Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2015
This class series uses two levels in the Labor, Trades, and Crafts Occupational Group and describes technical maintenance planning, cost estimating, and/or contract planning/estimating work involving the alteration, modification, maintenance, and repair of state owned buildings. Positions act as a liaison assistance, or effect mutual accord on construction plans, specifications, scheduling, and possibly contracts. Knowledge of several trades areas and their interaction is of primary importance.
Positions whose primary focus is on major construction project management work are not included in this class series, but placed in other appropriate series, typically in the Physical Science and Engineering group.
PROJECT PLANNER I D9E1TX
Concept of Class
This class describes the fully-operating project planner. The work may also include new minor construction work as well as renovation projects. The work is performed under general supervision of a higher-level trades supervisor, manager, or project planner and is evaluated on the basis of results achieved, accuracy of estimates, and demonstration of good judgment in resolving planning and estimating problems. The work includes determining practical solutions to maintenance or repair problems and projects, and such positions serve as a resource to others. Some assignments do not move beyond this level.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices. For example, positions examine the particular problem or assignment determine the extent of damage, estimate the time and cost to construct or to restore it, and, based on the information and data available, schedule the project or decide to seek help before proceeding.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study available information such as equipment manufacturers’ manuals, service bulletins, layout sketches, blueprints, appropriate state and local government codes, trade-specific manuals and practices, and agency guidelines and determine how the fixture or equipment should perform and how the various parts relate to the specific assignment in order to reach a practical solution for repairing the problem. Guidelines in the form of written manuals exist for most situations. Additionally, verbal instructions are given from supervisory personnel. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where most may be correct but one is better than another depending on the given circumstances of the situation. For example, positions analyze repairs, remodeling, and related problems and prepare solutions with appropriate plans, sketches, specifications, techniques, and materials using relevant technical data, practices, and established standards/specifications.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
PROJECT PLANNER II D9E2XX
Concept of Class
This class describes the supervisory level. Supervisory positions are accountable for actions and decisions that impact the pay, status, and tenure of three or more full-time equivalent positions. Supervisors coordinate the work with the other supervisory trades positions and ensure that the work performed is done in accordance with appropriate plans, specifications, and/or agency standards. Positions in this class also perform the duties of the lower-level class in the series. This class differs from the Project Planner I on Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices. For example, positions examine the particular problem or assignment determine the extent of damage, estimate the time and cost to construct or to restore it, and, based on the information and data available, schedule the project and/or decide to seek help before proceeding.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study available information such as equipment manufacturers manuals, service bulletins, layout sketches, and blueprints, appropriate state and local government codes, trade specific manuals and practices, and agency guidelines and determine how the fixture or equipment should perform and how the various parts relate to the specific assignment in order to reach a practical solution for repairing the problem. Guidelines in the form of written manuals exist for most situations. Additionally, verbal instructions are given from supervisory personnel. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where most may be correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact the pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel website.
For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- June 30, 2015
Updated and removed the purpose of contact.
- Effective July 1, 1999
LTC consolidation study changed class codes and titles and minor revisions to class concept. Draft published 3/31/1999 and proposed 5/24/1999.
- Effective September 1, 1993
Job Evaluation System Revision project. Published proposed 6/1/1993.
- Revised December 1, 1986
Changed class code, relationship, nature of work, entrance requirements on Planner/Estimator (A4876X).
- Created December 1, 1986
Supervising Planner/Estimator (A4878X).
- Created July 1, 1977
Planner/Estimator (A4876X).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Project Planner I | Operational | Patterned | Individual Contributor |
| Project Planner II | Operational | Patterned | Unit Supervisor |
Minimum Qualifications
Valid as of: November 7, 2023
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Project Planner I | D9E1XX |
| Project Planner II | D9E2XX |
PROJECT PLANNER I (D9E1XX)
Experience Only:
Five (5) years of relevant experience in an occupation related to the work assigned to this position.
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to five (5) years.
PROJECT PLANNER II (D9E2XX)
Experience Only:
Six (6) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to six (6) years.
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- Nov. 7, 2023 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- July 1, 2018 (D9E1TX changed to D9E1XX)
Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO.
- Sept. 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Standardized language regarding education and experience requirements
- Removed language referring to specific experience from MQs. (ex: “..., which included one year of planning/cost estimating work.”) Specific experience requirements can be outlined in the job announcement as supported by job analysis
- Removed language referring to specific experience from substitutions. (ex: “..., but not the required planning/cost estimating experience.”) Specific experience requirements can be outlined in the job announcement as supported by job analysis