Generalist Consolidation Frequently Asked Questions

Yes, all classifications identified on the Board Item to be reallocated by board resolution into the new series will be abolished, effective January 1, 2026, or once all incumbents have been reallocated. In addition, the following classifications were approved by SPB to be abolished effective August 11, 2025: Retirement Program Specialist II (Supervisor) (5201), Supervising Communicable Disease Representative (9050), Communicable Disease Manager I (8430), Communicable Disease Representative (9052), and Administrator I, Fair Employment and Housing (9542). The Administrator II, Fair Employment and Housing (9510) classification will be designated Footnote 24 to be abolished upon vacancy. Departments should not make any new appointments to this classification.

This is a transition issue with the website. The information is still cacheable by direct search in the search box. The listing can be found by visiting the Abolished Classification Listing webpage or by typing “Abolished Classification Listing” in the search box.

Updated 511Bs can be found on the Grapevine website on January 1, 2026.

In accordance with board resolution, existing employment lists, other than reemployment lists established for the pre-consolidation classes, shall be used to certify and to fill vacancies in the post-consolidation classes until such lists are abolished, exhausted, or superseded by lists for the post-consolidation classes, and persons on any existing reemployment lists for the pre-consolidation classes shall also be placed on reemployment lists for the post-consolidation classes until expiration of their eligibility on the reemployment lists for the pre-consolidation classes.

The Associate Governmental Program Analyst and Staff Service Manager I, II, and III eligible lists be abolished on December 23, 2025.

Candidates on the Associate Governmental Program Analyst and Staff Services Manager I, II, and III lists must take the new examinations. Candidates who have eligibility on the Staff Services Analyst list will be merged on the new Analyst l list.

Yes. Candidates will receive a notification through their CalCareer account informing them that the current eligible list(s) will be abolished at midnight on December 31, 2025. The notification will also include instructions on how to reestablish eligibility by taking the new examination(s).

Eligible lists for the new Generalist classifications will be available beginning January 1, 2026. However, departments are encouraged to allow an additional 2 to 5 days to ensure a sufficient candidate pool has formed before requesting a certification list.

The Generalist series examinations will establish eligible lists with three ranks.

Yes. The certification list remains valid for 180 days. However, departments must ensure that candidates meet the minimum qualifications under both the current and the revised classification specifications.

Candidates should be appointed to the Associate Governmental Program Analyst and Staff Services Manager I, II, and III classifications prior to January 1, 2026. Beginning on that date, all appointments must be made using the new Generalist classifications.

No changes will be made to the Staff Services Analyst (retitled Analyst I) examination. The examination will be temporarily unavailable from December 22, 2025, through December 31, 2025, to allow for the export of information. For all other classifications within the Generalist series, the new examinations will be available on January 1, 2026

The Associate Governmental Program Analyst and Staff Services Manager I/II/II will be discontinued on December 22, 2025.

No, current employees in the classifications that are being reallocated via board resolution into the new series do not need to take an examination as a result of the consolidation.

Per the board resolution language, each person with civil service status in the pre consolidation classes on January 1, 2026, will be reallocated to and granted the same civil service status without further examination in the post-consolidation classifications. Employees in the SSM I and SSM II classifications will have a title change only and will retain their class codes.

Yes, candidates who obtained eligibility before its discontinuation on the Staff Services Analyst Transfer Exam list can be appointed to the Analyst I classification.

No, if positions are appropriately allocated according to the classification specification, exceptional allocations are not required, and departments do not need to follow the 625 process for use of the Analyst III and IV classifications.

Yes, the Generalist Consolidation team is working on the development of an Allocation Guide for the Analyst and Supervisor/Managerial series. Our goal is to have the Allocation Guide available January 1, 2026.

It is not the intent of the class consolidation to reallocate current SSM I (Specialist) incumbents into the rank and file Analyst series. However, departments should evaluate their needs and assess duties to make a determination. If justified, departments may reclassify positions, only through attrition. However, reallocating positions from the supervisory or managerial levels to the Analyst series is a downgrade as it would result in a loss of status and rights to the employee. As a reminder, Analyst IV allocation should be limited to the most critical departmental positions.

Yes, departments will continue to report any existing exceptionally allocated positions in accordance with department’s Position Allocation Delegation Agreement. As positions may be reallocated, through attrition, the number of exceptional allocations will reduce. Departments will need to ensure duties and responsibilities are appropriately allocated based on the classification specifications. Please contact your PMD consultant to discuss options in those limited instances.

No. The MCRs have become obsolete since 2013 when delegation was implemented. Please refer to your Position Allocation Delegation Agreement for more information.

The Analyst I will continue to be the only deep class of the series. The revised ARC 069 will apply only to the Analyst I classification.

Confidential ranges will be attached to the entire series. Departments should continue to designate positions in accordance with HR Manual Policy Statement 2002 - Confidential Designations.

No. Departments may utilize the resources provided on the Generalist Class Consolidation webpage to develop a communication plan specific to your own department’s needs. For guidance on specific employee impact, departments should work with their departmental Labor Relations Office.

The recording and presentation slides will be available at the Generalist Class Consolidation webpage.

The applicable pay differentials will be updated by January 1, 2026.

The Michaels decision was narrow in scope and did not apply to probationary periods. Therefore, in the scenario described above, the probationary period would be 12 months if the candidate starts on or after January 1, 2026.

Departments will continue to assess their allocation needs based on the HR Manual Policy Statement 1208. If you have specific questions, you may consult with your assigned PMD Consultant. As a reminder, departments must use proper position allocation in order to maintain the integrity of classification plan.

Refer to HR Manual Policy Statement 1208 – Promotions in Place to determine if PIP meets the criteria and is acceptable. For specific situations, departments may reach out to their assigned PMD Consultant Generalist Class Consolidation webpage.

A promotional relationship does not currently exist between the SSM II (Supervisory) and SSM II (Managerial) classifications. This same concept is carried over into the new classifications as they are primarily being retitled with minimal revisions to the new structure.

Currently, this is an inappropriate reporting relationship and will continue to be an inappropriate reporting relationship.

In keeping with Delegation, departments are still required to submit annual organizational charts by January 1, 2026. However, CalHR will accept annual organizational charts with the old titles, providing they continue to be accurate.

The Analyst IV may be supervised by either the Supervisor II, or Manager I level or higher.

Classification Consolidation is an ongoing effort and CalHR has contemplated further phases, but timing and scope has not yet been flushed out.