
Social Perceptiveness – Being aware of others' reactions and understanding why they react as they do.
Negotiation – Bringing others together and trying to reconcile differences.
Active Learning – Understanding the implications of new information for both current and future problem-solving and decision-making.
Judgment and Decision Making – Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Service Orientation – Actively looking for ways to help people.
Complex Problem Solving – Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Minimum Qualification Requirements
Applicants must meet at least one of the following minimum requirements to qualify for positions in this job classification:
Graduation from an accredited four-year college or university with a degree in any field, and experience equal to four years of full-time professional work in unemployment insurance, program administration, management or development.
A total of eight years of education and/or full-time experience (as described in number one), where thirty semester hours of accredited college or university coursework in any field equals one year of full-time experience.
Current, continuous experience in the state executive branch that includes four years of full-time work as a Workforce Advisor, Field Auditor, Job Insurance Quality Auditor, Investigator 2, or Employer Liability Specialist.
Notes
Travel may be required for positions in this class. Employees must arrange transportation to and from assigned work areas.
Effective date: 04/26 SA