Career Executive Assignment (CEA) (7500) - CalHR

Career Executive Assignment (CEA)

There is no class specification for CEA, class code 7500. The following Civil Service Status Requirement and Minimum Qualifications are based on the August 8, 1979 Board Calendar, related Government Code and California Code of Regulations, and the State Personnel Board Selection Manual, Section 5650:

 

Civil Service Status Requirement and Minimum Qualifications

Applicants must have permanent California state civil service status (except that Legislative employees who meet the criteria in Government Code Section 18990 or Executive Branch exempt employees who meet the criteria in Government Code Section 18992 may also compete in CEA examinations), and satisfy the generic minimum qualifications, i.e., ability to perform high administrative and policy-influencing functions effectively. Such overall ability requires possession of most of the following more specific knowledge and abilities:

 
(a) Knowledge of the organization and functions of California State Government including the organization and practices of the Legislature and the Executive Branch; principles, practices, and trends of public administration, organization, and management; techniques of organizing and motivating groups; program development and evaluation; methods of administrative problem solving; principles and practices of policy formulation and development; personnel management techniques; the department's or agency's Affirmative Action Program objectives; and a manager's role in the Affirmative Action Program.
 
(b) Ability to plan, organize, and direct the work of multidisciplinary professional and administrative staff; analyze administrative policies, organization, procedures, and practices; integrate the activities of a diverse program to attain common goals; gain the confidence and support of top level administrators and advise them on a wide range of administrative matters; develop cooperative working relationships with representatives of all levels of government, the public, and the Legislative and Executive Branches; analyze complex problems and recommend effective courses of action; prepare and review reports; and effectively contribute to the department's or agency's affirmative action objectives.
 
These knowledge and abilities are expected to be obtained from the following kinds of experience (experience may have been paid or volunteer; in State service, other government settings, or in a private organization):
 
CEA Level 1. Supervisory/administrative experience in a line or staff activity, including the execution and/or evaluation of program policies.
 
CEA Levels 2 and 3. Broad administrative or program manager experience with substantial participation in the formulation, operation, and/or evaluation of program policies.
 
CEA Levels 4 and 5. Extensive managerial and program administrative experience which has included substantial responsibility for a combination of management functions such as program planning; policy formulation; organization coordination and control; and fiscal and personnel management.
 
Where high technical professional qualifications are of primary importance in performing the duties of a given CEA position, then the above required experience may have been in a staff capacity exercising professional skills to influence and contribute to program, policy, and methods of providing those professional services. Primary examples are medical doctors and attorneys.
 

Description of Desirable Qualifications (if any):

When examining for either a group of positions or a single position, "Desirable Qualifications" (DQs) should be developed and listed on the bulletin. The purpose of the DQs is to provide the department with a means of evaluating competitors, as well as providing competitors with a means of determining their own relative competitiveness. They also serve as a quide for competitors to provide appropriate information on applications.
 

CEA Levels Criteria

The pay level of a CEA is determined by DPA based on the following criteria.
 

CEA 1

1A SMALLEST/SMALL DEPARTMENT
  •  DIVISION CHIEF with a program of AVERAGE responsibility and complexity.
1B MODERATE, LARGE DEPARTMENT
  •  PROGRAM MANAGER with FULL management and supervisory responsibility for a SPECIALIZED function.
1C MODERATE, LARGE DEPARTMENT
  • High level STAFF SPECIALIST with AVERAGE coordinating or program planning responsibility.
 

CEA 2

2Q SMALLEST DEPARTMENT
  •  CHIEF DEPUTY DIRECTOR in one of the smallest departments with SIGNIFICANT responsibility for policy formulation and line operations.
2B SMALLEST/SMALL DEPARTMENT
  •  DEPUTY DIRECTOR with responsibility for a SIGNIFICANT program.
2A MODERATE or LARGE or AGENCY
  •  DEPUTY DIRECTOR with MORE LIMITED LEVEL DEPARTMENT program responsibility.
2E SMALLEST or SMALL DEPARTMENT
  •  DIVISION CHIEF with SIGNIFICANT program responsibility.
2F MODERATE DEPARTMENT
  •  DIVISION CHIEF with responsibility for a SIGNIFICANT TECHNICAL program.
2D LARGE DEPARTMENT
  •  DIVISION CHIEF with responsibility for a program of AVERAGE responsibility and complexity.
2C AGENCY LEVEL DEPARTMENT
  •  DIVISION CHIEF with MORE LIMITED program responsibilities.
2I MODERATE DEPARTMENT
  •  PROGRAM MANAGER with a function of AVERAGE responsibility and complexity.
2H LARGE or LARGEST DEPARTMENT
  •  PROGRAM MANAGER with a CRITICAL program of LIMITED scope.
2G AGENCY LEVEL DEPARTMENT
  •  PROGRAM MANAGER with MORE LIMITED program responsibilities.
2K MODERATE or LARGE or AGENCY
  •  High level STAFF SPECIALIST with MAJOR LEVEL DEPARTMENT coordinating or program planning responsibility.

CEA 3

3A SMALLEST DEPARTMENT
  •  CHIEF DEPUTY DIRECTOR with a SIGNIFICANT role in formulation of policy and in the management of LINE operations.
3B SMALL DEPARTMENT
  •  CHIEF DEPUTY DIRECTOR who is a member of the executive staff with LIMITED responsibility for LINE operations.
3D SMALLEST or SMALL DEPARTMENT
  •  DEPUTY DIRECTOR with responsibility for the department's PRIMARY MISSION.
3C MODERATE or LARGE or AGENCY LEVEL DEPARTMENT
  • DEPUTY DIRECTOR with a MORE LIMITED program scope, responsibility, or impact.
3F MODERATE or LARGE or AGENCY
  •  DIVISION CHIEF with SIGNIFICANT program LEVEL DEPARTMENT responsibility.
3G LARGEST DEPARTMENT
  •  DIVISION CHIEF with a MORE LIMITED scope of program responsibility.
3J MODERATE DEPARTMENT
  •  PROGRAM MANAGER with SIGNIFICANT responsibility for a highly TECHNICAL program, e.g., education or engineering.
3I LARGEST DEPARTMENT
  • PROGRAM MANAGER with a SIGNIFICANT program responsibility.
3K AGENCY LEVEL DEPARTMENT
  •  High level LEGAL STAFF SPECIALIST with MAJOR coordinating and program planning responsibility.
3H SMALL LEGAL PROGRAM
  •  DEPUTY DIRECTOR/DIVISION CHIEF with responsibility for a SMALL LEGAL program.

CEA 4

4A SMALLEST or SMALL DEPARTMENT
  • DIRECTOR with a highly SPECIALIZED mission.
4B SMALL or MODERATE DEPARTMENT
  •  CHIEF DEPUTY DIRECTOR with a SIGNIFICANT role in formulation of policy and in the management of LINE operations.
4D MODERATE DEPARTMENT
  •  DEPUTY DIRECTOR with responsibility for the department's PRIMARY program.
4C LARGE or AGENCY LEVEL DEPARTMENT
  • DEPUTY DIRECTOR with policy and program responsibility of SIGNIFICANT scope, complexity, or sensitivity.
4F MODERATE DEPARTMENT
  • DIVISION CHIEF with responsibility for a highly TECHNICAL program, e.g., engineering or education.
4E LARGEST DEPARTMENT
  • DIVISION CHIEF with SIGNIFICANT program responsibility.

CEA 5

5A SMALL DEPARTMENT
  •  DIRECTOR with policy and program responsibilities of SIGNIFICANT scope, complexity, or sensitivity.
5B LARGE DEPARTMENT
  •  CHIEF DEPUTY DIRECTOR
5C LARGEST DEPARTMENT
  •  DEPUTY DIRECTOR in one of the largest departments with responsibility for a SIGNIFICANT program.
5D AGENCY LEVEL DEPARTMENT
  •  DEPUTY DIRECTOR with responsibility for the Department's primary mission.
 

Chief Administrative Officer Allocation Standards

CEA 1

1D SMALLEST DEPARTMENT
  •  CAO who has charge of MOST administrative services as well as a MAJOR segment of a (OR ENTIRE) LINE program, reporting to the Director or Chief Deputy Director.
1E SMALL DEPARTMENT
  •  CAO who has responsibility for a FULL range of administrative services, administering the functions through lower-level administrators, and reporting to a Chief Deputy Director or Director.

CEA 2

2N SMALL
  •  CAO who has charge of a FULL range of administrative services as well as a MAJOR segment of the (OR ENTIRE) LINE program, reporting to the Director or Chief Deputy.
2M MODERATE DEPARTMENT
  •  CAO who has charge of the MAJOR portion but not the full range of administrative functions.
2L LARGE DEPARTMENT
  •  CAO who reports to a Chief of Administrative Services, and has responsibility for MOST administrative functions of MAJOR consequence, administering the functions through subordinate managers.
2J LARGEST DEPARTMENT
  • CAO who reports to an institution or region head, and who is one of a small management team (4 or less) who are responsible for all program and administrative functions of the institution or region.

CEA 3

3N SMALL to MODERATE DEPARTMENT
  •  CAO who has charge of a FULL range of administrative services as well as a MAJOR segment of the (OR ENTIRE) LINE program, reporting to a Director or Chief Deputy Director AND where the Director is fully committed to making ALL departmentwide major policy decisions by majority vote of the executive staff of which the incumbent is a member.
3M MODERATE DEPARTMENT
  •  CAO who has charge of the FULL range of administrative functions and has SIGNIFICANT departmental policy influence.
3L LARGE DEPARTMENT
  •  CAO who has charge of a FULL range of administrative functions of MAJOR consequence, administering these functions through subordinate managers.

CEA 4

4G LARGE DEPARTMENT
  •  CAO who has charge of a FULL range of administrative functions of MAJOR consequence, administering these functions through subordinate line managers, and is responsible for a MAJOR segment of (OR ENTIRE) LINE program.
4H LARGEST DEPARTMENT
  •  CAO who has charge of the FULL range of administrative functions.
 
 

Allocation Standards for CEA Levels 2 and 3 when Used by an Agency

CEA 2

2S ASSISTANT TO THE SECRETARY
Positions at this level typically function as advisors to the Agency Secretary in the formulation and implementation of Agency programs and policies. Incumbents have functional responsibility for programs such as the coordination of resources planning, project evaluation, departmental information programs, or legislative liaison activities within the Agency.
 
1. Acts as STAFF ASSISTANT to the Agency Secretary in the management and coordination of a MAJOR AGENCY PROGRAM OR PROGRAMS.
 
2. Serves as a TECHNICAL RESOURCE PERSON to the Agency Secretary for a MAJOR AGENCY GOAL or for an AGENCY FUNCTION such as public relations, legislation, or budgets.
 
3. Serves as an AGENCY TROUBLE-SHOOTER, identifying problem areas in specific Agency programs crossing departmental lines and involving interdisciplinary functions and policies.
 
4. Serves as a LIAISON PERSON between the Agency office and other State agencies, the Executive Branch, and other governmental and private agencies.
 
5. Serves as a GENERAL LIAISON PERSON between the Agency Secretary and one or more of the Agency's operating departments.
 
6. Represents the Secretary and Chief Deputy Secretary before various committees, boards, commissions, legislative committees, and other civic and governmental organizations.
 

CEA 3

3S ASSISTANT SECRETARY
Positions at this level typically serve as members of the Secretary's top advisory team. As such, incumbents are full participating members of the Secretary's management group and provide direct input on all Agency decisions. Incumbents may serve as lead persons over other Agency staff members and/or act with full authority as Agency Secretary in the absence of the Secretary or his/her Chief Deputy.
 
1. Acts as a full participating member of the Secretary's decision-making team. Typically provides input on all sensitive and complex Agency decisions.
 
2. Acts as STAFF ASSISTANT to the Agency Secretary in the management and coordination of MAJOR AGENCY PROGRAMS which cross departmental lines and involve interdisciplinary functions and policies. Typically, incumbents have contacts with departmental directors and other high-level personnel in the Executive Branch and other State agencies.
 
3. Serves as a STATEWIDE COORDINATOR of a MAJOR program which is HIGHLY SENSITIVE and COMPLEX, such as energy conservation and planning or employer-employee relations. Typically, such assignments include serving as the Secretary or Governor's personal representative to high-level boards or commissions.
 
4. Represents the Secretary and Chief Deputy Secretary at Cabinet, sub-Cabinet, and the Legislature.
 
5. May act as a LEAD PERSON over one or more Assistant to the Secretary positions and other Agency technical staff while performing as chief coordinator of a program critical to the mission of the Agency.
 
6. May act with full authority to commit all or a significant part of an Agency's resources in the absence of the Agency Secretary and Chief Deputy.
 
7. Represents the Secretary, Chief Deputy, and/or the State of California on the highest level committees, boards, commissions, and before other civic and governmental organizations. Typically, such representation constitutes full membership and participation in all policy decision making. 


Updated 6/20/2012