Corporate Human Resources Overview
Corporate Human Resources is responsible for the management of agency-wide human resources programs. The Division ensures fair and equitable treatment of all employees and administers a personnel system to create and maintain a diverse, qualified, healthy, and motivated workforce.
Programs
The Division develops and administers programs that promote:
- Affordable, responsive, and attractive benefits and health programs
- Effective service delivery
- Employee recognition and compensation that reflect performance
- Fair employment and equal opportunity
Director
The Division is led by the Human Resources Director. The Human Resources Director provides expert guidance and advice on human resources matters for the agency. The Human Resources Director also provides oversight of all programs and activities relating to employment and working conditions. Services include training coordination, employment for disabled persons, personnel management reviews along with programs carried out by the following cross-functional teams:
- Employee Health and Benefits
- Classifications and Compensation
- Employee and Labor Relations
- Employee Records/HRIS
- Recruitment and Selection Services
- Learning and Organizational Development
The Classification and Compensation Team is responsible for the development, implementation, administration, and maintenance of equitable classification and pay plans for all Maryland-National Capital Park and Planning Commission (M-NCPPC) employees.
Responsibilities
- Administers the agency’s compensation plans
- Administers a classification system that analyzes and evaluates positions based upon duties, responsibilities, and minimum qualifications. This includes analysis of individual request for reclassification and administration of the Reclassification Certification Program
- Conducts and participates in salary surveys to determine the M-NCPPC’s position relative to the market for classified positions
- Creates and maintains classification specifications
- Develops and publishes the Personnel Management Review annually
- Maintains all salary schedules
- Maintains forms and documents pertaining to classification and compensation
- Manages the Apprenticeship Program
- Manages the Internship Program
- Reviews and assists departments in reorganizations
- Updates and maintains the agency’s position management system
The M-NCPPC Employee and Labor Relations Office offers resources to strengthen management-employee relations and resolution of employment concerns and grievances.
Efforts include:
- Counseling supervisors and employees on work-related matters
- Employee/supervisory training on employment matters
- Providing assistance with questions and concerns
Recruitment and Selection Services supports the M-NCPPC’s efforts to attract and maintain a diverse, skilled, and effective workforce. Staff provides lifecycle recruitment activities to the agency from advertising, testing, application processing, selection, and employment/promotion offers. This team manages an outsourced online applicant tracking system. Related tasks involve administration of background/ reference checks, language proficiency testing, and Park Police entry, lateral, and advancement testing.
The Learning and Organizational Development team takes pride in supporting the agency’s greatest asset—our employees! We take this responsibility very seriously and welcome the opportunity to collaborate with you! Learn more about our work program and the resources that we provide below:
Our Vision Statement: Striving to recognize and eliminate personal and professional obstacles, granting employees access to resources and cultivating a flourishing work environment.
Our Mission Statement: To empower our employees to become their best selves.
Our Core Values:
- Respect through Acknowledgment
- Allowing people the space to explore “what they’re good at”
- Honoring employees by connecting their natural abilities to their role and business imperatives
- Addressing people by their preferred name and/or pronouns
- Being aware of your personal biases and actively choosing to manage them
- Collaboration through Inclusivity
- Keeping representation at the forefront when considering decisions and initiatives
- Actively seeking and encouraging feedback from other departments to inform our work
- Positioning ourselves as a partner perform our work
- Innovation through Creativity
- Being unapologetic and unafraid to respectfully challenge the status quo
- Encouraging and welcoming varying perspectives
- Seeking the most up-to-date practices and solutions to enhance the work environment
- Credibility through Excellence
- Setting ourselves apart as thought leaders and trailblazers for our focus areas
- Performing our due diligence in a thoughtful and thorough manner develop premium work products
- Encouraging a continuous learning mindset to the work culture
- Facing and overcoming workplace challenges with perseverance and precision
- Accountability through Transparency
- Taking personal ownership for our words and actions, our safety, and the success of our work
- Accepting responsibility for our actions and owning our mistakes
- Earning trust by doing the right thing
