Jennifer Lorentson-Greathouse

Consult with and advise Program Managers and Administrative Officers regarding complex personnel issues such as hiring action, reclassifications, and re-organizations. Consult with and advise Program Managers and Administrative Officers regarding personnel policies, standards, and procedures. Research, investigate, and respond to Merit Issue Complaints. Complete special projects. Provide excellent customer service.

Recruit, train, and onboard staff. Monitor and mentor staff in the developing knowledge of department policies and procedures. Set staff expectations, assign and direct work, review work assignments and and provide feedback. Organize and monitor staff resources, develop implementation plans to adjust to workload fluctuations to comply with established policies and procedures. Review the work of classification analysts and approve all position related action requests. Review minimum qualifications pertaining to withhold actions. Act as point of contact of all Merit Issue Complaints. Advise staff and provide guidance on Merit Issue responses.

Consult with and advise Program Managers and Administrative Officers regarding personnel issues such as hiring actions, reclassifications, and re-organizations. Consult with and advise Program Managers and Administrative Officers regarding personnel policies, standards, and procedures. Review and approve, or recommend alternatives for promotions, new hires, reinstatements, transfers reclassifications, and reassignments. Consult with Administrative Officers, Manager, and Supervisors on Performance Management issues and offer advice and guidance on ways to correct employee performance problems. Review annual Performance Appraisals, Probation Reports, Counseling Memos, Corrective Memos, and Adverse Actions and consult with Labor Relations and Legal when necessary. Research, investigate, and respond to Merit Issue Complaints. Analyze complex classification proposals. Participate in program training refreshers for Performance Management and Hiring Practices. Provide excellent customer service.

Under supervision of a Staff Services Manager I, in a learning capacity, consult with and advise Program Manager and Administrative Officers regarding personnel issues such as hiring actions, reclassifications, and re-organizations. Consult with and advise Program Managers and Administrative Officers regarding personnel policies, standards, and procedures. Review and approve, or recommend alternatives for promotions, new hires, reinstatement, transfers, reclassifications, and reassignments. Consult with Administrative Officers, Managers, and Supervisors on Performance Management issues and offer advice and guidance on ways to correct employee performance. Review annual Performance Appraisals, Probation Reports, Counseling Memos, Corrective Memos, and Adverse Actions and consult with Labor Relations and Legal as necessary. Research, investigate, and respond to Merit Issue Complaints. Provide excellent customer service.

Process payroll documents for regular pay, bi-weekly pay, overtime, out of class, and pay differentials. Process benefit documents, process all personnel actions including salary determinations and retirement. Review all personnel actions in SAP for accuracy. Analyze, research and interpret government codes, laws, rules, and regulations pertaining to personnel, payroll, and benefit transactions. Independently interpret and utilize Personnel Manuals, Enterprize Process Guides, Pay Letters, Personnel Letters, CalHR, SCO, and various reference materials and resources to accurately perform personnel and payroll transactions. Knowledge of bargaining unit contracts as they relate to personnel and payroll transactions. Utilize SAP and SCO for personnel and payroll transactions including use of PIMS history for various transactions. Meet with DWR staff regarding benefits and retirements. Provide excellent customer service.

Review all completed staff work, including retirements for four staff. Conduct one on one meetings with staff to monitor and advise staff on outstanding workload items. Train staff on processing documents they were unfamiliar with, such as processing bi-weekly pay, pay differentials, overtime, and retirements. Duties and responsibilities included maintain my current Personnel Specialist workload in addiction to supervisory duties.

Review all completed staff work, including retirements for four staff. Conduct one on one meetings with staff to monitor and advise on outstanding workload items. Train staff on processing documents they were unfamiliar with, such as processing bi-weekly pay, pay differentials, overtime, and retirements. Duties and responsibilities included maintaining my current Personnel Specialist workload in addition to my supervisory duties.

Reconciliation and billing of all material and trucking freight tags, including review of related contracts for proper billing. Process COD payments and post accounts receivable. Timecard review and payroll processing. Prepare quarterly and annual reports (940, 941, and DE9). Analyze, interpret and advise management regarding laws pertaining to timely payment of wages, overtime, and meal and rest periods. Train staff and provide feedback to management regarding staff performance. Process all new hires and terminations.