PLANNER III4256C1 Pay Grade: 31 DEFINITION OF WORK Summary This is specialized, administrative work managing and directing a major planning unit within an agency. Work involves managing a unit which includes formulating work plans, developing and recommending policies, preparing budgets, and coordinating the work of the unit with other units, bureaus, divisions and private planning agencies. Speaks before officials and community groups involved in planning grants and projects. Work also includes providing technical direction to subordinate staff and assisting subordinates in conducting projects. Standard Classification Factors Supervision Received - Level D: "Under general direction…" Employees at this level are usually in charge of a large and important organizational unit. They plan and carry out assignments with little supervision. They report regularly to a superior, usually by means of occasional conferences, to discuss work progress or new problems which require advice from above. This designation will pertain to classes with a high order of independence. Difficulty - LEVEL D: Unusual… The type of position which requires the exercise of unusual managerial, administrative, or scientific skill often involving several unrelated activities, frequent decisions, meeting of deadlines, negotiations with other high level functionaries, and planning, organizing, developing and coordinating large scale work projects requiring an unusual amount of concentration and analytic ability or unusually difficult engineering or scientific research or development or both. Complexity - LEVEL E: Work is of a highly diverse and/or complex nature characterized by a broad range of activities and frequently changing conditions, situations and problems. Considerable analytical thought is necessary for interpreting a variety of factors, problems and alternatives for methods and procedures. Work requires the origination of ideas, techniques and programs for solving technical problems or complicated situations. Workers at this level exercise a high degree of responsibility for independent judgment and may participate in major program changes or policy decisions. Work may be reviewed by occasional conferences or reports to superiors. When guidelines exist at this level, they are normally characterized by regulations, policies or complex technical manuals. Consequence of Actions or Decisions - LEVEL D: Consequences of actions or decisions at this level are significant as the work may be rarely if ever reviewed, making errors difficult to detect. Errors may cause major program failure or a high degree of confusion. Injuries to others due to errors are serious or incapacitating or both and costs due to errors are substantial. Contacts - LEVEL D: The purpose of the contact is to justify, defend, negotiate, persuade or interrogate to settle matters, maintain good will, gain cooperation or reach compromises when the information is controversial or the individuals or groups have strong differences of opinions or diverse viewpoints. Extensive use of communication techniques and well developed communication skills are required for dealing with others. Physical Demands - LEVEL B: The work requires light physical exertion. The employee may be required to perform handling activities with lightweight or easily moved items (e.g. books, file folders, boxes of office supplies, small machine parts, etc.); perform moving activities for brief periods; operate light equipment; perform repetitive motions for brief periods; confined to a work area. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL D: Involves administrative supervision responsibility. As a "first line supervisor", the primary responsibility involves scheduling, supervising and evaluating employees who perform the same or similar work. Responsible for recommending hiring and disciplinary actions to a higher level of authority. As a "project manager" may direct the activities of project leaders to develop plans and criteria and to evaluate progress and results for one or more projects. Distinguishing Features Differs from the Planner II class in which the incumbents do not have administrative and supervisory responsibilities. Differs from the Research Analyst V class in which the incumbents administer research programs involving a wide range of activities. EXAMPLES OF WORK PERFORMED Plans and schedules the projects assigned to the unit; develops timetables and other project goals or standards, and ensures they are met. Develops and recommends to upper management new or revised policies pertaining to the functions of the units and departments; prepares and submits budget requests to ensure accomplishment of the mission. Coordinates the work of the unit with that of other units, bureaus, divisions or local government planning agencies; meets with representatives of these units to resolve problems or develop linkages between these disparate groups or to interface activities and integrate plans that would support operations or programs. Represents the planning unit at various official public meetings and hearings; speaks to community or local government groups on topics relating to planning projects, federal grants, or related areas. Directs the work of subordinate engineers, planners, other professionals, or technicians in conducting activities required for the planning process; provides technical advice on conducting planning projects; supervises the preparation of various surveys and makes final determination on recommendations drawn from data. Prepares Title VI documentation of metropolitan areas including the analysis of pertinent federal and state legislation. Administers or coordinates the implementation of overall plans with officials of industries, counties, municipalities, or other federal or state government or private units. Coordinates plan development workshops and assists state and local officials with training programs. Prepares reports and briefings on the development stages of the planning projects and on activities of the staff for federal and state officials. REQUIRED KNOWLEDGE. ABILITIES AND SKILLS Knowledge Knowledge of the department's organization, policies and procedures. *Knowledge of the principles and objectives of planning and analysis. *Knowledge of the techniques and procedures involved in the collection, validation, analysis, and projection of planning data. *Knowledge of statistical sampling and analysis methods. Knowledge of the techniques used in electronic data processing. *Knowledge of demographic, socio-economic and land use surveying methods and analytical techniques. *Knowledge of the principles and techniques of supervision and administration. Abilities *Ability to plan, direct and supervise diversified staff activities. *Ability to express ideas clearly and concisely in oral, written, and graphic form. *Ability to analyze and compile technical data into clear, concise reports. *Ability to establish and maintain effective working relationships. *Ability to supervise. *Necessary at Entry MINIMUM REQUIREMENTS: Three years of experience in urban/regional planning. Education may be substituted for experience as determined relevant by the agency. Necessary Special Requirements:
NC: 06/94 |