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Series established September 9, 1999
This series specification describes the Pension Program Analyst and Pension Program Supervisor classes used in the State Teachers' Retirement System (STRS). These classes are used for positions which are assigned program-related analytical and supervisory responsibilities that ensure effective implementation of STRS laws, rules, regulations, and policies.
Incumbents in these classes perform one or more of the following: research, analysis and development of reports, memoranda, and administrative directives on complex system problems; assist in the design, development, testing, and implementation of information system changes; analytical studies; monitor achievement of division goals and objectives; conduct surveys and prepare management reports on a variety of subjects; develop and document procedures for existing and new processes; serve as a resource and team member on cross-function project teams; analyze and approve/disapprove employment contracts; resolve sensitive issues regarding creditable compensation cases; prepare sensitive correspondence regarding the application and compliance with applicable laws and directives; case management of disability allowance, continuing qualifications and vocational rehabilitation benefits; complete staff work on legal cases; testify at administrative and other legal hearings; compile, analyze, and produce statistical reports on program activity; communicate in person, by telephone, or in written form with members, employers, employee organizations, legal representatives, and elected officials; provide technical expertise and training to staff, employers, and field counseling staff; research and prepare issue papers for development of administrative strategies and statewide policies; prepare executive reviews and sensitive correspondence; serve as legislative expert in assigned program area; analyze and monitor proposed legislation; develop implementation plans for new legislation; plan, organize, and direct staff activities to support program objectives; supervise, coach, and develop subordinate staff; ensure quality customer service and effective customer relations; carry out a variety of administrative tasks, including budget; and do other related work.
Entry into this series is primarily from the classes of Pension Program Representative and Management Services Technician.
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.
This is the recruiting, developmental, and first journey level of the series. At the entry level, the incumbent learns the fundamentals of STRS' laws, rules, and policies. As proficiency increases, the incumbent is expected to acquire a thorough knowledge of STRS' laws and policies and perform duties of average complexity and sensitivity. This includes case management, program development, consultation, legislative bill analysis, district compliance review, employer reporting, and other related work. The incumbent may assume lead responsibility over lower-level staff or serve as a team leader. Positions are allocated to this level when the majority of tasks performed do not include the more responsible, varied, and difficult assignments found in the full journeyperson level.
This is the full journey level. Under general direction, the incumbent independently performs the more responsible and complex tasks, including program development, conceptualization of legislative proposals, systems analysis, the review and revision of complex procedures, sensitive public contacts or negotiations with members, beneficiaries, employers or employee groups, and other related work. As a team leader or member, completes special projects that have substantial program or departmental impact. This level has greater independence and greater scope of responsibility and technical expertise than lower-level staff. Projects impact the assigned division, multiple divisions, and/or STRS.
This is the first supervisory level. Under general direction, incumbents plan, organize, and lead the activities of professional, technical, and support staff in assigned program areas; resolve the most difficult or complex program issues; assist in developing and implementing recommendations regarding staff, processes, and procedures; monitor and maintain service levels, serve as consultant to management on issues related to assigned program area; and perform other related work.
Experience applicable to one of the following patterns may be combined on a proportional basis with experience applicable to the other pattern to meet the total experience requirements. Additionally, State experience applied toward the �non-State experience� pattern must be in a class at a level of responsibility at least equivalent to that of one of the classes specified in the promotional State experience pattern.
Experience: Six months of experience performing the duties of a Management Services Technician, Range B.
Experience: One year of experience in the California state service performing the duties of a class at a level of responsibility equivalent to a Pension Program Representative, Range B. and
Education: Twelve semester or 18 quarter units of college courses in English, Public or Business Administration, Accounting, Economics, Statistics, Law, or a closely related field. Department-sponsored/approved courses may be substituted or combined with the college units to meet the total educational requirement.
Education: Equivalent to graduation from college. (Professional level experience may be substituted for the required education on a year-for-year basis for up to two years of the required education.)
Experience: One year of experience in the California state service performing the duties of a class at a level of responsibility equivalent to a Pension Program Analyst, Range C.
Experience: Three years of increasingly responsible professional experience which consisted of the interpretation and application of laws and regulations of the pension fund industry. and
Education: Equivalent to graduation from college. (Additional qualifying experience may be substituted for the required education on a year-for-year basis.) Promotional candidates who are within six months of satisfying the experience requirement for this class will be admitted to the examination but must fully meet the experience requirement before being eligible for appointment.
Knowledge of: Applicable laws, rules, regulations, and policies; the legislative process; research methods; completed staff work; principles and concepts of Continuous Quality Improvement; the team building process.
Ability to: Apply conceptual reasoning; anticipate problems or difficulties; analyze and solve complex problems; anticipate consequences of change; interpret and apply provisions of the STRS' laws, rules, and policies; secure and evaluate facts by interview or correspondence; make sound decisions; gather, analyze data, and draw logical conclusions; effectively manage caseload work; prepare clear, complete, and concise reports; build and maintain effective working relationships with internal and external customers; communicate in English at a level required for successful job performance; work effectively in a team environment; manage the team process (team builder, facilitator, leader, or member); work with others to achieve desired goals; effectively express facts and ideas in individual or group settings; anticipate and meet customer needs.
Knowledge of: All of the above, and principles of project management; systems analysis; strategic, tactical, and organizational planning.
Ability to: All of the above, and carry out assignments without detailed instructions; identify and resolve systemic problems; determine the need for and apply creative thinking to problem solving; conduct analytical studies; monitor and evaluate various projects; effectively write complex reports/projects; effectively represent the Department in formal settings.
Knowledge of: All of the above, and the goals and policies of the Division and STRS; the interrelationship of STRS' programs, systems analysis, planning and program evaluation, procedure development, and project work; quality supervision, employee recognition concepts, performance improvement, team building, and customer service; teamwork tools and methods, such as developing charters, setting ground rules, and brainstorming; principles and practices of program administration and staff support services, including budget and personnel; a 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; principles and practices of the Ralph C. Dills Act.
Ability to: All of the above, and effectively supervise; act as a leader and create a clear vision, set goals and expectations, and encourage initiative at all levels; plan, organize, and evaluate program operations, projects, and the work of others; delegate assignments and empower staff to make independent decisions, as appropriate; effectively utilize and apply technical knowledge and skills; handle the most difficult, complex, and sensitive program responsibilities; develop and utilize all available resources; develop and evaluate alternatives; promote and be accountable for customer satisfaction and quality service; incorporate STRS' vision, mission, and values into everyday work activities and clarify for staff how these concepts apply to their jobs; model high standards of honesty, integrity, trust, and openness; manage and resolve conflict in a positive manner; effectively promote equal opportunity in employment and maintain a work environment that is free of discrimination and harassment; maintain effective employee relations and fulfill the Ralph C. Dills Act requirements.
Demonstrated capacity for development as evidenced by work history, academic attainment, and well-defined occupational or vocational interests; ability to accept increasing responsibility; ability to serve as a mentor in a team environment.
Open-mindedness, flexibility, and tact; commitment to improving services.