Class Description and Minimum Qualifications for H6G - Management
Class Description
Valid as of: July 2016
The Management class exists in the Professional Services Occupational Group and describes professional assignments. Professional work is analytical and evaluative in nature. Decisions require the creative and conceptual application of theory and principles of a professional occupational field. A professional field is one in which knowledge is gained by completion of an advanced course of study resulting in a college degree or equivalent specialized experience. The professional nature of the work and the factors determine the level within the series.
MANAGEMENT
Concept of Class
This class describes the manager. Management positions are responsible for planning, directing, and executing major programs. Work involves recommending, developing, or approving policies that govern a manager’s program areas. A manager is concerned with defining program objectives and coordinating the efforts of organizational components under the manager’s control. Primary accountability is for the attainment of program objectives.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making -- The decisions regularly made are at the programmatic level, as described here. Within limits set by organizational policy, general directives, overall goals and objectives, and allocated resources, choices involve formulating or adjusting programs, specifically program objectives, and allocating human and fiscal resources among constituent programs. This involves independently, and under conditions of uncertainty, determining what has been done, what can be done, proposals for long-term policy, and estimates of what new resources are required. The long-term strategic plans, purposes, and staffing determined by this level require integration with other programs in the overall plan. Program, as used here, is defined by the mission of an agency or division as opposed to a segment or piece of program, such as planning, program evaluation, etc. This level does not describe positions that are applying a program control, led by another agency, which has the authority and accountability for it.
Complexity -- The nature of, and need for, analysis and judgment is strategic, as described here. Positions develop guidelines to implement a program that maintains the agency’s mission. Guidelines do not exist for most situations. In directive situations, positions use judgment and resourcefulness to interpret circumstances in a variety of situations and establish guidelines that direct how a departmental/agency program will be implemented.
Line/Staff Authority -- The direct field of influence the work of a manager has on the organization is at the work leader/staff authority level of this factor or above. Positions are accountable for all aspects of management with human resources being critical because it is how the mission is accomplished.
Entrance Requirements
Minimum entry requirements and general competencies for this class are contained in the class minimum qualifications document.
For purposes of the Americans with Disabilities Act Amendments Act (ADAAA), 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.
- July 1, 2016
Effective 07/01/2016 (SMS) General Professional Study; deconsolidation and abolishment of General Professional series. Management class retained as a stand-alone class.
- January 1, 2013
Effective 01/01/2013 – Establishment of “Amendment S” positions. All positions subject to exemption were removed from the state personnel system by constitutional amendment effective January 1, 2013. Exemptions are based on the duties of the position and not tied to an individual. All new and vacant positions falling within article XII, section 13(2)(a)(XI) and (XII) of the constitution are exempted. The State Personnel Director has determined that persons holding exempt positions other than SES as of December 31, 2012 and who are classified members of the state personnel system on that date shall retain their classified status so long as there is no change in the position’s classification and the person holding the position does not leave the position. If a position’s classification changes based the addition or deletion of duties and responsibilities, and meets the criteria above, the position becomes exempt. If the position is encumbered and the incumbent chooses to remain in the position, that employee will not retain their status as a classified employee under the State Personnel System.
- July 1, 2003
Effective 7/1/03 (TLE). Senior Executive Service (F2A1) class and occupational group abolished. Positions moved into Management (H6G8) class as a result of rules changes. Published proposed 5/6/03.
- July 1, 2001
Effective 7/1/01 (KKF).Management Group Profiles (H6G8-0) consolidated as a result of PS consolidation in 1998. Special evaluation system and questionnaire discontinued. Published proposed 3/20/98 and addendum of 4/10/98.
- February 1, 1997
Effective 2/1/97 (KKF). Correct class codes for change in occupational group of Management Group Profiles (H1N).
- September 1, 1993
Effective 9/1/93 (CVC). Job Evaluation System Redesign Project. Change in format only for Management Group Profile (H1N).
- April 1, 1991
Revised 4/1/91. Management Group Profiles.
- July 1, 1981
Created 7/1/81. Management Group Profiles.
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Management | Programmatic | Strategic | Work Leader/Staff Authority or above |
Minimum Qualifications
Valid as of: February 20, 2024
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Management | H6G8XX |
MANAGEMENT (H6G8XX)
Experience Only:
Ten (10) years of relevant experience in an occupation related to the work assigned to this position, two (2) of which must have included experience with public or business administration, establishing goals and objectives, as well as developing and managing a budget to achieve program goals and objectives
OR
Experience Only:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to ten (10) years, two (2) of which must have included experience with public or business administration, establishing goals and objectives, as well as developing and managing a budget to achieve program goals and objectives
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- Aug. 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Standardized language and made the substitution statements consistent with a year-for-year methodology
- Removed special requirements/qualifications. Special requirements or qualifications can appear as a special qualification in the job posting, if justified in the position description and job analysis.
- Oct. 23, 2017 (Whole Document)
- Made grammatical changes
- Feb. 20, 2024 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative