Pension Program Manager Series

California State Personnel Board Specification

Series established January 19, 2000

Scope

This series specification describes three levels performing supervisory and managerial assignments used within the State Teachers' Retirement System (CalSTRS). Positions in these classes are assigned responsibilities for program and policy development and�implementation, as well as supervisory and administrative responsibilities concerned with the effective implementation of retirement laws, rules, regulations, and policies.

Definition of Series

Incumbents in these classes perform one or more of the following: ensure that benefit programs are administered consistent with Federal and State laws and regulations; develop long-and short-range goals and objectives for program areas; provide expertise and advice to departmental staff regarding benefit programs; develop and maintain performance requirements and annual work plans; develop and monitor the program budget; direct the selection, training, and development of employees; project program workload staffing, equipment, and training requirements; direct systems analysis to achieve greater program efficiency; review recommendations from staff on the most complex and sensitive decisions; prepare the most sensitive correspondence to members, employers, and teacher organizations; provide direction on studies and projects; direct the preparation of legislative proposals; plan and implement new legislation, board rules, and policy changes; formulate policies and program alternatives; confer with top management, legislators, and other State officers on program policies and operation; represent the CalSTRS at meetings and conferences of education administrators and member organizations; appear before a court of law to�testify on behalf of CalSTRS; report before the Teachers' Retirement Board in matters related to program functions; and do other related work.

Factors Affecting Position Allocation

Variety, complexity, and sensitivity of duties; independence of action and decision-making authority; responsibility for program development; level of impact of decision; responsibility for recommending or making decisions affecting member benefits or service; importance and consequence of interdepartmental, interagency, governmental, and public relationships; specialized technical expertise required; and the degree and extent of supervision received and exercised. Allocations to levels within this series parallel allocations in other management classes having similar level of responsibilities. Size and supervision of staff should not be an absolute criterion in allocating positions.

Definition of Levels

Pension Program Manager I

This is the first supervisory level in the series. Positions at this level supervise a technical/professional staff engaged in the processing of benefits and services to members and/or clients. Using the following criteria may also identify positions allocated to this level:

1. Supervision of a technical/professional staff with responsibility for an identifiably more complex and sensitive program.

2. Responsibility for project(s) of a relatively smaller scale budget and program sensitivity. However, the project must be mission critical and impact a large portion of the program processes, resulting in potential impact to member benefits and/or how members/clients are served.

3. This is the superjourney technical level expert. Incumbents are assigned the most complex day-to-day assignments in the division and work directly with the Division Chief. Initial allocation is approved on an exceptional basis by the Chief Executive Officer.

Pension Program Manager II

This is the second supervisory level of this series. Incumbents may directly supervise Pension Program Managers I and/or Pension Program Supervisors, as well as professional level analysts.

The following criteria identifies positions allocated to this level:

1. Incumbents are direct line supervisors over Pension Program Managers�I and/or Pension Program Supervisors and professional level analysts performing a complex activity associated with the overall goals and objectives of the division.

2. Incumbents oversee and direct the day-to-day operations of the division. The incumbents are responsible for the overall production goals and objectives of the division.

3. Incumbents are recognized as qualified subject-matter experts and, as such, are required to testify as such in mediation or court proceedings.

Pension Program Manager III

The position manages a division with subordinate supervisors at the Pension Program Manager II and/or Pension Program Manager I level and Pension Program Supervisor level. The incumbent is a member of CalSTRS Management Committee Team, charged with the responsibility to develop the Department's strategic plan, annual Business Plan, and overall goals and objectives for the division.

Minimum Qualifications

All Levels:

The following education is required when non-State service is used to qualify. Equivalent to graduation from college. (Additional qualifying experience may be substituted for the required education on a year-for-year basis.)

Pension Program Manager I

Either I

Experience: One year of experience in the State Teachers' Retirement System performing the duties equivalent to an Associate Pension Program Analyst or Pension Program Supervisor.

Or II

Experience: Three years of progressively responsible technical administrative experience involving difficult interpretation and application of retirement laws and regulations, at least one year of which must have been in a full journeyperson technical capacity in a retirement, social security, or health benefit field. (Experience in the California state service applied toward this requirement must include one year performing the duties of a class with a level of responsibility not less than that of an Associate Pension Program Analyst.)

Pension Program Manager II

Either I

Experience: One year of experience in the State Teachers' Retirement System performing the duties equivalent to a Pension Program Manager I that performs pension program related duties.

Or II

Experience: Two years of experience in the State Teachers' Retirement System performing the duties of a Pension Program Supervisor.

Or III

Experience: Four years of progressively responsible technical administrative experience involving difficult interpretation and application of retirement laws and regulations, at least one year of which must have been in a supervisory capacity in a retirement, social security, or health benefit field. (Experience in the California state service applied toward this requirement must include one year performing the duties of a class with a level of responsibility not less than that of a Pension Program Manager I.)

Pension Program Manager III

Either I

Experience: One year of experience in the State Teachers' Retirement System performing the duties equivalent to a Pension Program Manager II that performs pension program related duties.

Or II

Experience: Two years of experience in the State Teachers' Retirement System performing the duties equivalent to a Pension Program Manager I that performs pension program related duties.

Or III

Experience: Five years of progressively responsible technical administrative experience involving difficult interpretation and application of retirement laws and regulations, at least two years of which must have been in a supervisory capacity in the retirement, social security, or health benefits fields. (Experience in the California state service applied toward this requirement must include two years performing the duties of a class with a level of responsibility not less than that of a Pension Program Manager II.)

Knowledge, Abilities, and Competencies

All Levels:

Knowledge of: Provisions and application of the retirement laws administered by the State Teachers' Retirement System; legislative process; research methods; principles of organization, administration, and program management; budgetary preparation and control; principles and practices of staff development, training, and supervision; a manager's/supervisor's responsibility for promoting equal opportunity in hiring and employee development and promotion, and for maintaining a work environment that is free of discrimination and harassment.

Ability to: Successfully identify and analyze problems and retirement trends; communicate effectively; express succinct, well-organized facts�and ideas; make logical and well-informed decisions; effectively deal with pressure and ambiguity in the workplace; find solutions to complex problems; apply creative and innovative solutions to problems; demonstrate leadership skills; encourage and facilitate cooperation, teamwork, and pride; build trust; manage and resolve conflicts; anticipate potential challenges or opportunities; negotiate mutually acceptable solutions; actively participate as a member of the management�team; develop and implement the Department's mission, vision,�and strategic planning and its implementation; impart departmental/branch/division mission, vision, goals, and objectives to staff and others; formulate policies and procedures for Department benefit programs and their operations; plan, organize, and supervise the�implementation of the provisions of law, legal opinions, court decisions, and departmental policies; evaluate program performance and effectiveness; anticipate changes and ensure staff are trained to meet changing business needs; establish and maintain cooperative working relationships; appear before interested groups to explain member benefits and CalSTRS' operations and procedures; manage all available resources to ensure effective program delivery; establish and maintain project priorities; effectively supervise a staff of professional subordinates; use effective selection methods; establish performance standards; conduct timely and accurate performance reviews and feedback; take corrective action when problems arise; effectively promote equal opportunity in employment and maintain a work environment that is free�of discrimination and harassment; maintain effective employee relations and fulfil the Ralph C. Dills Act requirements.

Competencies: Models high standards of honesty, integrity, trust, and ethical behavior; demonstrates openness to change and new information; sensitive to cultural diversity in the workplace; recognizes the importance of meeting customer needs; exhibits a commitment to improving services and effectiveness; recognizes own strengths and weaknesses; adapts leadership style to a variety of situations.

Class History