State of Maryland

A Human Service Specialist I is the entry level of staff work in the field of human service program administration.  Employees in this classification conduct studies and analyses of agency programs, procedures and organizations and makes recommendations to improve system efficiency and operations.  Employees in this classification specialize in one or more human service program areas, such as program planning or evaluation, child support, child welfare, adult services, family investment, aging, energy assistance, federal compliance, Title IV-E program, or volunteer program administration.  Employees in this classification do not supervise other Human Service Specialists but may supervise support staff.

Employees in this classification receive close supervision from a higher-level Human Service Specialist or designated administrator.

Positions in this classification are evaluated by using the classification job evaluation methodology.  The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of the classification specification.

The Human Service Specialist I, Human Service Specialist II, Human Service Specialist III, and Human Service Specialist IV are differentiated on the basis of degree of supervisory control exercised by the supervisor over these employees.  The Human Service Specialist I learns to perform duties under close supervision.  The Human Service Specialist II performs duties under close supervision. The Human Service Specialist III performs duties under close supervision at times and under general supervision at other times depending on the complexity of the specific duty being performed.  The Human Service Specialist IV performs the full range of duties and responsibilities under general supervision.

Learns to conduct studies and analyses of agency human service programs, procedures, practices and organizations and make recommendations to improve system efficiency and operations;

Learns to consult with program heads and administrative officials regarding policies, trends and interpretation of data and program needs;

Learns to prepare statistical tables and charts, work-flow charts, staffing patterns and organizational charts;

Learns to assist in the administration of a human services program area and/or of an operational unit within an agency;

Learns to assist in the preparation of final reports and recommendations for the improvement of the agency or its programs;

Learns to assist in the planning and implementation of new or revised procedures, practices and processes;

Learns to provide assistance in the formulation and preparation of an agency's budget;

May supervise assigned clerical personnel;

Performs other related duties.

Knowledge of analytical principles and research methods and techniques used in collecting, compiling and organizing data and used in drawing reasonable inferences from data;

Ability to learn the principles, theories, practices and protocols applicable to one or more human service areas, such as program planning or evaluation, child support, child welfare, adult services, family investment, energy assistance, federal compliance, Title IV-E program, or volunteer program administration;

Ability to learn and understand the Department of Human Services agency’s purpose, programs, organization and procedures;

Ability to collect, compile, code, classify and tabulate data;

Ability to ascertain information through interviews;

Ability to use computer software applications;

Ability to establish and maintain professional working relationships with customers, employees, supervisory and management staff, personnel from other agencies and institutions and the general public;

Ability to prepare clear, accurate and detailed reports;

Ability to effectively organize and manage work assignments and meet deadlines;

Ability to communicate effectively.

Experience: Four years of professional or technical experience in the administration of a human services program or experience conducting studies and analyses of programs, procedures, practices and organizations.

Notes:

1. Candidates may substitute the possession of a Bachelor's degree from an accredited college or university for the required experience.

2. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in Administrative Officer classifications or Administrative Officer specialty codes in the General, Administrative, Clerical, and Office Services job field of work on a year-for-year basis for the required experience.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies.  Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

This is a Skilled Service classification in the State Personnel Management System.  All positions in this classification are Skilled Service positions.  Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.

This classification is assigned to Bargaining Unit F, Social and Human Services Professionals classes.  As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining.  Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.

Employees in this classification are eligible to receive overtime compensation.  An employee who works more than the normal workweek is entitled to be compensated for that overtime as provided by State Personnel and Pensions Article, Section 8-305.

This classification is one level in a Non-Competitive Promotion (NCP) series.  NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance levels in a classification series.  In order to be non-competitively promoted to the next level in a NCP series, an employee must: 1) perform the main purpose of the class as defined in the Nature of Work section of the class specification; 2) receive the type of supervision defined in the class specification, and 3) meet the minimum qualifications of the classification.