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Series established September 29, 1976
In the Employment Development Department, this series specification describes planner classes used to provide policy analyses, alternative plans and recommendations relating to long-range goals, priorities and other pertinent policy considerations.
The Employment Development Planner is an interdisciplinary team member, leader, or individual contributor who participates in long-range normative and�strategic social and employment development planning services and policy analyses.
Employment Development Planners participate in the development and maintenance of a systematic planning process; analyze relevant information such as census data, research and evaluation studies, economic projections, statistical reports, program and policy reports and other related information from primary and secondary sources to determine their impact on current and future programs and policies, and to incorporate relevant factors as a data base for planning activities; work with and use data developed from various sources on the major political, technological, economic and social trends to be able to evaluate the potential long-term impact; coordinate and maintain liaison with Federal, State and local manpower planning groups, Employment Development Department managers and staff, professional organizations, governmental agencies, manpower agencies, community organizations, universities, and interest groups; evaluate existing and proposed manpower systems; assist in the identification of critical policy issues; propose priorities for planning studies; develop and recommend goals and objectives to promote maximum employment and job opportunities for the unemployed, the underemployed and the economically disadvantaged; prepare study report findings; prepare written analyses and develop policy recommendations and alternatives; analyze proposed legislation to determine the impact on goals and objectives; draft the substance of proposed legislation deemed essential to achieve program goals; apply a variety of planning methodologies and techniques to long-range manpower planning; may make presentations to the Legislature; may act as team, conference or task force leader or direct the activities of subordinate staff; and perform other social and employment development planning and policy analysis activities as required.
Entry into this series is typically from related State classifications at a lower level or from comparable professional levels outside State service.
Position allocations to this series are made according to the following criteria: Variety and complexity of assignments; scope and complexity of manpower planning responsibility; independence of action; level of decision-making authority; the incumbents demonstrable effect on major departmental programs; the degree of originality of techniques used; the impact of analysis and recommendations; level of legislative involvement; and supervision exercised.
This is the entry and first working level of the series. Under general supervision, incumbents perform social and employment development planning work and policy analysis of average difficulty and assist in conducting studies related to social and employment development planning.
This is the full journey level. Under direction, incumbents perform the more responsible, varied and complex social and employment development or policy analysis projects, or serve as a team leader on less complex projects.
This is the full supervisory level. Under general direction, incumbents plan, organize and direct the work of a staff conducting comprehensive long-range social and employment development planning and policy analysis projects; this may include team or task force leadership. In a nonsupervisory capacity, may act as an in-house consultant performing the most difficult and complex work which is either critical to the Department's basic mission or of statewide significance.
One year of experience in the California state service performing social or economic planning duties in a class with a level of responsibility equivalent to that of Staff Services Analyst, Range B.
Experience: Two years of increasingly responsible experience in the conduct of planning programs with an emphasis on socioeconomics or employment programs. (Experience in the California state service applied toward this requirement must include one year performing comparable duties in a class with�a level of responsibility equivalent to that of Staff Services Analyst, Range B.)
(A Master's Degree in a Public Policy Analysis, Public Administration or in a general planning curriculum of a related field may be substituted for one year of the general experience.)
Education: Equivalent to graduation from college. (Additional qualifying experience may be substituted for the required education on the basis of one year of experience equal to one year of education.)
One year of experience in the California state service performing the duties of an Employment Development Planner I.
Experience: Three years of increasingly responsible experience in the conduct of planning programs with emphasis on socioeconomics or employment programs. (Experience in the California state service applied toward this requirement must include one year performing comparable duties in a class with a level of responsibility equivalent to Employment Development Planner I.)
(A Master's Degree in Public Analysis, Public Administration or in a closely related planning curriculum may be substituted for one year of the general experience.)
One year of experience in California state service performing the duties of an Employment Development Planner II.
Experience: Four years of increasingly responsible experience in the conduct of planning programs with an emphasis on socioeconomics or employment programs. (Experience in the California state service applied toward this requirement must include one year in a lead or supervisory capacity with responsibility for the development of planning programs, at least one year of which must have�been in a class with a level of responsibility equivalent to Employment Development Planner II.)
Knowledge of: Principles, practices and current trends in Federal or urban-regional socioeconomic and employment development planning; social and economic impacts of manpower planning; principles and practices of policy analyses and long-range planning methodologies and techniques such as future research, econometric data analysis, input-output data analysis, forecasting and projections, needs and resources assessment, alternative scenarios development, Delphi study and cross-impact analysis.
Ability to: Prepare written analyses and develop policy recommendations and alternatives using a variety of planning methodologies and techniques; effectively present controversial matters to individuals and groups; establish and maintain effective and cooperative relations with those contacted in the course of work.
Knowledge of: All of the above, and inter-relations of the functions of Federal, State, regional, county and city governments in socioeconomic and manpower planning programs and activities.
Ability to: All of the above, and review and edit written reports, act in a lead capacity as necessary in an interdisciplinary team.
Knowledge of: All of the above, and techniques of planning, controlling, motivating and organizing the work of others, and principles of personnel management; selecting and evaluating the work of outside consultants; Department's Affirmative Action Program objectives; a manager's role in the Affirmative Action Program and the processes available to meet affirmative action objectives.
Ability to: All of the above, and plan, organize and supervise the work of a professional staff; train staff and motivate subordinates to accomplish organizational goals; effectively contribute to the Department's affirmative action objectives.