In the Department of Corrections under general direction, the Regional Testing Officer directs and supervises the activities of a Regional Testing Center; is responsible for the administration of selection programs for peace officers and medical classes; provides consultation to management regarding the peace officer selection program; manages a variety of staff services activities related to the regional testing program; performs the more responsible, varied and complex technical duties; and does other related work.
Supervises and directs staff involved in the administration of the Department's selection process for various peace officer and medical classes; develops and recommends annual testing plans; schedules and conducts examinations; responds to examination appeals; performs program review and audits to ensure statewide standardization and compliance; and acts as chairperson of qualifying appraisal panels. Acts as the liaison to institutions, parole regions and headquarters staff involved in peace officer recruitment and testing and with staff of other law enforcement selection programs at the Federal, State and local levels. Responds to program inquiries and concerns; performs the necessary budgetary, accounting, procurement and administrative duties required to operate a testing center. Interprets and explains civil services laws, rules, and procedures; trains and supervises subordinate technical and clerical personnel; researches personnel management practices; represents the selection program at meetings and conferences; prepares reports, manuals, and correspondence.
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, provided that the combined qualifying experience totals at least 30 months. Education may not be used to reduce this 30-month limit.
In the California state service, one year of experience performing technical selection-related duties at the level of responsibility equivalent to Staff Services Analyst (Range C).
1. Three years of progressively responsible experience in technical selections work, at least one year of which shall have been with independent responsibility for analyzing and recommending decisions on difficult selections problems; or
2. Three years of progressively responsible technical experience in administrative or budget analysis, personnel examining analysis, socioeconomic research or some other field which has developed a broad and comprehensive knowledge of personnel management.
(One year of graduate work in public or business administration, personnel, industrial relations, psychology, law, political science or a related field may be substituted for six months of the required experience in Pattern II. Experience in California state service applied toward this pattern must include one year of experience performing duties comparable in level of responsibility of those of a Staff Services Analyst, Range C.) and
Education: Equivalent to graduation from college. (Additional qualifying experience may be substituted for a maximum of four years of the required education on a year-for-year basis.)
(In appraising experience, more weight will be given to the breadth of pertinent experience, and to evidence of the candidates' ability to accept and fulfill increasing responsibilities in personnel work than to the length of his/her experience.)
(Promotional candidates who are within six months of satisfying the experience requirement for this class will be admitted to the examination, but they must fully meet the experience requirement before being eligible for appointment.)
Knowledge of: Laws, rules and regulations affecting the civil services selection programs used in State departments; applying principals and practices of public personnel management; employee relations and performance evaluation; test construction and sources of test materials; principles of effective supervision; the Department's Affirmative Action Program objectives; a manager's role in the Affirmative Action Program and the processes available to meet affirmative action objectives.
Skill in: Applying principles and practices of a selection program.
Ability to: Perform research in various personnel fields; interpret and apply laws, rules, standards, and procedures; develop and administer training programs; analyze and solve difficult technical personnel problems; appraise qualifications of applicants and interview effectively; maintain the confidence and cooperation of others; analyze data and present ideas and information effectively; train and supervise subordinates; assume and demonstrate independent responsibility for decisions and actions having broad implications on various aspects of personnel management; effectively contribute to the Department's affirmative action objectives; write and speak effectively.