Personnel Program Manager Series

California State Personnel Board Specification

Series established February 6, 1990

Scope

This series specification describes three managerial designated classes used at the Department of Personnel Administration. These classes constitute the Department's mid-management team. Incumbents are responsible for directing and managing major personnel management programs. Incumbents oversee and direct the activities of others and have responsibility for all administrative and managerial responsibilities for assigned program and policy areas. Incumbents have a direct reporting relationship to Division Chiefs and/or the Executive Office.

Definition of Series

Incumbents have the authority and responsibility for directing and managing the Department of Personnel Administration's staff and line programs. Their designation is management. They are located at the third organizational level in the Department with a direct reporting relationship to members of the Executive Staff. This location enables direct and immediate communication and linkage with the Department's administrative and executive levels, and participation in management matters. Incumbents have designated program responsibility. Incumbents have significant responsibilities for developing, modifying, and administering program goals, policies, and procedures to accomplish program mission. Incumbents are assigned to major personnel management program areas including: benefits, classification and compensation, labor relations, personnel management, policy development, training, and Merit Award Board program areas. Typical duties include: planning and directing the activities of staff; conducting and reviewing analytical studies; formulating statewide personnel procedures, policies, and programs alternatives; making recommendations regarding personnel management administration and personnel program problems and issues; reviewing and analyzing proposed legislation and advising the Executive Office on its impact; and representing the Department and the State of California, making commitments and decisions regarding personnel program matters.

Entry Levels

Entry into this class series is typically from outside State service or by State employees from the class of Staff Personnel Program Analyst.

Factors Affecting Position Allocation

Supervision exercised; complexity and sensitivity of assigned program responsibility; and administrative responsibility.

Management positions whose allocations are based on responsibility for making policy and program recommendations are classified as advisors. Management positions whose allocations are based on directing the activities of others are classified as managers.

Definition of Levels

Personnel Program Advisor

This class is intended for expert/consultant positions that have authority to act in behalf of management and are members of the management team.

Under the general direction of a Division Chief or the Director's Office, incumbents serve in a management capacity as a program advisor. In a major personnel program area, incumbents serve in a management capacity, providing program direction by advising and recommending policy and program changes. Incumbents serve as agents of management in negotiating personnel management policies and practices and in making commitments or obligations in behalf of management. These positions are considered program experts/consultants, but are distinguished from high level specialists by virtue of their management role. These positions are designated as managers based on program advisor responsibility rather than administrative responsibility for directing the activities of others. Accordingly, the allocation to this class is based on program advisor responsibility rather than supervision. However, as necessary, incumbents may be required to direct the activities of small units/sections of technical and/or professional staff. On special project assignments, incumbents may serve as project or taskforce leaders with full authority for making management and executive decisions affecting the scope and direction of projects and their accompanying program and policy changes.

Personnel Program Manager I

Most mid-manager positions are allocated to this class. These positions serve as personnel program managers at the third organizational level with a direct reporting relationship to Division Chiefs or the Executive Office. Incumbents are assigned specific personnel program responsibility. Incumbents have responsibility for planning and directing the activities of technical/professional staff in the classes of Staff Personnel Program Analyst and Personnel Program Analyst for assigned program areas. Incumbents have full authority to hire, fire, and discipline staff and are responsible for staff development. Incumbents have responsibility for developing, modifying, and administering program goals, policies, and procedures in order to accomplish program mission.

Personnel Program Manager II

These positions are distinguished from other mid-manager positions allocated to the Personnel Program Manager I level because they have greater complexity and sensitivity of assigned program responsibility and/or greater administrative responsibility. These allocations require that in addition to the responsibilities of the Manager I, they have responsibility for complex new and developing personnel management programs; extremely sensitive programs with high legislative, executive, and public interest and significant potential for adverse reaction by State employees, the general public, and representatives of constituent groups; and/or greater supervisory and managerial responsibility.

Minimum Qualifications

All Levels:

Applicants who are within six months of satisfying the experience or education requirements will be admitted to the examination, but they must fully meet the experience and education requirements before being eligible for appointment.

Personnel Program Advisor

Personnel Program Manager I

Either I

Experience: One year of experience in the California state service performing the duties of a Staff Personnel Program Analyst.

Or II

Experience: Four years of progressively responsible experience performing responsible, varied, and complex technical/professional analytical work in benefits program administration, classification and compensation, labor relations, personnel management practices, personnel policy development, or training program administration. Experience must include full-time employment performing analytical and consultative duties, resolving technical program issues, providing interpretation of policies, developing procedures, and making management recommendations, at least one year with a level of responsibility comparable to that of a Staff Personnel Program Analyst. (Experience in the California state service applied toward this requirement must have included one year performing duties of a class comparable in level of responsibility to that of a Staff Personnel Program Analyst.) and

Education: Equivalent to graduation from college. (Additional qualifying experience may be substituted for the required education on a year-for-year basis.)

Personnel Program Manager II

Either I

Experience: One year of experience in the California state service performing the duties of a Personnel Program Manager I or Personnel Program Advisor.

Or II

Experience: Two years of experience in the California state service performing the duties of a Staff Personnel Program Analyst.

Or III

Experience: Five years of progressively responsible experience performing responsible, varied, and complex technical/professional analytical work in benefits program administration, classification and compensation, labor relations, personnel management practices, personnel policy development, or training program administration. Experience must include full-time employment performing analytical and consultative duties, resolving technical program issues, providing interpretation of policies, developing procedures, and making management recommendations, at least one year with a level of responsibility comparable to that of a Personnel Program Advisor or Personnel Program Manager I. (Experience in the California state service applied toward this requirement must have included one year performing duties of a class comparable in level of responsibility to that of a Personnel Program Advisor or Personnel Program Manager I.) and

Education: Equivalent to graduation from college. (Additional qualifying experience may be substituted for the required education on a year-for-year basis.)

Knowledge and Abilities

All Levels:

Knowledge of: Principles, practices, and trends of public and business administration, personnel, and labor relations programs; principles and practices of employee supervision, development, and training; program management; formal and informal aspects of the legislative process; the administration and Department's goals and policies; governmental functions and organization at the State and local level; and a manager's/supervisor's responsibility for promoting equal opportunity in hiring and employee development and promotion, and for maintaining a work environment that is free of discrimination and harassment.

Ability to: Reason logically and creatively and utilize a variety of analytical techniques to resolve complex governmental and managerial problems; develop and evaluate alternatives; analyze data and present ideas and information effectively; consult with and advise administrators or other interested parties on a wide variety of subject-matter areas; gain and maintain the confidence and cooperation of those contacted during the course of work; review and edit written reports; utilize inter-disciplinary teams effectively in the conduct of studies; manage a complex personnel management program; establish and maintain project priorities; develop and effectively utilize all available resources; and effectively promote equal opportunity in employment and maintain a work environment that is free of discrimination and harassment.

Special Personal Characteristics

All Levels:

Demonstrated ability to act independently, open-mindedness, flexibility, and tact.

Class History