TITLE Benefits Assistant
CLASSIFICATION NUMBER 5402
IMMEDIATE SUPERVISOR Assistant Director of Human Resources
MAJOR ADMINISTRATOR Director of Human Resources
The Benefits Assistant provides assistance to faculty and staff regarding the University's fringe benefits package which includes: the state retirement system, medical and dental insurance, life insurance, long-term disability insurance, credit and noncredit educational fee waivers, the state cafeteria plan, and sick and vacation leave. The Benefits Assistant processes enrollments, terminations, and changes in these programs; maintains and updates the University's database for specific benefits programs; prepares related payment reports and payment requisitions; and administers COBRA, HIPAA, and other similar federally-mandated programs. The Benefits Assistant supervises the processing of Worker's Compensation, the leave accounting system, and the Educational Benefit Program.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A high school diploma or equivalent is required.
Experience: A minimum of two years of working experience in benefits administration is required. Accounting and/or bookkeeping experience is required. Working experience with a self-funded insurance program is preferred.
Skills: Excellent oral and written communication skills are required. Accuracy and attention to detail is required. A working knowledge of word processing, spreadsheet, and database applications is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures that faculty and staff are given accurate information and appropriate assistance regarding the Employee Group Insurance Program, the cafeteria plan, and MOSERS by providing requested information about benefit plans, assisting with the enrollment process and making changes in enrollments, distributing insurance identification and prescription drug cards, providing COBRA and HIPAA notifications, providing assistance with benefit problems, and providing assistance with filing claims as need.
2. Ensures the accuracy of benefit transactions, assures compliance with applicable laws and regulations, and assures the appropriate use of University funds by maintaining an accurate database of benefit coverage, monitoring benefit enrollments, changes in enrollments, payroll deductions, payments made by retirees, COBRA continuants, and employees on leave without pay, and insurance carrier invoices and preparing monthly payment reports on long term disability, life insurance, stop-loss insurance, pre-certification, and medical and dental administrative fees.
3. Ensures quality benefit programs and continuity of benefit services for employees in several key employee benefits areas by providing assistance, advice/guidance, and administrative support for the Employee Educational Benefit Program, Workers' Compensation benefits, and the Leave Accounting system (including Family & Medical Leave Act entitlements) when such assistance or support is necessary or directed.
4. Provides support to the Office of Human Resources by preparing and distributing termination of employment forms and Terminating Rating Forms to supervisors, providing insurance verification, and gathering requested insurance information as needed.
5. Maintains competency and currency in benefits administration and related areas through self- directed reading, developing contacts with colleagues, and attending training and/or courses required by the Assistant Director of Human Resources.
6. Contributes to the overall success of the Office of Human Resources by performing all other duties as assigned.
The Benefits Assistant is supervised by the Assistant Director of Human Resources and supervises a Senior Administrative Clerk.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2001
JOB FAMILY 1
Factor 1: Educational/Experience Requirements of the Job
Level 5 - 680 Points: A combination of education and experience equivalent to a Level 5 as indicated by the Equivalencies Chart, when permitted by the Minimum Acceptable Qualifications.
Factor 2: Complexity and Technical Mastery
Level 4 - 370 Points: In addition to considerable skill in oral and written communication, the ability to make basic mathematical calculations, the ability to understand and follow instructions, knowledge of moderately complex or other work procedures, and the ability to work independently and coordinate a variety of activities and events, the job requires specific professional skills and/or skills in managing a wide variety of complex processes.
Factor 3: Responsibility for the Work of Others
Level 4 - 110 Points: Some supervision and training of small numbers of student or part-time workers is required where the nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level may also involve directing the work assignments of one or more permanent, full-time employees. Supervisory tasks may include providing input into hiring and employee evaluation processes, but the final decisions are made by other supervisors. The incumbent typically does not perform a full range of supervisory responsibilities, and supervisory duties typically involve relatively little time during the work day.
Factor 4: Guidelines
Level 4 - 370 Points: The work involves operating under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Supervision is given through statements of departmental, program, or project objectives and available resources. Administrative guidelines are relatively comprehensive, and incumbents need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations the incumbent must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, and incomplete or conflicting data. The incumbent exercises judgment in interpreting the intent of guidelines, methods, and procedures, and determines the best process to achieve objectives.
Factor 5: Contacts
Level 5 - 345 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of coworkers, students, or the general public, and may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems.
Factor 6: Work Impact
Level 4 - 475 Points: Work activities normally address conventional problems or situations with established methods to supply other employees with information, services, or products they use to perform their work. Work products or services facilitate the work of other employees and directly affects the ability of other employees to timely complete specific tasks or processes. Work activities may affect the quality of services provided to moderate numbers of employees, students, or the public, and the services, information, or products provided have significant effects on the welfare of the affected groups.
Factor 7: Physical Effort and Work Environment
Level 1 - 25 Points: The work environment consists of exposure to physical conditions typical of a normal office environment. Most of the job is performed while sitting, although the work may require occasional standing or walking and/or the lifting and carrying of small objects.