OCCUPATIONAL GROUP CHARACTERISTICS:



OCCUPATIONAL GROUP CHARACTERISTICS

Manager

This Occupational Group is in the Job Family " Manager."

Description: This is work in a business setting with a varying degree of responsibility and authority. First-line managers (generally, Level 1 and 2) directly supervise a staff that performs various professional or non-professional activities. Mid-level managers (generally Level 3) develop departmental plans, set program goals and deadlines, implement procedures to improve productivity and customer service, and define the responsibilities of first-line managers. Mid-level managers oversee first-line supervisors from various sections, including clerical staff. Mid-level managers may be involved in the hiring and dismissal of employees and may also have a role in the formulation of personnel policies and procedures applicable to bargaining unit employees. Upper level management (Level 4) has impact on budgets, issues concerning collective bargaining and personnel policies and often are responsible for assisting in directing a major program area.

Primary Performance Factors: The Occupations within the Manager Occupational Group may have up to four different performance levels. When determining the level of a position within the Manager Occupational Group, the following performance factors should be considered:

Complexity,

Decision-making,

Communication,

Planning.

Performance levels typically associated with each Level:

Level 1: This is entry-level managerial work. Moderate decision-making is required under limited supervision. Incumbents may adapt existing procedures to meet new situations and work independently toward achieving general results. Work-related errors may cause inaccuracies in reports, records, or technical data, and result in dissemination of inaccurate or incomplete information, or may cause delays in an organizational unit’s phase of work. Incumbents communicate with subordinates and other managers as required, to coordinate efforts or to supervise others within the organizational unit. The job requires planning and scheduling activities to accomplish individual and unit goals and objectives.

Level 2: This is intermediate level managerial work. Moderate decision-making is required under limited supervision. Incumbents may adapt existing procedures to meet new situations and work independently toward achieving general results, often devising new methods to solve problems. Work-related errors may cause inaccuracies in reports, records, or technical data, and result in dissemination of inaccurate or incomplete information, or may cause losses in materials and/or time toward achieving deadlines. Incumbents communicate with subordinates and other managers as required, to coordinate efforts or to supervise others within the organizational unit, or to coordinate activities between units. The job requires planning and scheduling activities to accomplish individual and unit goals and objectives.

Level 3: This is advanced, bureau or bureau comparable level managerial work. Incumbents may devise programs and approaches to major problems and, in general, perform duties wherein recognized or standard principles may be inadequate to determine to best course of action. Work-related errors may have significant impact on operational effectiveness or productivity. The job requires incumbents to communicate in a consultative manner with other organizational units, mangers and executives, and to frequently interact with subordinates, to accomplish individual and unit goals and objectives. Planning is an integral aspect of the job, including the scheduling or supervision of planning or activities that accomplish goals and objectives of the organizational unit.

Level 4: This is the highest level managerial work with a large span of control in a highly complex area often assisting in directing a division or division comparable program. Incumbents may devise programs and approaches to major problems and, in general, perform duties wherein recognized or standard principles may be inadequate to determine to best course of action. Some decisions require development of data to provide recommendations that influence decisions on long-term policies relating to major functions. Work-related errors may have significant impact on operational effectiveness or productivity with limited opportunities for corrective action except over a long period of time and at considerable cost. The job requires incumbents to communicate in a consultative manner with other organizational units, mangers and executives, and to frequently interact with subordinates, managers and supervisors, to accomplish organizational unit goals and objectives. Planning is an integral aspect of the job, with consideration or integration of multiple factors, issues, and/or strategic concerns of major organizational units, in order to optimize objectives.

Position designators valid within each Level:

Level 1: Overtime: Included, Excluded

Collective Bargaining Unit(s): 09, 79, 87, and 89

Equal Employment Opportunity Category(ies): 02, 05, 06, and 08

Special Risk: No

Level 2: Overtime: Excluded

Collective Bargaining Unit(s): 05, 09, 79, 87, and 89

Equal Employment Opportunity Category(ies): 01, 02, 03, 04, and 05

Special Risk: Yes or No

Level 3: Overtime: Excluded

Collective Bargaining Unit(s): 09, 89

Equal Employment Opportunity Category(ies): 01, 02, 04

Special Risk: Yes or No

Level 4: Overtime: Excluded

Collective Bargaining Unit(s): 89, 99

Equal Employment Opportunity Category(ies): 01, 02

Special Risk: Yes or No

EFFECTIVE: 03/11/2020

History: 09/09/2002

07/01/2002

................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download