Job Family: 10-0000 Executive
OCCUPATIONAL GROUP CHARACTERISTICS
Executive
This Occupational Group is in the Job Family “Executive.”
Description: This is work in a business setting performed by employees representing executive administration at the highest level of responsibility in state government and characterized by a large variety of occupations and the accompanying work tasks and knowledge and skill requirements. Incumbent’s duties include planning, organizing, directing, controlling, and coordinating the operations of government and its major departments or programs. Also, it is expected that employees at this level direct or are responsible for strategic planning, program operations, approving resources and budget, interpreting laws and regulations, and hiring and evaluating subordinate managers and other employees.
Primary Performance Factors: The Occupations within the Executive Occupational Group may have up to three different performance levels. When determining the level of a position within the Executive Occupational Group, the following performance factors should be considered:
· Decision-making,
· Consequence of error,
· Communication,
· Planning.
Performance levels typically associated with each Level:
Level 1: This is work serving as a Division Director, Statewide Program Director, Agency Chief of Staff, Legislative Liaison, Public Information Director, Budget Officer or other positions with a comparable level of responsibility. At this level, employees review data to make decisions or recommendations to senior executives and the agency head that influence long-term policies, organizational objectives, and expenditure of funds and/or organizational development. Work-related errors may have significant impact on operational effectiveness, productivity, or public safety and security. There will be limited opportunity for corrective action except over a long period of time and at considerable cost. Incumbents communicate extensively with internal executives and managers to discuss issues and policies that determine implementing strategies of critical importance to the agency’s objectives. Also, executives at this level interact with the public or special interest groups and subordinate managers and employees to solve internal planning, staffing, operational, and budgetary issues. Planning is an integral aspect of the job, including the planning, scheduling or directing of activities that accomplish goals and objectives of organizational units.
Level 2: This is work assisting the Chief Executive of a state agency, or as a senior level executive. At this level, employees review data and recommendations to make decisions that determine long-term policies, organizational goals, expenditure of funds and/or organizational development. Work-related errors may significantly impact the successful functioning of the organization or public safety and security. There will be limited opportunity for corrective action except over a long period of time and at considerable cost. Incumbents communicate extensively with internal executives and managers as well as external contacts to discuss issues, policies and strategies of critical importance to the agency and the public interest. Planning at this level includes the integration of multiple program objectives or regional issues in order to optimize agency objectives.
Level 3: This is work serving as the Chief Executive for a State Agency. At this level, employees review data and recommendations to make decisions that influence long-term policies and the successful completion of organizational goals. Work-related errors may significantly impact the successful functioning of the organization or public safety and security. There will be limited opportunity for corrective action except over a long period of time and at considerable cost. Incumbents communicate extensively with internal executives and managers, and external public and professional contacts to discuss issues, policies and strategies of critical importance to the agency. Planning at this level includes the integration of all program areas, statewide issues, and strategic concerns of major organizational units in order to optimize agency objectives.
Position designators valid within each Level:
Level 1: Overtime: Excluded
Collective Bargaining Unit(s): 89, and 99
Equal Employment Opportunity Category(ies): 01
Special Risk: Yes or No
Level 2: Overtime: Excluded
Collective Bargaining Unit(s): 89, and 99
Equal Employment Opportunity Category(ies): 01
Special Risk: Yes or No
Level 3: Overtime: Excluded
Collective Bargaining Unit(s): 99
Equal Employment Opportunity Category(ies): 01
Special Risk: Yes or No
EFFECTIVE: 07/01/2002
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