The Department of General Services employees are impacted by the 2012 Personal Leave Program (PLP 2012) which provides for one day a month of leave through June 2013. The salary reduction from the base salary rates above is 4.62%.
The Department of General Services’ (DGS) Core Values are key to the success of the Department’s Mission to “Deliver results by providing timely, cost-effective services and products that support our customers.” DGS expects its Managers and Supervisors to adhere to the DGS Core Values of Integrity, Accountability, Communication, Excellence, Innovation and Teamwork. Our Supervisors and Managers will provide leadership consistent with and promote these values.
SELECTION CRITERIA - The selection criteria will be in the following order:
• SROA/Surplus eligibles will be considered prior to other recruitment methods.
• Transfers or reinstatements may be considered. Consideration may be given to applicants who are on a DGS employment list or on another department’s employment list. Transfer of list eligibility must meet the criteria to transfer the eligibility from the other department’s employment list to DGS’ employment list.
• Applications will be evaluated based on eligibility and desirable qualifications and interviews may be scheduled.
This position is responsible for the DGS’s acquisition, policy analysis and technical support activities and policy development and implementation. The PSS has a staff of three Staff Services Managers I’s and an additional 24 staff. Additionally, this position provides direction to supervisors and staff throughout DGS on acquisition issues affecting DGS.
Policy and Program Evaluation
As a member of the OBAS Executive Team consisting of the Office and Section Chiefs, the incumbent has section wide responsibility for managing practices within OBAS in order to support the Department, Division and Office mission, program goals and objectives utilizing a variety of management techniques.
• Administers and resolves complex policies and operational problems involving administrative issues and procedures
• Facilitates the development of immediate and long-range plans for providing and monitoring acquisition services to DGS programs
• Provides overall management and direction of all non-information technology procurement activities
• Provides recommendations to DGS for implementing legislation by reviewing proposed legislation to determine impact on PSS operations.
• Provides overall administrative guidance and assistance to the OBAS Office Chief as it relates to the acquisition of non-IT goods and services.
Policy and Program Evaluation (continued)
In order to meet program goals and objectives, manages and coordinates the daily operation of multiple organization units by providing direction, guidance, and leadership to subordinate staff, in accordance with DGS policies, procedures, MOUs and processes:
• Provides overall management and direction of various human resources activities and issues involving the DGS Administration Division ( i.e. recruitment, retention, labor relations, constructive intervention/adverse actions, workers’ compensation, reasonable accommodation, training and upward mobility).
• Provides overall management and direction of all administrative activities (records management, operations policy and procedures, merit award, reportable issues, legislation, and equipment inventory).
• Provides program direction in the areas of information technology to develop policies and procedures for statewide implementation of and the administration of ABMS as it applies to purchasing.
• Develops long range goals and strategies for PSS in the areas of information technology to ensure the Section keeps pace with new technologies related to facility management.
• Provides overall management and direction of occupational health and safety, and environmental programs.
• Establishes short and long term organizational goals, objectives, policies and procedures for all subject areas; monitors and evaluates effectiveness and efficiencies and makes subsequent changes required for improvement.
• Plans, manages, directs, and assigns projects and review work accomplishments based on knowledge of department-wide goals, objectives, and priorities. This includes identifying key issues, developing and comparing alternatives, and selecting and defining solutions using relevant facts and details
• Prepares and directs the preparation of the most difficult and sensitive reports, correspondence of presentation to or for the Office Chief, Deputy Director, Executive Management, external entities, and control agencies. Respond to Legislative and special projects related to the PSS
• Meets, confers, and negotiates with departmental Chiefs, Executive Management, and staff regarding the needs and/or issues within their program related to services provided by the PSS.
• Consults with key staff regarding the development, implementation, and ongoing operation of new or revised programs.
• Meets and negotiates with other State agency managers, federal and local government agencies, and the private sector on the most difficult and sensitive PSS subject matters.
As a member of the OBAS Executive Team, the incumbent has section wide responsibility for developing, and implementing policies, standards, procedures, strategies, and practices within OBAS in order to support the Department, Division and Office mission, program goals and objectives utilizing a variety of management techniques.
• Oversees the development and implementation of new procedures and policies
• Establishes Section fiscal policies to administer PSS budget
• Establishes Section policies and procedures in the areas of human resources, labor relations, workers’ compensation, purchasing, health and safety, and systems technology
• Establishes occupational and environmental health and safety policies, standards, procedures, strategies, and practices within PSS.
In order to supervise staff in accordance with DPA and SPB laws and rules, Bargaining Unit Agreements guidelines, DGS policies and guidelines and Worker’s Compensation and CalOSHA guidelines:
• Evaluates performance and provides training using DGS appraisal forms.
• Prepares written performance evaluations using probationary reports and Individual Development Plans under established timelines.
• Provides injured employee(s) with the Employee’s Claim For Worker’s Compensation Benefits (SCIF 3301) and completes the SCIF Occupational Injury Report (SCIF 3067).
• Follows departmental Return to Work and Bargaining Unit Agreement guidelines for the purpose of returning employees to full duty.
• Encourages staff participation in departmental training for upward mobility purposes.
• Takes corrective action to improve performance following the Department’s Constructive Intervention process.
In order to maintain an accurate reporting to the SCO for issuance of correct payroll warrants of subordinate staff’s time or accurate reporting to the OFS for the billing of services for clients through the use of the Project Accounting & Leave (PAL) system in accordance with DGS policies and guidelines, MOU provision and SPB and DPA laws and rules.
• Grants or denies subordinate staff request for time off or requests to work overtime.
• Ensures subordinate staff has sufficient leave credits available for the leave requested.
• Approves PAL entries for subordinate staff on dock or AWOL on or before the designated SCO semi-monthly or monthly payroll cut-off date (to ensure the correct issuance of an SCO warrant for pay day).
• Approves or disapproves PAL entries for subordinate staff within three working days after the completion of the pay period (to ensure the correct issuance of an SCO warrant that is returned to SCO for late dock, issuance of correct overtime pay due to an employee, and/or proper billing to clients for services rendered).
Knowledge of: Principles, practices, and trends of public and business administration, including management and supportive staff services such as budget, personnel, management analysis, planning, program evaluation, or related areas; principles and practices of employee supervision, development, and training; program management; formal and informal aspects of the legislative process; the administration and department's goals and policies; governmental functions and organization at the State and local level; department's Equal Employment Opportunity objectives; and a manager's role in the Equal Employment Opportunity Program and the processes available to meet equal employment opportunity objectives.
Ability to: Reason logically and creatively and utilize a variety of analytical techniques to resolve complex governmental and managerial problems; develop and evaluate alternatives; analyze data and present ideas and information effectively both orally and in writing; consult with and advise administrators or other interested parties on a wide variety of subject-matter areas; gain and maintain the confidence and cooperation of those contacted during the course of work; review and edit written reports, utilize interdisciplinary teams effectively in the conduct of studies; manage a complex Staff Services program; establish and maintain project priorities; develop and effectively utilize all available resources; and effectively contribute to the department's equal employment opportunity objectives.
SPECIAL PERSONAL CHARACTERISTICS:
Demonstrated ability to act independently, open-mindedness, flexibility, and tact.
Knowledge of the State Contracting Manuals (SCM), Volume 1, 2 and 3; possess strong organizational skills; excellent oral and written communication skills; ability to make prompt and sound decisions; ability to foster a supportive team environment for subordinate managers and employees; flexibility and willingness to deal with change and thrive in any environment
Familiarity and sensitivity to the priorities, missions and goals of the Administration, Department, Office and Section and the ability to apply the asset management program needed to accomplish them; ability to recognize and appropriately advise management on potential politically sensitive issues; demonstrated experience in evaluating and developing alternatives to resolve complex managerial problems with the highest level of interpersonal and negotiating skills.
• Experience in developing, planning, organizing and directing the work of a multidisciplinary professional, technical and administrative staff.
• Experience in developing and implementing department and/or statewide policy.
• Experience in managing a complex budget.
• Experience in building operations and maintenance.
WORK ENVIRONMENT, PHYSICAL OR MENTAL ABILITIES REQUIRED TO PERFORM DUTIES:
• Requires ability to communicate confidently and courteously with people of different backgrounds, ethnic origins, and personality types and at various levels of responsibility within state government.
• Requires travel to various regions of the state on frequent basis.
• Walking and climbing stairs at building locations to inspect sites and determine services needed.
• Formal presentations with good communication skills.
• Requires ability to effectively manage stress and meet deadlines.
If you are not a current or former State employee, you must first take an examination to obtain list eligibility. This does not apply to Student Assistant vacancies.
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The State of California is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.