Class Description for H6P - Park Manager

Class Description

Valid as of: July 1, 2024

This class series uses six levels in the Professional Services Occupational Group and describes work in managing state parks or recreational areas. The general areas of expertise are planning, coordinating, directing, and evaluating services provided in parks. Examples of what recreational services are, but are not limited to, such things as fishing, boating, swimming, camping, picnicking, hiking, climbing, nature/wildlife viewing, and land-use permits for concerts or large gatherings. General duties seen in this occupation include providing or contracting for custodial services and trash collection, safety and regulation enforcement, rescue services, communications for emergencies, concessions, or inter-agency cooperative agreements. Although law enforcement is not the primary purpose of this occupation, by statute CRS 18-1-901, positions have peace officer status with specific authorities found in agency supporting statutes, CRS 33-15-101, and director's delegations.

PARK MANAGER I H6P1XX

Concept of Class

The Park Manager I class describes the entry level. Entry level positions perform tasks that are structured and designed to provide training and experience. Tasks are performed under direct supervision and detailed instruction and guidance is received. Employees in this class learn to apply theories and principles of the field. Positions used for training purposes do not remain at this level indefinitely.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Defined. There is a choice in selecting alternatives that affect the manner and speed of a decision, but there is typically only one correct way to carry out the operation.

Complexity --Prescribed. Applies established, standard processes which cover work situations and alternatives. Chooses the correct action from specific guidelines that permit little deviation or change as tasks are repeated.

Line/Staff Authority --Individual Contributor. The direct field of influence the work of a position has on the organization is as an individual contributor. Positions may explain work processes and train others, serve as a resource or guide by advising others on how to use processes within a system, or serve as a member of a collaborative problem-solving team.

PARK MANAGER II H6P2XX

Concept of Class

The Park Manager II describes the intermediate level. Intermediate positions operate independently in performing assignments that are limited to phases of a fully operational assignment or which may be designed to provide continued training and experience. Work requires determining solutions to practical problems using specified standards and established criteria. Judgment is used to select and apply existing guidelines to solve problems and accomplish the assignment.
This class differs from the Park Manager I class on Decision Making and Complexity.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Operational. In carrying out the process, there is a choice as to what and how operations will be completed. Although limits are set by the specific process, work requires reasoning to produce practical courses of action that are within the guidelines of the process. Decisions are made without prior approval however the focus is still on practical solutions.

Complexity --Patterned. Studies and utilizes information to determine its meaning and identify practical solutions. Although guidelines exist for most situations, this level typically involves multiple choice situations where the guidelines are not as clear.

Line/Staff Authority --Individual Contributor. The direct field of influence the work of a position has on the organization is as an individual contributor. Positions may explain work processes and train others, serve as a resource or guide by advising others on how to use processes within a system, or serve as a member of a collaborative problem-solving team.

PARK MANAGER III H6P3XX

Concept of Class

The Park Manager III class describes the Work Leader or fully operational level:

• Fully operational positions operate independently in performing the full range of tasks. Work requires the use of discretion within the limits of theory and principles of the profession, management’s objectives, laws and regulations, and general systems and guidelines.
• The Work Leader class concept is described below under Line/Staff Authority.

This class differs from the Park Manager II class on Complexity and Line/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Operational. In carrying out the process, there is a choice as to what and how operations will be completed. Although limits are set by the specific process, work requires reasoning to produce practical courses of action that are within the guidelines of the process. Decisions are made without prior approval however the focus is still on practical solutions.

Complexity --Formulative. Evaluates the relevance and importance of theories, concepts and principles, and tailors them to develop a different approach or tactical plan to fit specific circumstances. Guidelines typically exist but are inadequate. Judgment and resourcefulness are needed because guidelines are relevant only through approximations or analogies to fit particular circumstances.

Line/Staff Authority --Work Leader. Partially accountable for the work product of at least two subordinate FTEs. This includes assigning tasks, monitoring workflow, and scheduling work. Work Leaders provide input into supervisory decisions but do not have direct authority for hiring, terminations, or performance management.

OR;

Individual Contributor. The direct field of influence the work of a position has on the organization is as an individual contributor. Positions may explain work processes and train others, serve as a resource or guide by advising others on how to use processes within a system, or serve as a member of a collaborative problem-solving team.

PARK MANAGER IV H6P4XX

Concept of Class

The Park Manager IV class describes a Unit Supervisor or Staff Authority. These class concepts are described below under Line/Staff Authority.

This class differs from the Park Manager III class on Decision Making and Line/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Process. There is a choice in determining the process to accomplish the work. This choice includes designing the set of operations. Limits are set by professional standards, program objectives, and policies established by higher management. Process level decisions are more theoretical in the sense that positions must evaluate and apply theories and models as part of the assignment.

Complexity --Formulative. Evaluates the relevance and importance of theories, concepts and principles, and tailors them to develop a different approach or tactical plan to fit specific circumstances. Guidelines typically exist but are inadequate. Judgment and resourcefulness are needed because guidelines are relevant only through approximations or analogies to fit particular circumstances.

Line/Staff Authority --Unit Supervisor. Positions are accountable, including signature authority, for actions and decisions impacting the pay, status, and tenure of at least three subordinate FTEs. Positions must include providing documentation to support corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions at this level start the hiring process, interview applicants, and recommend hire, promotion, or transfer.

OR;

Staff Authority. Staff Authorities are experts on the application of a program or system in a state agency or to its clients. Positions possess a unique level of knowledge and expertise in a field that is critical to the success of an agency’s objectives.

PARK MANAGER V H6P5XX

Concept of Class

The Park Manager V class describes a Unit Supervisor or Senior Authority. These class concepts are described below under Line/Staff Authority.

This class differs from the Park Manager IV class on Decision Making, Complexity, and Line/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Interpretive. There is a choice in determining the tactical plans to achieve the objectives established by a higher management level. This degree of decision making establishes what is to be done in similar circumstances in the future which includes inventing and changing systems or designing processes, policies and guidelines.

Complexity --Formulative. Evaluates the relevance and importance of theories, concepts and principles, and tailors them to develop a different approach or tactical plan to fit specific circumstances. Guidelines typically exist but are inadequate. Judgment and resourcefulness are needed because guidelines are relevant only through approximations or analogies to fit particular circumstances.

OR;

Strategic. Develops guidelines to implement programs that achieve the agency’s mission. Guidelines do not exist in many or most situations. Judgment and resourcefulness are needed to interpret circumstances in a variety of situations and establish guidelines that direct how agency programs will be implemented.
Line/Staff Authority --Unit Supervisor. Positions are accountable, including signature authority, for actions and decisions impacting the pay, status, and tenure of at least three subordinate FTEs. Positions must include providing documentation to support corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions at this level start the hiring process, interview applicants, and recommend hire, promotion, or transfer.

OR;

Senior Authority. Senior authorities possess a unique level of knowledge and expertise in a field that is critical to the agency’s overall mission. Agency management routinely relies on the essential consultation of the authority before deciding broad, critical program and policy direction.

PARK MANAGER VI H6P6XX

Concept of Class

The Park Manager VI class describes a Manager. This class concept is described below under Line/Staff Authority.

This class differs from the Park Manager V Complexity and Line/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Interpretive. There is a choice in determining the tactical plans to achieve the objectives established by a higher management level. This degree of decision making establishes what is to be done in similar circumstances in the future which includes inventing and changing systems or designing processes, policies and guidelines.

Complexity --Strategic. Develops guidelines to implement programs that achieve the agency’s mission. Guidelines do not exist in many or most situations. Judgment and resourcefulness are needed to interpret circumstances in a variety of situations and establish guidelines that direct how agency programs will be implemented.

Line/Staff Authority --Manager. Accountable for multiple units through the direct supervision of at least two subordinate Unit Supervisors. Positions must include providing documentation to support corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions at this level 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.

July 1, 2024 (Whole Document)

Effective 7/1/24: Class codes, job evaluation factors, and levels updated as a result of the Park and Wildlife Manager system maintenance study.

July/1/18

Effective 7/1/18: Update the Class Code of H6P1TX to H6P1XX per administrative updates.

June 30, 2015

Updated and removed the purpose of contact 6.30.2015

July 1, 1999

Effective 7/1/99 (KKF). Park Manager VII (H6P7) was abolished as vacant. Published as proposed 4/16/99.

Sept. 1, 1998

Revised 9/1/98 (CVC). Changed class codes due to PS Consolidation study.

July 16, 1994

Effective 7/16/94 (DLF). Job Evaluation System Revision project. Published as proposed 5/16/94.

Sept 1, 1993

Effective 9/1/93 (DLF). Job Evaluation System Revision project. Published as proposed 6/1/93.

Feb. 1, 1989

Revised 2/1/89. Changed nature of work and entrance requirements, Park Rangers and Park Managers (A6361-63, 66-68).

July 1, 1982

Revised 7/1/82. Changed grades, relationship, nature of work, and entrance requirements, Park Managers and Senior Park Ranger (A6361-64, 68).

July 2, 1998

Revised 7/2/98 (CVC). Changed class code due to PS Consolidation study.

July 1, 1980

Revised 7/1/80. Changed grade, relationship, nature of work, and entrance requirements, Regional Park Manager and Park Ranger A/B (A6364,66,67).

July 1, 1978

Revised 7/1/78. Changed grades and relationship, Park Managers (A6361-63).

May 1, 1978

Revised 5/1/78. Changed titles, nature of work, and entrance requirements, Park Rangers (A6366-68).

12/1/76

Revised 12/1/76. Changed entrance requirements, Park Managers (A6361-64). Created 1/1/75

Summary of Factor Ratings