So, that job thing

My Boss has been on vacation for 2 weeks. Below is an edited version of some conversations I've had with the CEO throughout this week. Tuesday CEO - How's recruiting going? me - Ok I think. I'm just reading the resumes & making notes on them. I'm not really experienced enough to do much else. CEO - Have you gotten any good resumes for the HR positions? me - (thinks to self.....um....yeah what the fuck be honest) Well....we're not advertising for HR at all. CEO - Why not? I still want to go forward with getting a clerk and getting you off the front desk. me - I do too, but Sandra said that she thinks we will be fine with a 2 person department & that hiring anyone else just isn't in the budget. (CEO looks rather surprised at this comment) CEO - (she makes some comment about my Boss retiring and that we need to get things moving to be able to have things transition smoothly to a new Boss) me - I kind of snickered and said that I didn't see the retirement happening anytime soon. (being brave again) To be honest, I really feel that as long as she (my Boss) is here, I will be here (pointing to my reception desk). I also said that I felt that my Boss was holding me back by keeping me up front and that I felt I had a lot more to offer to the company. CEO said that she agreed. Then I said that I was less than thrilled that I had a 'clear the air' talk with my Boss (see posts in March), and that it seems to have gotten me not much of anything or anywhere. That was pretty much the big stuff. later CEO - I need a report of all the terminations since October 1, the reasons they left and copies of all their Exit Interviews. me - um.....we haven't really been doing those. CEO - WHY? me - I don't really know...I just have my own opinion, which means absolutely nothing. CEO - ok... me - well, based on my observations for the last 3 years.....I think that Exit Interviews are not being given to people who might have something negative/bad to say. CEO - that's not the point, we need these things so that we can make changes and improvements. me - I know..... Wednesday CEO - I need the Worker's Comp file for XX. me - I'm not sure if there's a separate file for that. I know where XX's personnel & medical files are.... CEO - (asks for a bunch of Worker's Comp details on XX that I have NO clue about) me - Um, I'm sorry, but I just don't know anything about that. CEO - Why? me - Boss never kept me in the loop with the Worker’s Comp stuff, that was always left to the other HR person. CEO - It would make more sense to have you do it, since you do Benefits & FMLA stuff. me - (shrug) I don't know, Boss just never wanted me involved with it. CEO - well can you go through the file and find me A-B-C? me - sure, give me about 5 minutes. Thursday Our ADP Payroll sales rep stopped by for a moment. I told him that the whole upgrade thing was still stalled on my Boss's desk, but that the last I heard was that the CEO did want to go forward with it. We talked some more about features & timelines, and I told him that since my Boss was out, I'd just go straight to the CEO and see where things stood & that I'd call him later with an update. me - Just thought I'd let you know that our ADP guy was here a few moments ago. He was just stopping by since he was in the area & wanted to see if we were still interested in upgrading. CEO - YES WE ARE. (we talk more about different aspects of the new system) CEO - I also want to look into automating all of HR. Get the personnel files online, tie into our benefits & 401(k), and have all of our evaluations online. me - ADP has all of those things. Do you want me to call our guy back and have him put together a proposal for us? CEO - yes. later me - Ok, he'll send us something by Monday at the latest. He's recommending HRProfile, which is $500.00 to install, and then $1.25 per employee, per month. CEO - That's all?? me - Yeah.....I always thought you weren't interested in this. CEO - How so? me - Well for the last 2.5 years, Boss has been telling me that you didn't want to get this automated. That we couldn't afford it, and that we were too small for such a sophisticated system. CEO - ..... me - I think this is the way to go....cutting edge so to speak. It's what made PeopleSoft such a valuable company. We don’t' need something on THAT scale, but I know we can definitely do everything you want to through ADP. me - I really feel uncomfortable saying this but....I think if you want to go forward with this, and have everything up & running by 1/1/06...it might be best to leave my Boss out of the loop. CEO - well I want her to be able to use everything... me - of course CEO - Well when she gets back, I intend to have her solely focused on recruiting.... me - Ok, well then....I think the next step after seeing ADP's proposal is to set up an appointment for the full presentation, do you have time for something like that? CEO - yes, I want to go forward with this. me - Ok, when we get to talking about that, I'll see when you're free. yet later I did some research on www.salary.com and found some job descriptions for some HRIS positions & basic pay scales for the Concord area. HRIS Clerk III Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Generates standard reports for Human Resources or managing personnel. Alters query variables in order to generate more complex or ad-hoc reports. Requires a high school diploma or its equivalent and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to a supervisor. $43040 - $56235 HRIS Analyst III Evaluates, analyzes, designs and maintains company Human Resources Information Systems (HRIS). Identifies new HR needs and the software products to fulfill these needs. Makes alterations to existing programs to gather and report data as necessary. Requires a bachelor's degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field's concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected. $65697 - $83202 HRIS Supervisor II Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. Monitors and improves data collection and reporting procedures for efficiency. A level II supervisor has authority for personnel actions and oversees most day-to-day operations of group. May require a bachelor's degree in area of specialty. Familiar with a variety of the field's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department. $62904 - $86197 I gave this to the CEO, w/o the pay scale, and told her that if she was serious about wanting to make things more automated & online, that this where I would like to see my position develop towards. I mentioned to her that my Boss thinks I'm lacking in "people-skills", and that this would be a perfect career path for me when you take my 'lack' into consideration. She asked if I was 'up' to learning more technical programming type stuff, and I said for *this*, yes. She wrote on it "Heather's Wish List", put it on her desk and said "we'll see." So.....that's been my week in a nutshell. My Boss comes back tomorrow......and we'll see what we see.