Definition
Provides supervisory management of an organizational segment that constitutes a bureau within the Department of Transportation; plans and develops goals and procedures to implement policies and vision set at a higher level of management; performs related work as required.
Work Examples
Supervises and evaluates the work of subordinates; recommends personnel actions related to selection, disciplinary procedures, performance, leaves, grievances, work schedules, and assignments; administers personnel policies and procedures.
Collaborates with other Department of Transportation leaders on operational problems that influence agency management/organization and serves as a resource person in evaluating and recommending solutions to problems, both financial and administrative.
Directs Department of Transportation program operations through subordinate managers; selects or participates with considerable weight in the selection of subordinate managers and key program employees; represents management in dealing with employee grievances/complaints and other matters pertaining to employment relations.
Establishes policies/procedures for improving coordination among subordinate managers and operational control measures to obtain information and data required for decision-making.
Establishes plans/procedures to ensure that subordinate managers follow through with various government-wide programs (e.g., equal employment opportunity, career development, performance appraisals, etc.) to achieve the equitable treatment of employees.
Develops/maintains effective working relationships with a broad spectrum of key officials outside of the immediate organization to generate executive, legislative, and related support for management decisions on program priorities/goals.
Develops/maintains effective working relationships with other bureau, division, and district staff to ensure compliance with Federal and State requirements.
Develops/maintains effective working relationships with Federal Highway Admiration and Transportation Commission on transportation issues.
Resolves a broad spectrum of general administration problems not covered by precedent or established policies.
Reports on program accomplishments and justifies program changes; provides authoritative advice on matters of key importance to agency goals, programs, and mission.
Represents management in dealing with employee grievances, complaints, and other matters pertaining to employment relations.
Competencies Required
- Administration and Management – Business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- Personnel and Human Resources – Principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Law and Government – Laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
- English Language – The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
- Mathematics – Arithmetic, algebra, geometry, calculus, statistics, and their applications.
Administration – Plan, organize, control, and effectively direct the work of assigned staff.
Written Expression – Communicate information and ideas in writing so others will understand.
Speech Clarity – Speak clearly so others can understand.
Speech Recognition – Identify and understand the speech of another person.
Deductive Reasoning – Apply general rules to specific problems to produce answers that make sense.
Inductive Reasoning – Combine pieces of information to form general rules or conclusions.
Information Ordering – Arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
Problem Sensitivity – Tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Monitoring – Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Critical Thinking – Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Reading Comprehension – Understanding written sentences and paragraphs in work related documents.
Speaking – Talking to others to convey information effectively.
Writing – Communicating effectively in writing as appropriate for the needs of the audience.
Negotiation – Bringing others together and trying to reconcile differences.
Active Learning – Understanding the implications of new information for both current and future problem-solving and decision-making.
Judgment and Decision Making – Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Service Orientation – Actively looking for ways to help people.
Complex Problem Solving – Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Minimum Qualification Requirements
Applicants must meet at least one of the following minimum requirements to qualify for positions in this job classification:
Graduation from an accredited four-year college or university with a degree in any field, and experience equal to six and one-half years of full-time management-level work in finance, human resources, engineering, law, data processing, or program research or evaluation.
Ten and one-half years of full-time management-level work experience in finance, human resources, engineering, law, data processing, or program research or evaluation.
All of the following (a and b):
Six and one-half years of full-time management-level work experience in finance, human resources, engineering, law, data processing, or program research or evaluation; and
A combination of a total of four years of education and full-time experience (as described in part a), where thirty semester hours of accredited college or university course work in any field equals one year of full-time experience. Graduation from the Iowa Certified Public Manager Program is also equivalent to one year of full-time experience or education.
All of the following (a, b, and c):
Four and one-half years of full-time management-level work experience in finance, human resources, engineering, law, regulation, data processing, or program research or evaluation; and
A combination of a total of four years of education and full-time experience (as described in part a), where thirty semester hours of accredited college or university course work in any field equals one year of full-time experience; and
A combination of a total of two years of graduate-level education and full-time experience (as described in part a), where twenty-four semester hours of accredited graduate college or university course work in a public-service-related area (e.g., public or business administration, social work, law, education, engineering) equals one year of full-time experience. Graduation from the Iowa Certified Public Manager Program is also equivalent to one year of full-time experience or education.
Current, continuous experience in the state executive branch that includes two years of full-time work as a Public Service Manager 1.
Effective date: 01/25 KC