State of Maryland

A State Retirement Agency (SRA) Database Developer Trainee is the entry level of work and has no experience or training, developing, testing, implementing, and maintaining data driven solutions and supporting technologies. Employees learn to utilize scripting and other programming languages to facilitate agency data persistence as it relates to web applications, system integrations, data workflows and other data operations. Database developers interact with other database developers, database administrators and software engineers. They may also be required to collaborate with stakeholders and contributors on project activities. Employees in this classification do not supervise other positions.

Employees in this classification receive close supervision from an SRA Database Administrator Manager.

Positions in this classification are evaluated using the classification job evaluation methodology, which involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of this classification specification.

The SRA Database Developer Trainee, SRA Database Developer I and SRA Database Developer II are differentiated based on the degree of supervisory control exercised by the supervisor over these employees and the autonomy and complexity of assignments. The SRA Database Developer Trainee performs the duties under close supervision. The SRA Database Developer I performs the duties under close supervision at times, and under general supervision at other times, depending on the complexity of the specific duty being performed. The SRA Database Developer II performs the full range of duties and responsibilities under general supervision.

Learns to design, code, test and document data driven operations;

Learns to generate new or modify existing reports from different types of data stores;

Learns to balance usability, security, maintainability, extensibility, availability, scalability, and portability of data solutions;

Learns to develop understanding and proficiency with intelligent document processing technologies utilized by the agency;

Learns to stay up to date on innovations in data development best practice and technologies to incorporate into new and existing efforts;

Learns to prepare detailed specifications;

Learns to develops conceptual designs and prototypes;

Learns to implement authorization and authentication in new data solutions;

Learns to develops strategies for protecting Personally Identifiable In formation (PII) leveraging best practice and technologies;

Learns to perform cost benefit and feasibility analyses;

Learns to participate in development of Information Technology (IT) policies, security controls, disaster recovery, and standard operating procedures;

Learns to participate in separation of concerns as outlined in SRA policy in terms of code creation, code reviews and deployment;

Learns to performs other related duties.

Knowledge of line-of-business programs, their respective missions, and the role of information technology;

Knowledge of System Development Life Cycle;

Knowledge of computer operating systems, computer networks, hosted and cloud-based solutions;

Knowledge of change management and separation of duties;

Knowledge of relational databases;

Skill in using data development supporting technologies;

Skill in developing in agency core data programming languages;

Skill working with reporting and supporting technologies;

Skill in applying authorization and authentication;

Skill in building and maintaining custom solutions;

Ability to analyze organizational needs, architect business solutions, and monitor/administer systems/software to optimize performance;

Ability to use acquired institutional knowledge to achieve organizational efficiencies;

Ability to troubleshoot data solutions;

Ability to develop software in an agile environment.

Education: Graduation from an accredited high school or possession of a high school equivalency certificate.

Experience: None.

Employees in this classification may be subject to call-in 24 hours a day and, therefore, may be required to provide the employing agency with a telephone number where the employee can be reached. Employees may be furnished with a pager or cell phone.

Applicants for this classification may handle sensitive data. This will require a full scope background investigation prior to appointment. A criminal conviction may be grounds for rejection of the applicant.

Employees may occasionally be required to travel to field locations and must have access to an automobile in the event a state vehicle cannot be provided. Standard mileage allowance will be paid for use of a privately owned vehicle.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies. Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

This is a Skilled Service classification in the State Personnel Management System. All positions in this classification are Skilled Service positions. Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.

This classification is not assigned to a bargaining unit, as indicated by the designation of S (Supervisor), M (Manager), T (Agency Head), U (Board or Commission Member), W (Student), X (Used by Agency or Excluded by Executive Order), or Z (Confidential). As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded collective bargaining. Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.

Employees in this classification are eligible to receive overtime compensation. An employee who works more than the normal workweek is entitled to be compensated for that overtime, as provided by the State Personnel and Pensions Article, Section 8-305.

This classification is one level in a Non-Competitive Promotion (NCP) series. NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance level in a classification series. In order to be noncompetitively promoted to the next level in a NCP series, an employee must: 1) perform the main purpose of the class, as defined by the Nature of Work section of the class specification; 2) receive the type of supervision defined in the class specification and 3) meet the minimum qualifications of the classification.