Regina is a Human Resources Specialist with the Minnesota Department of Public Safety. With her main role revolving around staffing and talent acquisition, Regina does everything from creating and justifying new positions to collaborating with fellow state departments for compensation analysis. On top of her regular duties, Regina also oversees the department’s internship and affirmative action programs.
Transcript
My name is Regina Newton and I work for the Minnesota Department of Public Safety. Because it's state or public sector HR it's a slightly different functions than what you would see in a normal HR department. There's a lot of transactional human resources centered around staffing and movement. They have very specific state classification system, so if we have positions I would basically do job audit or job analysis where I'll compare those against like positions within that class. Kind of create some justification in write up so that we can move forward with positions. There's also that kind of plays into some compensation analysis which has a formal methodology that we'd work within. It's not a huge team, so honestly a little bit of everything, including internship program coordinator. For example, let's say there is a position group that's underrepresented. There's not an appropriate class for them to be compared against. We had that happen recently. The security guards that work within the capital, they don't just patrol. They deal with rallies, they have to look at protecting first amendment rights. There were a lot of things that really didn't compare to that position, so we called a basically, a hay rating, that worked across the agency so we had I think at least five or six different agencies represented. We were able to all walk through. We got a tour and presentation from that group. That was basically telling how their position can be different. And then the agency raters, these are kind of seasoned compensation analysts within the other agencies within the state, all got together and just had a conversation. Really hashed out all the pieces to that position that made it unique so that they could come up with an appropriate rating and class for it. That would be a good example of how everybody came together and kind of worked across those lines. It also gave those different perspectives because their agencies may have slightly different they might have similar positions, but it can give that perspective to how different it is and what would that warrant.
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