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, 2020
This class series uses five levels in the Physical Science and Engineering Occupational Group and describes technical assignments in telecommunications. These positions provide technical expertise, training, and support for telephone, radio, microwave, fiber optics, and data communication transmission systems and equipment. The work involves installing, maintaining, troubleshooting, and repairing telecommunications equipment and systems, using hand tools and software and hardware testing instruments and techniques.
TELCOMMUNICATIONS INTERN I6A1IX
Concept of Class
This class describes the entry level. Work is designed to train positions for a higher level in the class series. Although tasks are similar to those of the first-working level, assignments are structured and performed with direction and assistance from others. Positions carry out established work processes and operations by learning to apply and follow procedures, techniques, rules, and regulations. Once training has been completed, the position is to be moved to the next level. Positions should not remain in this class indefinitely.
TELECOMMUNICATIONS SPECIALIST I I6A2XX
Concept of Class
This class describes the first-working level. Positions at this level install, operate, troubleshoot, and repair telecommunications equipment. The work entails monitoring telecommunication system performance and responding to reports of trouble related to telecommunication systems and equipment. Positions provide technical support in isolating and resolving telecommunications problems and issues. Positions operate necessary test equipment and maintain tools and supplies.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation. For example, positions follow established procedures and checklists in repairing equipment.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study technical telecommunications problem information to determine what it means and how it fits together in order to get practical solutions in the form of operations or repairs to failures. Guidelines in the form of technical repair manuals exist for most situations. 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 all are correct but one is better than another depending on the given circumstances of the situation. For example, positions select the most appropriate replacement equipment from available inventory.
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.
TELECOMMUNICATIONS SPECIALIST II I6A3XX
Concept of Class
This class describes the fully-operational level. In addition to the work described by the lower levels, positions in this level decide when and how installation and repair actions will occur. The work includes a variety of telecommunications activities. Positions are expected to use judgment in selecting or creating solutions to unusual problems or faults. The work entails modifications to existing equipment or installation of new equipment. This class differs from the Telecommunications Specialist I in the Decision Making factor only.
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 decide what modifications are made and how the equipment will be installed.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study technical drawings or fault isolation data to determine what it means and how it fits together in order to get practical solutions in the form of modifications or installations of equipment. Guidelines in the form of technical repair manuals or design drawings exist for most situations. 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 all are correct but one is better than another depending on the given circumstances of the situation. For example, positions choose the appropriate project design based on building codes and equipment 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.
TELECOMMUNICATIONS SPECIALIST III I6A4XX
Concept of Class
This class describes the work leader or staff authority level. In addition to the work described by the previous class, positions at this level have work leader responsibilities over others. This may include assigning work, evaluating the quality of work performed, instructing and training on new equipment, or advising on equipment faults. This class also describes those positions functioning as agency authorities on a subject matter where managers and peers rely on the position for expert advice and consultation. This class differs from the Telecommunications Specialist II class in the Line/Staff Authority factor only.
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 decide what modifications are made and how the equipment will be installed.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study technical drawings or fault isolation data to determine what it means and how it fits together in order to get practical solutions in the form of modifications or installations of equipment. Guidelines in the form of technical repair manuals or design drawings exist for most situations. 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 all are correct but one is better than another depending on the given circumstances of the situation. For example, positions choose the appropriate project design based on building codes and equipment specifications.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a work leader or staff authority. The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and work flow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The staff authority is a pacesetter who has a unique level of technical expertise in a field or profession that, as part of the assignment, is critical to the success of an agency. It is an essential component of the work assignment that has been delegated by management to the position. This authority directly influences management decisions within an agency. For example, management relies on such a position when making decisions regarding the direction that policy or a program should take in the staff authority's field of expertise. Managers and peers recognize and seek this level of technical guidance and direction regarding the application of a program or system within the agency or to its clients.
TELECOMMUNICATIONS SPECIALIST IV I6A5XX
Concept of Class
This class describes the supervisory level. Positions at this level have responsibility for establishing installation, maintenance, or operating processes used by others. The work also includes responsibility for decisions which affect the pay, status, or tenure of others. This class differs from the Telecommunications Specialist III in the Decision Making factor and possibly in the Line/Staff Authority factor.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the process level, as described here. Within limits set by professional standards, the agency's available technology and resources, and program objectives and regulations established by a higher management level, choices
involve determining the process, including designing the set of operations. For example, positions decide operations on obtaining parts or equipment, levels of service, preventative maintenance practices, and/or training provided to customers. The general pattern, program, or system exists but must be individualized. This individualization requires analysis of data that is complicated. Analysis is breaking the problem or case into parts, examining these parts, and reaching conclusions that result in processes. This examination requires the application of known and established theory, principles, conceptual models, professional standards, and precedents in order to determine their relationship to the problem. For example, positions apply professional standards to project designs and installation of telecommunications equipment. New processes or objectives require approval of higher management or the agency with authority and accountability for the program or system.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study designs, program requirements, or equipment technical specification information to determine what it means and how it fits together in order to get practical solutions in the form of work processes or support services to state agencies. Guidelines in the form of allocated budgets, purchase requests, and industry standards exist for most situations. 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 all are 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, a work leader, or a staff authority. 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.
OR
The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and work flow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The staff authority is a pacesetter who has a unique level of technical expertise in a field or profession that, as part of the assignment, is critical to the success of an agency. It is an essential component of the work assignment that has been delegated by management to the position. This authority directly influences management decisions within an agency. For example, management relies on such a position when making decisions regarding the direction that policy or a program should take in the staff authority's field of expertise. Managers and peers recognize and seek this level of technical guidance and direction regarding the application of a program or system within the agency or to its clients.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel web site.
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, 2020
Created. System Maintenance Study. Deconsolidated Telecommunications from Electronics Specialist.
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Telecommunications Intern | Not Applicable | Not Applicable | Not Applicable |
| Telecommunications Specialist I | Defined | Patterned | Individual Contributor |
| Telecommunications Specialist II | Operational | Patterned | Individual Contributor |
| Telecommunications Specialist III | Operational | Patterned | Work Leader or Staff Authority |
| Telecommunications Specialist IV | Process | Patterned | Unit Supervisor, Work Leader, or Staff Authority |
Minimum Qualifications
Valid as of: March 8, 2024
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Telecommunications Intern | I6A1IX |
| Telecommunications Specialist I | I6A2XX |
| Telecommunications Specialist II | I6A3XX |
| Telecommunications Specialist III | I6A4XX |
| Telecommunications Specialist IV | I6A5XX |
TELECOMMUNICATIONS INTERN (I6A1IX)
Experience Only:
None.
OR
Education and Experience:
None.
TELECOMMUNICATIONS SPECIALIST I (I6A2XX)
Experience Only:
One (1) year 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 one (1) year.
TELECOMMUNICATIONS SPECIALIST II (I6A3XX)
Experience Only:
Two (2) 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 two (2) years.
TELECOMMUNICATIONS SPECIALIST III (I6A4XX)
Experience Only:
Three (3) 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 three (3) years.
TELECOMMUNICATIONS SPECIALIST IV (I6A5XX)
Experience Only:
Four (4) 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 four (4) years.
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- March 8, 2024 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- July 1, 2020 (Whole Document)
- New Class Description created from the 2019 system maintenance study
- New format