State Human Resource Analyst I (#MACL01)
$41,255.00 Yearly Min / $51,569.00 Yearly Mid / $61,883.00 Yearly Max

State Human Resource Analyst II (#MACL02)
$46,714.00 Yearly Min / $58,393.00 Yearly Mid / $70,072.00 Yearly Max

State Human Resource Analyst III (#MACL03)
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$56,286.00 Yearly Min / $70,358.00 Yearly Mid / $84,430.00 Yearly Max

State Human Resource Analyst IV (#MACL04)
$59,894.00 Yearly Min / $74,867.00 Yearly Mid / $89,840.00 Yearly Max

State Human Resource Supervisor (#MACL05)
$63,733.00 Yearly Min / $79,666.00 Yearly Mid / $95,599.00 Yearly Max

State Human Resource Manager I (#MACL06)
$67,818.00 Yearly Min / $84,773.00 Yearly Mid / $101,728.00 Yearly Max

State Human Resource Manager II (#MACL07)
$72,166.00 Yearly Min / $90,207.00 Yearly Mid / $108,248.00 Yearly Max

State Human Resource Administrator (#MACL08)
$81,714.00 Yearly Min / $102,143.00 Yearly Mid / $122,572.00 Yearly Max

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Description of Occupational Work

State Human Resource Analysts perform analytical and consultative work that supports the development, management and implementation of one or more of the following human resource functions at the State level: classification, compensation, talent acquisition, employee relations, pension, benefits, training and organization development, human resources technology, and diversity and inclusion. State level encompasses or impacts operations of Agencies across all branches of State Government, and may also include pensioners, schools, counties and municipalities.

Analytical and consultative work performed by employees in this class series is characterized by the application of human resource management theories, principles and models to support the administration of human resource functions at the State level; as well as the use of knowledge, discretion, consultation, innovative thinking, problem solving and independent judgment to provide technical guidance and resolve challenges with broad ramifications, while ensuring appropriate and consistent interpretation of and compliance with laws, rules, regulations, standards, policies and procedures. Employees research and analyze a variety of data and information, and review best practices, precedents, or changes, to make recommendations. Core human resource competencies utilized by this class series vary by functional area and may include human resource expertise, business acumen, consultation, critical thinking, problem solving, evaluation, communication, performance management, employee development, cultural awareness, leadership, and relationship management. Employees in this class series must maintain confidentiality for all human resource related services.

Note: The career ladder incorporates State Human Resource Analyst levels I, II III and IV; therefore, all positions allocated into the State Human Resource Analyst career ladder are classified at the IV level (highest level in the career ladder). The State Human Resource Analyst I level is to provide entry for hiring new employees into the class series but does not preclude hiring new employees at higher levels. To implement the career ladder, current employees are assigned to the level for which they meet job requirements and promotional standards. Advancement of employees through the career ladder is dependent on operational needs and distribution of work.

The State Human Resource Supervisor, State Human Resource Manager I, State Human Resource Manager II, and State Human Resource Administrator, although not part of the career ladder, provide competitive opportunity for movement of employees

Essential Functions

Professional human resource work is characterized by the application of human resource theories, principles and models to support the administration of human resource functions; as well as the use of knowledge, discretion, consultation and independent judgment in applying and/or interpreting human resource laws, rules, regulations, standards, policies and procedures to address a variety of human resource activities, challenges, issues and assignments. Work often involves review, evaluation, consultation, and recommendations of specific courses of action to be taken, through collaboration with employees, supervisors, managers, and others, and in compliance with human resource laws, rules, regulations, standards, policies and procedures.

Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are descriptive and not restrictive, employees can complete job duties of a similar kind not specifically listed.

Provides technical guidance, policy and procedure interpretation, eligibility determination, consultation and recommendations to employees, applicants, management, human resource staff, vendors, or others in the assigned human resource function(s).

Interprets, explains and ensures compliance with state and federal laws, rules, regulations, standards, policies and procedures.

Analyzes and evaluates requests, inquiries, challenges or practices; makes determinations and defines solutions, options and alternative action as appropriate that ensure equity and/or appropriate and consistent interpretation of laws, rules, regulations, standards, policies and procedures.

Anticipates broad implications of actions/recommendations and defends recommendations and decisions.

Conducts research which includes collecting, analyzing and interpreting a variety of data and reports from multiple sources, obtaining and clarifying information, verifying accuracy and troubleshooting discrepancies, reviewing precedents and past decisions, and presenting findings.

Conducts special reviews, studies and/or projects and presents findings.

Prepares and analyzes a variety of statistical and narrative reports and may calculate and report on data.

Uses automated information systems and computer software to research, review, evaluate, and report on human resource data; and may perform quality reviews of data in systems.

Participates in meetings, conference calls and/or presentations.

May develop job aids, forms, or communications for area of expertise.

May research, design, facilitate and/or evaluate effectiveness of service delivery; and may contact outside parties such as vendors, contractors or other entities to gather data and resolve inquiries or issues.

Communicates and interacts effectively with people across cultures, ranges of ability, genders, ethnicities, ages, and races.

Performs other related duties as required.

Levels of Work

The level of work in this series progresses based on an employee’s independence, size and scope of responsibilities, complexity of duties, decisions made, and required experience.

State Human Resource Analyst I

This is entry level professional human resource analysis and consultation that supports the development, management and implementation of one or more human resource function(s) at the State level. Employees perform the full range of Essential Functions, completing routine work under close supervision, and gain technical expertise in how the assigned human resource function is administered throughout State Government.

Receives close supervision from a State Human Resource Supervisor or higher; the supervisor provides specific instructions on all assignments, and frequent and detailed review of progress, accuracy, and quality of work. Supervisory advice or assistance is readily available.
Provides technical guidance, consultation and recommendations on requests, inquiries, challenges or practices that are typically less complex and limited in scope.
Learns methods of research, analysis, and available resources, and how to determine impacts based on findings.
Participates in limited reviews, studies and/or less complex projects.
Assignments require the interpretation of a variety of laws, rules, regulations, standards, policies and procedures consistent with established standards.
Seeks guidance from higher level human resource staff on work that is outside a range of specified, acceptable procedures, standards, alternatives and practices.
Communicates effectively with employees, applicants, management, human resource staff, vendors, or others, to gather, evaluate, and provide information.

State Human Resources Analyst II

This is intermediate level professional human resource analysis and consultation that supports the development, management and implementation of one or more human resource function(s) at the State level. In addition to work performed by the State Human Resource Analyst I level, employees perform increasingly complex work with a greater degree of independence under general supervision and are well-versed in the assigned human resource function(s).

Receives general supervision from a State Human Resource Supervisor or higher; the supervisor provides general direction on all assignments, and regular review of progress, accuracy, and quality of work. Supervisory advice or assistance is provided as needed.
Provides technical guidance, consultation and recommendations on requests, inquiries, challenges or practices that are more complex than work performed at the previous level.
Independently conducts research and analysis, determines impacts and presents relevant information to ensure supervisors/managers are informed on status, challenges and concerns.
Participates in complex reviews, studies and/or projects and may lead a less complex review, study and/or project.
May lead paraprofessional, professional or administrative support staff by assigning, monitoring, and reviewing work and providing on-the-job training, guidance, and direction.
Communicates effectively with employees, applicants, management, human resource staff, vendors, or others, to gather and evaluate information, and to provide recommendations, guidance and direction.

State Human Resource Analyst III

This is advanced level professional human resource analysis and consultation that supports the development, management and implementation of one or more human resource function(s) at the State level. In addition to work performed by the State Human Resource Analyst II level, employees independently perform complex work with minimal supervision, and serve as lead and/or point of contact for assigned State Agencies and/or assigned program or operational area.

Receives minimal supervision from a State Human Resource Supervisor or higher; the supervisor defines objectives, priorities, and deadlines and assists the employee with unusual situations.
Provides technical guidance, consultation, and recommendations on a variety of requests, inquiries, challenges or practices that have a broad impact, span all branches of government and may involve opposing viewpoints, multiple laws, rules and regulations and a range of possible solutions that contribute to complexity.
Researches, analyzes and resolves complex or sensitive challenges, determines impacts and presents results to employees, supervisors, agency human resource staff, management and/or others.
Leads processes, reviews, studies and/or projects that have statewide impact.
Leads meetings, conference calls and/or presentations.
Assigns, monitors, and reviews the work of paraprofessional, professional or administrative support staff and provides on-the-job training, guidance, and direction.
May supervise one merit full time position, casual/seasonal and/or contractual staff.
May review and make recommendations on appeals.
Communicates effectively with employees, applicants, management, human resource staff, vendors, or others, to provide education/training on unfamiliar concepts, facilitate meetings/committees and to identify and resolve challenges, needs and complaints.

State Human Resource Analyst IV

This is expert level professional human resource analysis and consultation that supports the development, management and implementation of one or more human resource function(s) at the State level. In addition to work performed by the State Human Resource Analyst III level, employees perform the most complex work requiring the highest level of technical expertise in the assigned human resource function(s).

Receives minimal supervision from a State Human Resource Supervisor or higher; the supervisor defines objectives, priorities, and deadlines and assists the employee with unusual situations.
Serves as acknowledged expert (non-managerial) by management, peers and others, providing technical guidance, consultation, and recommendations on the most complex requests, inquiries, challenges or practices that may have not been encountered before, requiring complex interpretation of state and federal laws, rules, regulations, standards, policies and procedures, and considering past decisions and precedents.
Directly influences management decisions and direction in assigned human resource function(s).
Interprets research findings to identify challenges or areas of inconsistency that impact other human resource functions throughout State Government. Makes recommendations to management based on findings.
Participates in analyzing new or revised state and federal laws, rules and regulations and assists with implementing changes.
Communicates effectively with employees, applicants, management, human resource staff, vendors, or others, to explain complex recommendations, influence management decisions, and to identify and resolve the most complex challenges, needs and complaints.

State Human Resource Supervisor

This is the supervisory level of professional human resource analysis and consultation that supports the development, management and implementation of one or more human resource function(s) at the State level. In addition to work performed by the State Human Resource Analyst IV level, employees perform supervisory work independently; research and resolve escalated human resource requests, inquiries and challenges as well as ensure proper training and development of human resource staff.

Receives general direction and guidance from a State Human Resource Manager I or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and supervises daily operations.
Supervises two or more merit full time positions, at least one of which must be in this State Human Resource series. The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion.
Develops staff by assigning increasingly complex work, ensuring completion of continuing education and training, and that staff are up to date on policies and procedures impacting assigned human resource function.
Oversees research, analysis and recommendations, ensuring equity and/or appropriate and consistent interpretation of laws, rules, regulations, standards, policies and procedures.
Coordinates the completion of multiple studies, reviews and/or projects including those that are complex and sensitive; determines timelines/goals.
Analyzes and evaluates operations to identify challenges and make recommendations such as implementing new/revised internal procedures or rules to facilitate effectiveness; oversees the implementation of such changes.
Conducts regular staff meetings to ensure deadlines and performance measures are met, monitors workflow to adjust priorities.
May participate in committees or workgroups.
Communicates effectively with employees, applicants, management, human resource staff, vendors, or others, to ensure compliance and efficiency of human resource function(s) supervised and to identify and resolve complex or unusual challenges.

State Human Resource Manager I

This is the first management level of professional human resource analysis and consultation that supports the development, management and implementation of one or more human resource function(s) at the State level. This level is distinguished from previous levels by assisting with the overall administration of a human resource function OR by managing complex program(s) or operational area(s). Work includes overseeing and coordinating statewide activities, making decisions and serving as recognized Subject Matter Expert, with significant input at the strategic policy level. Due to complexity of technical work managed, supervision of two or more merit full time positions is not a requirement of this level.

Receives general direction and guidance from a State Human Resource Manager II or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and manages operations.
Assumes full authority for all human resource activities in the absence of direct supervisor, makes decisions and recommendations in assigned area that impact operations statewide, and submits those requiring signature.
Represents the State as a Subject Matter Expert at meetings, presentations, proceedings and/or committees and provides education to others on current and revised laws, rules, regulations, standards, policies, procedures, and best practices, as well as past precedents and determinations.
Analyzes data and other research to identify needs and areas of improvement and makes recommendations to leadership on new or revised programs, services and/or operations; communicates changes with stakeholders.
Participates in the development, management and implementation of strategic initiatives, policies and procedures.
Develops and maintains procedures, forms or other communications; provides education and training to agencies and others to ensure understanding and compliance.
Participates in Request for Information (RFI)/Requests for Proposal (RFP) meetings and other work groups to identify key project goals/needs and to ensure projects move to timely completion.
May supervise two or more merit full time positions. The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion.
May administer budgets and/or contracts for human resource function.
Communicates effectively with agency staff, other state agencies and others outside state government, to make decisions on complex challenges and to provide policy direction as well as technical guidance on the proper interpretation of laws, rules, regulations, standards, policies and procedures. Serves as State representative/advocate in meetings and presentations.

State Human Resource Manager II

This is the second management level of professional human resource analysis and consultation that engages in the development, management and implementation of a human resource function(s) at the State level. This level is distinguished from previous levels by assisting with the overall administration of multiple human resource functions OR by managing a major section/unit with multiple, complex programs or operational areas that are significant to the successful administration of an entire human resource function. This level manages functions, programs or operations through supervisory and/or management staff that directly report into this class.

Receives general direction and guidance from a State Human Resource Administrator or higher in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and manages operations.
Assumes full authority for all human resource activities in the absence of direct supervisor.
Supervises two or more merit full time positions, at least one of which must be at the supervisor and/or manager level of this State Human Resource series. The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion.
Reviews recommendations for and implements changes to programs, services and/or operations and communicates changes to stakeholders.
Monitors the application of laws, rules, regulations, standards, policies and procedures by agencies and others and recommends changes to improve compliance and effectiveness.
Implements training, performance and process improvements that foster quality and consistency.
May analyze new or revised state and federal laws, rules and regulations and assess impacts on assigned area.
Develops reports and may participate in the development and management of databases or automated information systems to meet analytical needs.
Communicates effectively with agency staff, other state agencies and others outside state government, to make decisions on complex challenges and to provide policy direction as well as technical guidance on the proper interpretation of laws, rules, regulations, standards, policies and procedures. Serves as State representative/advocate in meetings and presentations.

State Human Resource Administrator

This is the administrative level of professional human resource analysis and consultation responsible for developing, managing and implementing a human resource function at the State level. This level is distinguished from previous levels by administering an entire human resource function through management position(s) that directly report into this class. Work includes establishing short and long-term goals and objectives, as well as best practices to maximize resources, effectiveness and compliance. Employees at this level serve as the recognized top technical expert for a human resource function for the State of Delaware. This level manages a human resource function through management staff that directly report into this class.

Receives general direction and guidance from an appointed official in terms of broad goals and objectives; employee establishes the methods for achieving goals and objectives and administers operations.
Oversees and directs research, analysis and recommendations made by staff, makes decisions and exceptions for the assigned human resource functions and submits those requiring signature.
Supervises two or more merit full time positions, at least one of which must be at the manager level of this State Human Resource series. The elements of supervision include performing the following on a regular and continuing basis: planning, assigning, reviewing, evaluating, coaching, training, disciplining, and recommending hire, termination, and promotion.
Develops methods for evaluating the effectiveness and compliance of a human resource function; evaluates fiscal and operational impact of human resource decisions.
Provides daily technical expertise, recommendations and strategic direction on sensitive topics to leadership and other high-level officials on complex challenges, advising on major policy issues; responsible for communications and change management.
Reviews new or revised state and federal laws, rules and regulations, determines impacts and implements changes to assigned human resource function.
Collaborates with peers to identify challenges that impact other human resource functions statewide; recommends solutions and strategies to improve consistency.
Oversees and develops processes, special studies and/or projects, meets legally binding deadlines, and manages project resources including the development and management of RFIs and RFPs.
Oversees and manages a performance appraisal system that drives high performance; mentors and develops staff ensuring ongoing growth and versatility within the profession.
Communicates effectively with agency officials/top management, other state agencies, legislators, and others outside state government, to present recommendations on complex and controversial issues, advise on major policy issues, develop strategic plans and ensure all goals and objectives are met.

Knowledge, Skills and Abilities

The listed knowledge, skills, and abilities give a general indication of the core requirements for all positions in the class series; therefore, the KSAs listed are not exhaustive or necessarily inclusive of the needs of every position in the class

Note: Employees are not required to be proficient in the KSAs listed in this section at entry, but within six months to one year of performing work as described in each level of work.

Knowledge of human resource theories, principles, practices and procedures.
Knowledge of applicable state and federal laws, rules, regulations, standards, policies and procedures.
Knowledge of the organization and operations of agencies within state government.
Knowledge of analytical procedures and techniques used in researching, organizing, and conducting studies.
Knowledge of the principles and practices of project management, process improvement, and change management.
Skill in math computation.
Skill in researching, interpreting and explaining applicable laws, rules, regulations, standards, policies and procedures.
Skill in providing routine technical guidance, consultation and recommendations.
Skill in effective communications, including presenting information both orally and in writing.
Skill in using computer software and automated information systems to research, review, evaluate, and report on data.
Ability to use sound judgment and reach logical conclusions.
Ability to establish and maintain effective working relationships with a variety of people.
Ability to compile, analyze and interpret data.
Ability to prepare statistical and narrative reports.
Ability to complete work in a timely and effective manner.
Ability to maintain confidentiality.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Analyst II requires:

Knowledge of the mission, goals and objectives of the State in assigned area.
Skill in researching, collecting, analyzing and interpreting data to make recommendations.
Skill in researching and organizing information and presenting results.
Skill in conducting studies and projects.
Skill in participating in meetings or conference calls to elicit information.
Skill in evaluating service delivery effectiveness.
Ability to analyze needs, resolve challenges independently and escalate as appropriate.
Ability to conduct impact analysis.
Ability to handle issues and concerns tactfully and thoroughly.
Ability to make clear, consistent and accurate decisions.
Ability to write clear, concise and accurate findings/reports on a variety of data.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Analyst III requires:

Knowledge of emerging trends and best practices in assigned human resource function(s).
Skill in providing complex technical guidance, consultation and recommendations based on best practices and research.
Skill in identifying impacts of decisions statewide.
Skill in ensuring compliance with laws, rules, regulations, standards, policies and procedures.
Skill in leading processes, studies and/or projects with statewide impact.
Skill in leading meetings or conference calls to elicit information.
Ability to defend actions and understand implications of decisions.
Ability to foster collaboration.
Ability to provide training, guidance and direction to professional, paraprofessional, and/or administrative support staff.
Ability to prioritize and complete work with multiple and conflicting priorities.
Ability to deliver information effectively in a variety of formats and settings.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Analyst IV requires:

Knowledge of the history, precedents, nature, scope and objectives of state and federal regulations related to assigned human resource function(s).
Knowledge of policy and procedure development.
Skill in providing technical guidance, consultation and recommendations, requiring subject matter expertise at the State level.
Skill in analyzing and resolving the most complex needs and challenges by applying various methodologies and consulting with other technical experts.
Skill in anticipating and resolving challenges and improving compliance.
Skill in analyzing broad impacts and challenges across State Government and recommending alternatives/solutions.
Skill in leading complex processes, studies and/or projects.
Ability to prepare clear, concise, comprehensive, and informative reports on technical subject matter.
Ability to analyze new and revised laws, rules and regulations to determine impacts.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Supervisor requires:

Knowledge of the principles and practices of supervision.
Knowledge of the principles and practices of organizational planning, coordination and execution.
Skill in overseeing and guiding staff in conducting research, analysis, special studies and recommendations.
Skill in organizing and conducting effective meetings.
Ability to plan, schedule, assign, delegate and monitor the work of a project team.
Ability to apply past practices and experience to resolve escalated challenges and sensitive matters while ensuring consistent technical guidance is given.
Ability to set unit priorities, performance standards and monitor outcomes.
Ability to implement plans and change set forth by management using results-oriented goals for measuring success.
Ability to provide professional development to staff.
Ability to plan and coordinate multiple work assignments and schedules.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Manager I requires:

Knowledge of human resource management.
Knowledge of strategic policy formulation and evaluation.
Knowledge of the state legislative and budget process.
Knowledge of developing short and long range strategic plans.
Skill in developing policies and procedures.
Skill in facilitating meetings or conference calls to elicit information and discuss findings or alternatives.
Skill in analyzing and evaluating operations and performance to make recommendations on improvements.
Skill in managing special studies and projects, and related resources that meet the State's mission, goals and objectives.
Skill in the preparation and presentation of complex technical subject matter.
Ability to resolve conflict and reach consensus.
Ability to anticipate, identify, track and resolve issues and action items.
Ability to recognize and integrate diverse and/or conflicting priorities.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Manager II requires:

Knowledge of policy administration which includes developing, implementing and evaluating policies and procedures.
Knowledge of the methods and techniques of developing, managing and implementing a human resource function, programs or operations at the State level.
Skill in human resource management.
Skill in developing short and long range strategic plans.
Skill in establishing and integrating the goals and objectives of multiple functions.
Skill in resolving the most complex project and program/operational issues.
Skill in making recommendations to improve compliance, efficiency and effectiveness.
Skill in overseeing decisions that ensure equity and/or appropriate and consistent interpretation of laws, rules, regulations, standards, policies and procedures.
Skill in providing professional training and development to staff and agencies.
Ability to effectively manage resources to meet planned objectives and initiatives.

In addition to the above Knowledge, Skills and Abilities, the State Human Resource Administrator requires:

Knowledge of operations management which includes planning, directing, coordinating, controlling and evaluating operations through supervisors.
Skill in administering a human resource function, programs or operations at the State level.
Skill in policy administration which includes developing, implementing and evaluating policies and procedures.
Skill in assessing impacts of state and federal legislated changes on assigned area.
Skill in strategic planning, budgeting, staffing and management of a human resource function in compliance with the State's business operations, mission and objectives.
Skill in developing and conducting the most complex studies and projects.
Skill in establishing performance measures and monitoring performance.
Ability to communicate effectively with state, local and federal agencies, and various elected/appointed officials.
Ability to develop innovative approaches to research, analyze and resolve complex human resource challenges.
Ability to develop consensus and mediate diverse and opposing priorities.
Ability to exercise discretion and independent judgment with respect to matters of significance.
Ability to develop plans and strategies to manage and implement change.

Job Requirements

JOB REQUIREMENTS for State Human Resource Manager II

Applicants must have education, training and/or experience demonstrating competence in each of the following areas:

1. Must possess at least one of the following:

Possession of a Bachelors degree or higher.

Four years of professional human resource experience.

OR

Three years of professional human resource experience AND a Statewide Human Resource Certification or professional human resource certification.

In addition to the above requirement, applicants must meet all of the job requirements below:

2. Two years’ experience in providing subject matter expertise to employees, management or others on inquiries and/or challenges in assigned human resource function(s).
3. Two years’ experience in researching, collecting, analyzing and interpreting data and presenting findings on complex subject matter.
4. Two years’ experience in developing and evaluating human resource policies or procedures.

5. One year of experience in staff supervision which includes planning, assigning, reviewing, and evaluating the work of others.

6. One year of experience in establishing goals, objectives and priorities in accordance with an organization’s overall mission.

Statewide Training Only:

1. Must possess at least one of the following:

Possession of a Bachelors degree or higher.

Four years of professional training experience supporting training management, training administration, employee development, organizational development, or human resource systems.

In addition to the above requirement, applicants must meet all of the job requirements below:

2. One year of experience in training management which includes planning, developing, organizing, coordinating, and implementing training, organizational development, or human resource systems.

3. Two years’ experience in developing and evaluating training and organizational development policies or procedures.

4. Six months’ experience in strategic planning including establishing goals, objectives, and priorities supporting an organization’s overall mission.

5. Six months' experience in budget, grant or contract administration such as developing, monitoring and controlling budgets, grants, or contracts.

6. One year of experience in staff supervision which includes planning, assigning, reviewing, and evaluating the work of others.


CLASS: MACL01	EST: 3/27/2022	REV: 4/23/2024	FORMERLY JOB CLASS: MACB01

CLASS: MACL02	EST: 3/27/2022	REV: 4/23/2024	FORMERLY JOB CLASS: MACB02

CLASS: MACL03	EST: 3/27/2022	REV: 4/23/2024	FORMERLY JOB CLASS: MACB03

CLASS: MACL04	EST: 3/27/2022	REV: 4/24/2024

CLASS: MACL05	EST: 3/27/2022	REV: 4/24/2024

CLASS: MACL06	EST: 3/27/2022	REV: 4/24/2024	FORMERLY JOB CLASS: MACB05

CLASS: MACL07	EST: 3/27/2022	REV: 4/24/2024	FORMERLY JOB CLASS: MACB06

CLASS: MACL08	EST: 3/27/2022	REV: 4/24/2024