Human Resource Information System (HRIS) Analyst I (#MACI01)
$40,446.00 Yearly Min / $50,558.00 Yearly Mid / $60,670.00 Yearly Max

Human Resource Information System (HRIS) Analyst II (#MACI02)
$45,798.00 Yearly Min / $57,248.00 Yearly Mid / $68,698.00 Yearly Max

Human Resource Information System (HRIS) Analyst III (#MACI03)
$55,182.00 Yearly Min / $68,978.00 Yearly Mid / $82,774.00 Yearly Max

Human Resource Information System (HRIS) Lead (#MACI04)
$62,483.00 Yearly Min / $78,104.00 Yearly Mid / $93,725.00 Yearly Max

Human Resource Information System (HRIS) Data Manager (#MACI05)
$66,489.00 Yearly Min / $83,111.00 Yearly Mid / $99,733.00 Yearly Max

Human Resource Information System (HRIS) Manager I (#MACI06)
$66,489.00 Yearly Min / $83,111.00 Yearly Mid / $99,733.00 Yearly Max

Human Resource Information System (HRIS) Manager II (#MACI07)
$70,750.00 Yearly Min / $88,438.00 Yearly Mid / $106,126.00 Yearly Max

Human Resource Information System (HRIS) Administrator (#MACI08)
$80,112.00 Yearly Min / $100,140.00 Yearly Mid / $120,168.00 Yearly Max

Human Resource Information System (HRIS) Analyst IV (#MACI09)
$58,719.00 Yearly Min / $73,399.00 Yearly Mid / $88,079.00 Yearly Max

HRIS Analyst I

This is the entry level of HRIS work providing system analysis, consultation, and/or training at the State level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes. Employees perform the full range of Essential Functions, completing routine work under close supervision.   

• Receives close supervision from a HRIS Lead or higher; the supervisor provides specific instructions on all assignments, and frequent and detailed review of progress, accuracy, and quality of work.  Supervisory advice or assistance is readily available.  
• Conducts research and analysis to resolve routine customer inquiries or requests, system problems, unexpected results, or process flaws.
• Executes test scripts in a test and/or training environment and documents outcomes using a quality or test management enterprise software tool.
• Participates in less complex special assignments or projects.
• Communicates effectively with internal agency staff and state organizations to gather, coordinate, and relay information.

HRIS Analyst II

This is the intermediate level of HRIS work providing system analysis, consultation, and/or training at the State level supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes.  In addition to work performed by the HRIS Analyst I level, employees perform increasingly complex work and are well-versed in the assigned function.

• Receives general supervision from a HRIS Lead or higher; the supervisor provides general direction on all assignments, and regular review of progress, accuracy, and quality of work.  Supervisory advice or assistance is provided as needed. 
• Provides instruction on the application of federal and state rules, human resource laws, regulations, policies, principles, practices, and theories in the State’s HRIS.
• Creates models for product test plans, data, and scripts; develops contingency plans as necessary.
• Independently conducts research and analysis of system processes or problems including potential system integrity risks where production functionality returns unexpected results or process flaws.
• Analyzes vendor updates and overall collaboration of changes that will impact the system.
• Documents functional requirements describing what the system process or product/service must do to fulfill business requirements.
• Participates in complex special assignments or projects and may lead a less complex assignment or project.
• May provide on-the-job training, guidance, and direction to staff. 
• Communicates effectively with internal agency staff and state organizations to gather, evaluate, and provide information.

HRIS Analyst III

This is the advanced level of HRIS work providing system analysis, consultation, and/or training at the State level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes.  In addition to work performed by the HRIS Analyst II level, employees independently perform complex work with minimal supervision and serve as lead and/or point of contact for assigned State Agencies and/or assigned program or operational area.  

• Receives minimal supervision from a HRIS Lead or higher; the supervisor defines objectives, priorities, and deadlines and assists the employee with unusual situations.
• Provides research, analysis and consultation on inquiries, requests, or system problems with broad impacts, requiring an understanding of a variety of business processes, system integration and interface, multiple laws, rules and regulations and a range of possible solutions. 
• Assists in troubleshooting production, testing and training database issues.
• Documents functional requirements describing what the system process or product/service must do to fulfill business requirements.
• Conducts regression testing of system design modifications; assists with script testing plans based on testing event; and conducts impact analysis with respect to system releases.
• Manages system updates and provides regular updates on projects, assures projects are completed on schedule and the final product meets business and technical standards and policies.
• Conducts conference calls, meetings, training and/or presentations and may participate in design walkthroughs and design update meetings.
• Develops and implements procedures, job aids, and/or training material for staff and end users.
• May provide expertise in data reporting and analytics including developing, testing, planning, and delivering a variety of reports.
• Communicates effectively with state organizations, technical staff and vendors to provide education/information on unfamiliar concepts and to identify and resolve issues.

HRIS Analyst IV 

This is the expert level of HRIS work providing system analysis, consultation, and/or training at the State level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes. In addition to work performed by the HRIS Analyst III level, employees are functional subject matter experts in HRIS applications, performing the most complex work in the assigned area and are cross-functional in more than one module or business process that supports the application.

• Receives minimal supervision from a HRIS Lead or higher; the supervisor defines objectives, priorities, and deadlines and assists the employee with unusual situations.
• Serves as acknowledged expert (non-managerial) by management, peers, and others, providing research, expertise and consultation on escalated system problems or other complex challenges/requests; and makes recommendations that require an understanding of impacts on multiple modules.
• Troubleshoots production, testing and training issues; tests, plans, and implements system updates and enhancements.
• Participates in quality assurance of system functionality and customer satisfaction.
• Develops functional requirements describing what the system process or product/service must do to fulfill business requirements.
• Leads projects and determines time efforts and schedules for assigned work efforts including operational updates and testing.
• May create and execute test plans, test remediation plans, and test scenarios/scripts with expected outcomes.
• Provides on-the-job training, guidance and direction to staff and may supervise production processes.
• May participate in analyzing new or revised state and federal laws, rules and regulations and assists with implementing changes in systems.
• Develops and implements HRIS policies for staff and end users.
• Communicates effectively with state organizations, technical staff, vendors and management to explain complex recommendations, influence management decisions, and identify and resolve the most complex issues with broad impacts.

HRIS Lead 

This is the lead and project management level of HRIS work providing system analysis, consultation, and/or training at the State level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes.  In addition to work performed by the HRIS Analyst IV level, employees lead and make decisions on production processes and analyze functional and/or system processes or problems, recommend solutions or system enhancements and modifications.  While some positions in this class supervise two or more full-time positions, supervision is not a requirement of this level due to the complexity of project management work performed.

• Receives general direction and guidance from a HRIS Manager I or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and supervises daily operations.
• Provides direction, and functional subject matter expertise and may supervise lower-level professional staff in the areas of system maintenance, training and integration, daily operations, mass updates, data and system integrity, quarterly events, annual events, and testing.
• Researches and resolves escalated issues and recommends solutions to management. 
• Manages the completion of multiple, complex projects, and develops timelines and schedules for work efforts. 
• Conducts impact analysis of business or training requirements in the system and ensures compliance with all applicable state and federal laws.
• Conducts quality assurance and recommends process/customer service improvements, solutions, policy or procedure changes and/or system enhancements or modifications.
• Oversees the implementation and training of system updates and implements statewide changes.
• Conducts regular project team meetings to ensure deadlines and performance measures are met, and monitors workflow to adjust priorities.
• May report on testing progress, manage regression testing and approve contingency plans.
• May supervise two or more merit full-time positions.  The elements of supervision include performing the following on a regular and continuing basis:  planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion. 
• Communicates effectively with various state organizations to implement federal and state legislated changes that impact the system through providing leadership of integrated project plans to ensure the project is completed on schedule and meets the business, compliance and technical standards.

HRIS Data Manager

This is the data management level of HRIS work providing system analysis, consultation and/or training at the State level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes.  This level is distinguished from previous levels by providing robust data reporting and analytics across the State of Delaware’s ERP applications and for developing and providing structured and ad hoc reports for use by State policymakers for informed business decisions having a statewide impact.

• Receives general direction and guidance from a HRIS Manager II or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and manages daily operations.
• Represents the State as a Subject Matter Expert in HRIS System Administration and provides expertise in these areas as they relate to business processes supported by the application.
• Collaborates with both functional and system technicians and provides business intelligence that enables system optimization.
• Develops and implements datasets and manages the distribution of information for other state applications, payroll vendors and federal reporting.
• Identifies data variables involved in troubleshooting a variety of process issues, identifies root causes and recommends resolution.
• Develops tools to validate data on inbound files prior to data updates and to facilitate verification of mass updates and other statewide processes. 
• Plans, develops, tests and implements complex reporting solutions that include report purpose, design specifications, criteria, data elements, distribution method, frequency, run time parameters and data classification.
• Analyzes functional or system processes or problems, recommends viable solutions or system enhancements and modifications necessary to ensure quality and consistency of the system.
• Reviews requirements and designs, recommends improvements and reviews completion of the testing process.
• Performs analysis of system updates which includes conducting impact assessment, developing, testing and implementing necessary changes needed to structured query reporter (SQR), structured query language (SQL) and system queries. 
• Performs data analysis and quality control which includes identifying and recommending corrective action for data conditions that could negatively impact critical system processes. 
• Develops plans, policies and procedures to promote data management and sharing; and ensures adherence to policy regarding protection, integrity and sharing of data.
• Communicates effectively with staff/agency management/officials and others outside state government to meet business intelligence needs, develop and deliver reporting solutions including, but not limited to, compliance, results tracking, trending and forecasting. 

HRIS Manager I

This is the first management level of HRIS work providing system analysis, consultation, and/or training at the State level for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes.  This level is distinguished from previous levels by assisting with the overall administration of a HRIS function or managing complex operational areas such as quality assurance, risk management, and/or training.  Work includes overseeing and coordinating statewide activities, making decisions and serving as a recognized Subject Matter Expert, with significant input at the strategic policy level.  

• Receives general direction and guidance from a HRIS Manager II or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and manages daily operations.
• Makes decisions and recommendations in assigned area that impact operations statewide and submits those requiring signature.
• Manages the completion of multiple, complex studies, reviews and/or projects that impact all HRIS applications; determines resources, timelines and goals.   
• Represents the State as a Subject Matter Expert in HRIS system analysis, consultation and/or training and provides expertise and recommendations in these areas as they relate to business processes that support the application consistent with applicable laws, rules, regulations, standards, policies and procedures, as well as system functionality. 
• Analyzes data and research to identify needs and areas of improvement which includes conducting impact or needs assessments, and planning, developing, testing and implementing necessary changes. 
• Participates in the development, management and implementation of strategic initiatives, policies and procedures.
• Manages knowledge transfer across all HRIS applications and incorporates into a business continuity plan.
• Develops and maintains procedures, forms, training, or other communications; provides education and training to agencies and others to ensure understanding and compliance. 
• May supervise two or more merit full-time positions.  The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion.
• Communicates effectively with staff/agency management/officials and others outside state government to meet business intelligence needs, make decisions on complex challenges and make recommendations for new programs, services, and improvements.

HRIS Manager II

This is the second management level of HRIS work responsible for a major section/unit of HRIS Operations, Data Administration, or Testing and Development for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes. This level is distinguished from previous levels by developing and implementing strategic initiatives that include implementation of new applications, systems and programs and managing complex operational areas that are significant to the successful administration of an entire HRIS function.  This level manages operations through project lead and/or management staff that directly report to this class.

• Receives general direction and guidance from a HRIS Administrator or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and manages daily operations.  
• Assumes full authority for all HRIS activities in the absence of a direct supervisor.
• Supervises two or more merit full-time positions, at least one of which must be at the project lead and/or manager level of this HRIS series.  The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion. 
• Provides oversight of functional specification and business requirement development and planning, and oversight of functional testing and quality control including functional test plans, test remediation plans, scripts, scenarios, outcomes, and contingency plans.
• Reviews and validates external customer needs to identify solutions or alternatives to meet business requirements, allocates resources to meet external customer requests, and obtains customer sign off on approach and final product.
• Works with the technical team in planning and delivery of automated solutions to meet business needs and maximize the use of system capabilities.
• Develops and enforces policy regarding the protection, integrity and sharing of data.
• Manages, coordinates, and establishes priorities for the complete life cycle of projects for the State’s HRIS applications.
• Develops performance metrics and communicates progress on business objectives to sponsors and business partners. 
• Implements training, performance and process improvements that foster quality and consistency.
• Monitors Service Level Agreements and resolution of escalated service issues.
• Communicates effectively with Delaware policymakers, agency, school and higher education management and technical management to advise officials/management and others on HRIS application features, issues/problems, ensuring goals and objectives are met, system integration and impact analysis with respect to new business requirements and/or system enhancements.   

HRIS Administrator 

This is the administrator level of HRIS work responsible for the entire scope of HRIS Operations, Data Administration, Testing and Development for HRIS applications supporting multiple functions such as Human Resources, Benefits, Payroll, Time and Attendance or Pension Administration and associated HRIS training and business processes for all State agencies including Legislative, Judicial and Executive Branches of State Government, Higher Education, School Districts and Charter Schools. This level is distinguished from previous levels by providing systems analysis, operations management, and strategic leadership to major integrated enterprise-wide management information systems. This work is at the Statewide level and includes responsibility for the development and implementation of strategic initiatives that include the administration of new applications, systems, and programs.  This level administers operations through management staff that directly report to this class.

• Receives general direction and guidance from a Director or Deputy Director in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and administers daily operations.  
• Supervises two or more merit full-time positions, at least one of which must be at the manager level of this HRIS series.  The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion. Provides daily expertise, recommendations and strategic direction to leadership and other high-level officials on complex challenges and is responsible for communications and change management. 
• Plans and directs major strategic information systems projects typically lasting more than a year, involving multi-agency, statewide and/or vendor initiatives; ensures that the system is aligned with business and strategic objectives.
• Develops methods for evaluating and ensuring the effectiveness and compliance of all assigned statewide HRIS functions for State agencies in all branches of State Government, higher education, school districts, and charter schools. 
• Administers the complete life cycle of projects for the State’s ERP HCM and Time & Attendance systems.
• Administers the development and implementation of strategic initiatives that include implementation of new applications, systems, programs and/or training.
• Plans, implements and provides training for major software enhancements and applications. 
• Analyzes proposed legislation; recommends viable methods for promulgation and implementation of regulations impacting ERP HCM and Time & Attendance systems.
• Administers policy regarding protection, integrity and sharing of data.
• Makes work effort and resource prioritization decisions related to legislative requirements and customer requests. 
• Evaluates functions and project integration to ensure maximized resource allocation while retaining accountability standards.
• Communicates effectively with Delaware policymakers, agency, school and higher education management and technical management to advise officials/management and others on HRIS application features, issues/problems, ensuring goals and objectives are met, system integration and impact analysis with respect to new business requirements, system enhancements, policy decisions, and business process changes.   

The listed knowledge, skills, and abilities give a general indication of the core requirements for all positions in the class series; therefore, the KSAs listed are not exhaustive or necessarily inclusive of the needs of every position in the class.   

Note: Employees are not required to be proficient in the KSAs listed in this section at entry, but within six months to one year of performing work as described in each level of work.  

• Knowledge of human resource principles, practices, and procedures.
• Knowledge of HRIS requirements and functionality as they relate to associated business processes. 
• Knowledge of applicable state, federal and departmental laws, rules, regulations, standards, policies and procedures including those regarding collective bargaining and unions.
• Skill in using computer systems, HRIS applications, and Microsoft Office.
• Knowledge of system impacts on organization and operations of agencies within state government.
• Knowledge of the methods and techniques used in researching and analyzing HRIS inquiries, requests or system problems.  
• Knowledge of the principles and practices of project management.
• Knowledge of recordkeeping and report preparation techniques.
• Knowledge of the methods and techniques of systems testing and documenting outcomes. 
• Skill in providing customer service which includes providing prompt, accurate and courteous service and responding to complaints.
• Ability to assemble and analyze system data and recommend solutions to issues.
• Ability to prepare and interpret a variety of reports.
• Ability to communicate effectively.
• Ability to work in a team environment to accomplish common goals.
• Ability to meet production and project deadlines for assigned work efforts.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Analyst II requires:

• Knowledge of business requirements analysis, and implementation of new functionality, upgrades and enhancements.
• Skill in analyzing data to ensure system integrity and troubleshooting to resolve issues.
• Skill in conducting special assignments and projects.
• Skill in creating models for test plans and developing contingency plans.
• Skill in preparing and interpreting a variety of reports.
• Skill in interpreting and explaining applicable laws, rules, regulations, standards, policies and procedures.
• Ability to resolve challenges independently and escalate as appropriate. 
• Ability to follow standard operating procedures to ensure accurate integration and interface between various statewide automated systems.
• Ability to establish and maintain effective working relationships.
• Ability to determine the feasibility of system changes and compatibility with current systems.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Analyst III requires:

• Knowledge of the methods and techniques used in regression testing of system design modifications.
• Knowledge of business tools such as reports and queries, statistics, analysis, and forecasting.  
• Skill in providing complex consultation and recommendations based on best practices and research. 
• Skill in ensuring compliance with laws, rules, regulations, standards, policies and procedures.
• Skill in researching and analyzing system processes or problems, recommending solutions or system enhancements to ensure quality and consistency of the system.
• Skill in maintaining, reviewing and verifying table configuration in the system.
• Skill in running and monitoring system processes to update employee records and other business processes.
• Skill in course preparedness and presentation.
• Skill in diagnosing problems, developing solutions, and communicating resolutions.
• Ability to establish and maintain schedules for project and production timelines.
• Ability to deliver information effectively in a variety of formats and settings.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Analyst IV requires:

• Knowledge of the methods and techniques of developing test remediation action plans.
• Knowledge of policy and procedure development.
• Knowledge of the theoretical disciplines pertaining to specific area(s).
• Skill in providing consultation and recommendations requiring HRIS subject matter expertise at the State level.
• Skill in defining and documenting how applications will support business requirements and conducting impact analysis of business requirements on the system.
• Skill in the use of business tools to identify trends, issues and recommend resolutions.
• Skill in leading complex special assignments and/or projects.
• Skill in resolving the most complex challenges by applying system functional expertise and consulting with other functional and technical experts.
• Skill in developing training/education methods and techniques used to train/educate others (train-the-trainer) to convey information to various populations. 
• Ability to provide training, guidance and direction to professional staff.
• Ability to prepare clear, concise, comprehensive, and informative reports on technical subject matter.
• Ability to analyze new and revised laws, rules and regulations to determine impacts.
• Ability to follow quality testing standards for HRIS integrated testing.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Lead requires:

• Knowledge of the principles and practices of supervision.
• Skill in overseeing and guiding staff in HRIS Operations, Data Administration, Testing and Development or Training.
• Skill in recommending process/customer service improvements, solutions and/or system enhancements.
• Skill in overseeing and coordinating system testing and documentation of outcomes.
• Skill in organizing and conducting effective meetings.
• Skill in developing, evaluating, and implementing training/education functions.
• Skill in conducting needs assessment.  
• Ability to plan, schedule, assign, delegate and monitor the work of a project team.
• Ability to apply past practices and system outcomes to resolve escalated system inquiries.
• Ability to set priorities, performance standards and monitor outcomes.
• Ability to develop project plans.
• Ability to plan and coordinate multiple work assignments and schedules.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Data Manager requires:

• Knowledge of systems record structure and relational database features and how to maximize utilization to meet customer requirements.
• Knowledge of the concepts, methods and techniques of data resource management, business intelligence, analytics, and reporting.
• Knowledge of the legislative process.
• Skill in system research and analysis, including information needs analysis, requirement analysis and design alternative analysis.
• Skill in data planning, data modeling and data dictionary preparation.
• Skill in data trending and forecasting.
• Skill in using report development tools such as SQR, analytics and query.
• Skill in using other data extraction tools and data delivery methods.
• Skill in data management which includes data security and integrity. 
• Skill in complex system data validation and reporting. 
• Ability to determine the feasibility and application of new developments in data management to existing systems.
• Ability to establish data management guidelines and procedures.
• Ability to anticipate business intelligence needs, issues and action items. 
• Ability to think creatively and to develop creative solutions to management information system problems.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Manager I requires:

• Knowledge of the principles and practices of management.
• Knowledge of strategic policy formulation and evaluation.
• Knowledge of the state legislative and budget process.
• Skill in analyzing and evaluating operations and performance to make recommendations on improvements.
• Skill in managing special studies and projects, and related resources that meet the State's mission, goals, and objectives.
• Skill in the preparation and presentation of complex technical subject matter.
• Skill in planning, developing, evaluating, and implementing policies and procedures for training/education functions. 
• Skill in providing professional training and development to staff and agencies. 
• Ability to anticipate business intelligence needs, issues, and action items. 
• Ability to recognize and integrate diverse and/or conflicting priorities.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Manager II requires:

• Knowledge of the relationship between agency processes and system configurations to ensure they are in accordance with standard operating procedures.
• Knowledge of policy administration which includes developing, implementing, and evaluating policies and procedures. 
• Skill in management practices.
• Skill in managing Service Level Agreements.
• Skill in developing short and long range strategic plans in compliance with agency goals and objectives.
• Skill in evaluating, developing, and implementing HRIS applications and ensuring appropriate risk management.
• Skill in establishing, implementing and ensuring compliance with quality control policies and procedures.
• Skill in resolving the most complex project and program/operational issues.
• Skill in making recommendations to improve compliance, efficiency and effectiveness.
• Skill in implementing federal and state legislated changes and managing impact on the system.

In addition to the above Knowledge, Skills, and Abilities, the HRIS Administrator requires:

• Knowledge of operations management which includes planning, directing, coordinating, controlling and evaluating operations through supervisors.
• Knowledge of the theory, principles, technologies and applications of business, strategic planning, tactical planning, and system development technologies.
• Knowledge of the concepts, methods, and techniques of systems analysis, including information needs analysis, requirement analysis and design alternative analysis.
• Skill in the principles and practices of public sector human resources administration.
• Skill in developing short and long range HRIS strategic plans in compliance with goals and objectives of a complex Statewide customer base. 
• Skill in policy administration which includes developing, implementing, and evaluating policies and procedures.
• Skill in implementing training programs to ensure staff development and competency.
• Ability to make HRIS decisions on complex challenges which may impact integrated ERP systems. 
• Ability to negotiate competing priorities and reach consensus. 

JOB REQUIREMENTS for HRIS Administrator
Applicants must have education, training and/or experience demonstrating competence in each of the following areas:

1. Three years' experience in information systems project management such as planning, scheduling, staffing, coordinating, controlling, monitoring, evaluating and reporting on the status of information systems projects.
2. Two years' experience in HRIS management such as planning, organizing, coordinating and implementing HRIS operations for at least one functional area such as Human Resources, Pension, Benefits, Payroll, Time and Attendance, or associated HRIS training.
3. Two years’ experience in developing and evaluating HRIS policies or procedures.
4. Two years’ experience in staff supervision which includes planning, assigning, reviewing, and evaluating the work of others. 
5. One year of experience in strategic planning including establishing goals, objectives, and priorities supporting an organization’s overall mission.