Positions in this job family are assigned responsibilities involving identifying developing, analyzing, evaluating and/or improving the effectiveness of processes, systems, policies, procedures, manpower utilization, functions of management, equipment, etc., for the agency. Employees will gather, analyze, and evaluate information regarding the agency and make appropriate recommendations about planned changes and implementation method. In addition, employees may work to ensure stakeholders understand the change initiatives and are prepared to adopt new processes, systems, support structures, etc. Positions in this job family may also act as lead for all levels of change management activities for agency.
The functions within this job family will vary by level, but may include the following:
• Analyzes and evaluates agency structure, procedures, methods and equipment; recommends improvements and changes as necessary to standardize and/or improve operations; creates, develops and maintains an initiative plan for meeting strategic goals.
• Develops and maintains planning procedures for manpower utilization in departments across agency; assist managerial staff with creating and maintaining a uniform and effective workforce operation.
• Develops methods to determine equipment and material requirements to accomplish agency programs; makes recommendations pertaining to equipment improvements, technology architecture, software applications, and/or systems development.
• Analyzes and evaluates proposed agency changes; completes feasibility studies, risk assessments, optimization strategies, etc., before making recommendations to agency leadership.
• Develops and applies structured methodology whereby agency productivity and efficiency can be measured against reasonable standards; establishes methods whereby specific requirements can be determined; uses established standards to determine manpower, equipment, and material requirements.
• Creates and implements change management strategies and plans that maximize employee adoption and usage and minimize resistance; gather change requirements; maintain communication with change stakeholders during process to ensure successful change implementation.
• Maintains communication with operations experts; works with financial section to analyze expenditures in comparison with budget to determine if expenditures are made in line with budgetary and strategic goals.
• Reviews proposed organizational or functional changes involving the establishment, discontinuance, consolidation, transfer or regrouping of sections or subdivisions; determines the effect on existing organizational and management policies and practices; directs further analysis and evaluation; makes appropriate recommendations and provides guidance in implementing approved changes.
KNOWLEDGE, SKILLS, & ABILITIES
Knowledge of organizational functions, methods, and techniques; of basic principles of public and business administration and personnel practices; of governmental procedure, organization and operation; of the change process and change management principles, methodologies, and tools; of project management approaches, tools, and phases of project lifecycles. Ability is required to analyze and solve complex and difficult problems of the organization and business processes and management; to plan and organize management and occupational research projects; to create presentation materials and present technical material in a clear and concise manner, both orally and in writing; and to analyze the relationship of cost to benefit for change initiatives, projects, and programs.
Those identified in level I plus knowledge of supervisory principles and practices. Ability is required to plan, direct, and review the work of others.
This job family consists of two levels which are distinguished by the complexity of work and the responsibility assigned for the leadership of others.
This is the career level of this job family where employees are assigned responsibilities at the full performance level for a full range of work related to the analysis of functions, procedures, systems, policies, etc., within an organization.
This is the leadership level of this job family where employees are assigned responsibilities involving planning, reviewing and organizing the work of employees assigned to the business analysis staff, as well as performing related administrative functions. Employees may submit required reports on change initiative progress, organizational accomplishments or activities, and provide greater assistance to management in implementing approved changes. The main emphasis is on responsibility for the overall business analysis program for the agency or institution.
Education and Experience requirements at this level consist of a bachelor’s degree and three (3) years of professional level experience in business or public administration; or an equivalent combination of education and experience substituting one (1) year of experience for each year of the required degree.
Education and Experience requirements at this level consist of those identified in level 1 plus two (2) years of qualifying experience.
CLASS: E49A; EST: 9/10/2007; REV: 7/2/2012 7:45:00 AM;
CLASS: E49B; EST: 9/10/2007; REV: 7/2/2012 7:45:00 AM;