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Throughout my career I have demonstrated knowledge of concepts, principles and practices of HR management as these relate to merit staffing, position classification, and pay management. My career history consists of standing as a Payroll Supervisor for ABC Television Networks C The Walt Disney Company, Human Resources/Payroll Administrator for Alloy Media and Marketing, and Administrative Assistant for The Bravo Group.  Most of my career consists of carrying out human resources management functions. This includes the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. It also involves the productive use of people in achieving the organization's strategic business objectives and the satisfaction of the individual employee's needs. Additionally, I perform all processes required to coordinate and effectively manage the project team which includes all the people assigned roles and responsibilities for completing a specific project.

 

With relation to merit staffing functions in the federal government generally. I have learned that the process includes widespread public notification of the job announcement where diverse populations are engaged in the recruitment phase, preliminary review of applications by a human resources specialist, rating and ranking of applicants by a panel with in-depth knowledge of the job's requirements, evaluation of each candidate's qualifications by an Executive Resources Board, and final recommendation to the appointing authority.

 

Position Classification, first and foremost, is a way to ensure equal pay for substantially equal work. The classification system and standards are tools for assisting HR management in accomplishing an agency's mission. It assists in management activities such as designing organizations, recruiting for necessary expertise to perform the work, and establishing performance standards. In a practical sense, in my current position prior to processing new hires for the American Federation of Television and Radio Artists (AFTRA) I check if AFTRA performers are being hired for the appropriate position and correct contract rates depending on the work/event and the total time length for completion of musicians duties. Additionally, if the performer or band completed multiple sessions I also determine the pay scale they should be under.

 

Specifically, I receive AFTRA and AFM musician contracts with identifiable position number. I then assess documents to know in what state they performed, determine the specific group musicians should be categorized under, and determine the resulting pay scale. Subsequently, I determine if there are any changes or additional performances that should be paid for and at what rate the session should be paid,

 

In my assessment, I verify job descriptions to ensure the given rate is correct and in the instance the rate is not correct, I change the position number to upgrade payment or change position number to reduce the rate if needed.


For example, in the federal government hiring system classification means the analysis and identification of a position and placing it in a class under the position classification plan established by Office of Personnel Management under chapter 51 of Title 5, United States Code. By class, it is meant that all positions, which are sufficiently similar as to: kind or subject matter of work; level of difficulty and responsibility; and the qualification requirements of the work to warrant similar treatment in personnel and pay administration.  Grade is all classes of positions which (although different with respect to kind or subject-matter of work) are sufficiently equivalent as to: level of difficulty and responsibility, and level of qualification requirements of the work to warrant their inclusion within one range of rates of basic pay. Position is the work, consisting of the duties and responsibilities, assigned by competent authority for designation of work to complete a function within an organization and to ensure performance by an employee.

 

As a Payroll Supervisor I track union negotiations and bargaining agreements that occur throughout the year with AFTRA. This aids in determining correct rates for performers to resolve or to avoid any union dispute and to avoid late fee penalties.

For example, I received two different contracts from AFTRA and AFM, including the same performer. In the AFTRA contract, the musician was to perform with the leader of the group. The AFM contract required the musician serve in the band as a back-up singer. It came to my attention that the fee listed on the contract was incorrect. Due to these abnormal circumstances, I could not process the same payment due to the nature of the performance. I had to assign the correct rate and assign a position number.

I was required to go over the performance category for the performer, check job description under union contract, and decide compensation and verify rates for each different session. Additionally, I was required to notify the union contact that the contract will be paid in a different range.

I had to determine the musician s classification and compensation for the day. I reviewed the AFTRA contract for lead singers and ultimately changed the rate of pay listed in the invoice. I determined that the musician s pay should be upgraded because he performed in two segments over 10 minutes in length.

So subsequently, the musician was paid the correct compensation for both performances, avoiding additional penalties and union complaints.

 

As I pursue the current position in this agency I understand that I will need to exercise the aforementioned knowledge and I look forward to the opportunity to do.

 

 

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