GOVERNMENT ANALYST I OPS - 60933602

State of Florida•Venice, FL

57d

About The Position

This OPS professional position supports local service centers in assessing and promoting a healthy, productive work culture and strengthening the Family Safety workforce’s ability to serve children and families. The position may analyze employee retention, foster work/life balance, support a safe and positive work environment, help build a healthy workplace culture, teach effective communication, model positive relationship-building, and boost morale. It serves the SunCoast Region, including Sarasota, Manatee, and DeSoto Counties in Circuit 12, and pays $26.44 per hour. The specialist builds rapport with employees, management, and stakeholders; supports employees’ personal and professional growth; and analyzes individual performance, management support, workplace culture, systems of care, and work relationships. The role introduces techniques for time management, conflict resolution, life balance—including management of vicarious trauma—and effective use of internal and external supports. It may produce reports recommending support and resources to promote professional development, proficiency, and retention. The specialist communicates observations and recommendations to field support coordinators, supervisors, and management; consults with peer specialists; processes the Statewide Management Travel System; and continually assesses workforce challenges, barriers, and talent management. Other related duties may be assigned. A bachelor’s degree in a social-science-related field is preferred. Experience in training and development is preferred, and experience working with systems of care serving vulnerable people is a plus. The position requires professional communication, computer-system use, and the ability to establish effective working relationships. The State of Florida is a drug-free workplace; employees are subject to reasonable-suspicion drug testing under the Drug-Free Workplace Act.

Requirements

Bachelor’s degree from an accredited college in a social-science-related field is preferred; examples include psychology, sociology, counseling, social work, human development, and human resources.
General knowledge of child protection theories and practices.
Knowledge of professional ethics related to child protection and counseling.
Knowledge of family-centered interviewing and counseling techniques.
Knowledge of interviewing and observation techniques.
Ability to plan, organize, and coordinate work assignments.
General understanding of relevant Department of Children and Families policies and procedures.
Ability to actively listen and communicate strongly, both verbally and in writing at a professional level.
Ability to establish and maintain effective working relationships.
Ability to use computer systems.
Knowledge of conflict-resolution strategies, life-balance practices, and time-management best practices.
Ability to assess employee, systemic, and stakeholder strengths and weaknesses.
Understanding of personality-profiling fundamentals and their implications.
Strong attention to detail.
Positive attitude and desire to promote a positive work environment.
Enthusiasm and dedication to a professional services training and development career.

Nice To Haves

Experience in training and development.
Experience working with systems of care serving vulnerable people.

Responsibilities

Build supportive rapport with employees, management, and stakeholders involved in serving children and families.
Provide feedback and guidance to support staff’s personal and professional development.
Analyze individual performance, management support, workplace culture, systems of care, and staff work relationships.
Introduce techniques for time management, conflict resolution, life balance, management of vicarious trauma, and effective use of support and resources.
Prepare reports and recommendations about support and resources that may improve workforce development, proficiency, and retention.
Communicate observations, interventions, recommendations, behavioral trends, workplace culture, and barriers to job satisfaction and retention to coordinators, supervisors, and management.
Consult regularly with peer specialists to assess baselines, needs, and progress.
Process the Statewide Management Travel System.
Assess workforce challenges, barriers, and talent management to support appropriate staffing and retention.
Participate in agency, program, and supervisory meetings for evaluative purposes.
Research and provide training on needs and resources that support workforce development and retention.
Provide support and guidance in mediating workplace conflicts.
Perform related work as required.