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CalSTRS Competency Library w/All Levels of Leadership and Exec Key Drivers (Rev. 050613)

CalSTRS Competency Library

Adaptability/ Flexibility Core Competency

Definition: Adapts well to changes in assignments and priorities. Adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles. Approaches change positively and adjusts behaviors accordingly.

Behavioral Indicators: Sees the merits of perspectives other than their own Demonstrates openness to new organizational structures, procedures, and

technology Switches to a different strategy when an initially selected one is unsuccessful Demonstrates willingness to modify a strongly held position in the face of

contrary evidence

Analytical Thinking

Definition: Approaches a problem using a logical, systematic, sequential approach.

Behavioral Indicators: Makes a systematic comparison of two or more alternatives Sees connections and identifies patterns among systems and data issues Notices discrepancies and inconsistencies in available information Approaches a complex task or problem by breaking it down into its component

parts and considering each part in detail Weighs the costs, benefits, risks, implications, and chances for success, when

making a decision Identifies many possible causes for a problem Weighs the priority of things to be done Recognizes key actions and underlying issues and problems

Applies Technology to Tasks

Definition: Uses technology in the performance of one’s job, including the integration and acceptance of new technology when appropriate.

Behavioral Indicators: Accepts and understands the benefits of using technology in the performance of

work Uses technology to simplify and streamline tasks Is open to learning new technology techniques to enhance the job

Continued on next page

CalSTRS Competency Library w/All Levels of Leadership and Exec Key Drivers (Rev. 050613) 2

CalSTRS Competency Library, Continued

Change Leadership

Definition: Manages, leads and enables the process of change and transition while helping others deal with the effects.

Behavioral Indicators: Develops new approaches, methods, or technologies Develops better, faster, or less expensive ways to do things Recognizes the potential benefits of change Recognizes and manages the challenges that can accompany change Encourages others to value change Communicates consistently about change Seeks input/feedback

Communication Core Competency + Executive Key Driver

Definition:

Clearly conveys and receives information and ideas, through a variety of media, to and from individuals and groups in a manner that engages the listener, helps them understand and retain the message, and invites response and feedback. Keeps others informed as appropriate. Demonstrates applicable job-related written, oral, listening and interpersonal skills.

Behavioral Indicators: Knows that listening is essential to understanding Ensures that others involved in a project or effort are kept informed about

developments and plans Ensures that important information from management is shared with employees

and others as appropriate Shares ideas and information with others who might find them useful Keeps manager informed about progress and problems Gives and receives constructive feedback Asks questions to clarify understanding

Leader 2 – Executive-specific: Involves others in a process or decision to ensure their support; offers trade-offs

or exchanges to gain commitment (All) Presents innovative/complex ideas and honest opinions clearly and confidently

(L3 - E) Presents arguments that address others' most important concerns and looks for

win-win solutions (L4 – E) Provides assistance, information and support to others to build a basis for future

reciprocity (E) Anticipates and communicates the implications of events or decisions for various

stakeholders in the organization (E)




Conflict Management

Definition: Prevents, manages, and/or resolves conflict. Behavioral Indicators: Recognizes differences of opinion, brings them out into the open for discussion,

and looks for win-win solutions Uses appropriate interpersonal styles and methods to reduce tension or conflict

between two or more people/groups Finds agreement on issues and follows through on implementation Interacts effectively with others in antagonistic situations

Creative Thinking

Definition: Looks at situations from multiple perspectives. Possesses the tendency or ability to do or create something new. Creates solutions to problems using novel methods and processes. Behavioral Indicators: Personally develops a new product, service, method, or approach Sponsors the development of new products, services, methods, or procedures Proposes new approaches, methods, or techniques Develops better, faster, or less expensive ways to do things Works cooperatively with others to produce innovative solutions Explores all options

Customer/ Client Focus Core Competency

Definition: Identifies and responds to current and future client needs and provides excellent service to internal and external clients. Behavioral Indicators: Solves customer problems quickly and effectively Interacts with customers (internal or external) to find out what they want and

how satisfied they are with what they are receiving Discovers and meets underlying needs of customers Lets customers know they are willing to work with them to meet their needs Finds ways to measure and track customer satisfaction Presents a positive manner with customers Helps customer to know what to expect and provides a timeline Follows up and fulfills commitments




Decision Making Executive Key Driver

Definition: Makes decisions and solves problems involving varied levels of complexity, ambiguity and risk. Behavioral Indicators: Makes critical and timely decisions in difficult or ambiguous situations Takes charge of a group when it is necessary to facilitate change, overcome an

impasse, face issues, or ensure that decisions are made Makes tough, appropriate decisions (e.g., closing a facility, reducing staff,

accepting or rejecting a high-risk deal) Elevates issues to the appropriate level Is able to substantiate decision

Developing Others

Definition: Exhibits willingness to delegate responsibility, work with others, and coach them to develop their abilities. Behavioral Indicators: Provides helpful, behaviorally specific feedback to others Shares information, advice, and suggestions to help others to be more successful Provides effective coaching Gives assignments that will help develop abilities and competencies Meets with employees on a regular basis to review their developmental progress Recognizes and reinforces employees' developmental efforts and improvements Expresses confidence in others' ability to be successful




Diagnostic Information Gathering

Definition: Identifies the information needed to clarify a situation and draws out the information when others are reluctant to disclose it. Behavioral Indicators: Identifies the specific information needed to clarify a situation or to make a

decision Checks multiple sources to ensure complete and accurate information Probes skillfully to elicit the facts, when others are reluctant to provide full,

detailed information Questions others to assess whether they have thought through a plan of action Questions others to assess their confidence in solving a problem or tackling a

situation Asks questions to clarify a situation Seeks the perspective of everyone involved in a situation Seeks out knowledgeable people to obtain information or clarify a problem Documents findings and sources, if required

Empowering Others

Definition: Conveys confidence in employees' ability to be successful, especially at challenging new tasks. Shares significant responsibility and authority. Allows employees the freedom to decide how they will accomplish their goals and resolve issues. Behavioral Indicators: Gives people latitude to make decisions in their own sphere of work Lets others make decisions and take charge Encourages individuals and groups to set their own goals, consistent with

business goals and their mission Expresses confidence in the ability of others to be successful Encourages groups to resolve problems on their own Recognizes employees who have contributed to and/or completed the work




Ethics and Integrity

Definition: Exhibits trustworthiness and ethical behavior, with consideration of the impact and consequences. Behavioral Indicators: Treats others fairly and with respect Takes responsibility for own work, including problems and issues Uses applicable professional standards and established procedures and policies

when taking action and making decisions Identifies ethical dilemmas and conflict of interest situations and takes action to

avoid and prevent them Anticipates and prevents breaches in confidentiality and/or security Is open, transparent and employs ethical business practices

Formal Presentation Skills

Definition: Effectively presents ideas, information and materials to individuals and groups. Behavioral Indicators: Prepares presentation content with an understanding of the audience’s readiness

and needs Uses a variety of presentation formats Summarizes a body of data conceptually and practically Facilitates workshops or meetings successfully Understands the dynamics of group processes

Forward Thinking

Definition: Anticipates the unexpected, including the implications and consequences of situations, and takes appropriate action to be prepared for contingencies. Behavioral Indicators: Anticipates possible problems and develops contingency plans in advance Notices trends and develops plans to prepare for opportunities or problems Anticipates the consequences of situations and plans accordingly Anticipates how individuals and groups will react to situations and information

and plans accordingly Considers possibilities and opportunities for improvement Approaches a situation in light of new information and trends Asks “What is possible?”




Fostering Diversity

Definition: Promotes equal and fair treatment and opportunity for all. Behavioral Indicators: Seeks information from others who have different personalities, backgrounds,

and styles Includes varying perspectives in decision making and problem solving Communicates and cooperates with others who have diverse cultural and

demographic backgrounds Makes it easy for others to feel valuable Includes people with diverse backgrounds in conversation and invites them to be

part of informal work-related activities Helps recruit and orient employees with diverse cultural and demographic

backgrounds

Global Perspective Executive Key Driver

Definition: Recognizes and addresses issues that are outside the local perspective. Views issues without any pre-set biases or limitations. Sees the "big picture.” Behavioral Indicators: Considers problems and opportunities from a global perspective Understands and takes into account global and local impacts on day-to-day

activities Serves as a role model for staff on global initiatives Acts proactively Is empathetic and sensitive to big picture perspective Takes big picture into account when planning action Supports priorities based on significance and effect Thinks long-range and about reach (effect)




Influencing Others

Definition: Effectively gains others' support for ideas, proposals, projects, and solutions. Behavioral Indicators: Presents arguments that address others' most important concerns and issues and

looks for win-win solutions Involves others in a process or decision to ensure their support; offers trade-offs

or exchanges to gain commitment Identifies and proposes solutions that benefit all parties involved in a situation Enlists experts or third parties to influence others Knows when to escalate critical issues to own or others' management Anticipates and communicates the implications of events or decisions for various

stakeholders in the organization Takes time to make connections with others

Initiative Definition:

Identifies and deals with issues proactively and persistently, seizing opportunities that arise. Behavioral Indicators: Identifies what needs to be done and takes action before being asked or required Does more than what is normally required in a situation Seeks out others involved in a situation to learn their perspectives Takes independent action to change the direction of events Follows up to ensure communication is clear and acted upon

Interpersonal Empathy and Understanding

Definition: Identifies with and exhibits understanding of another's situation, feelings, and motives. Is able to imagine oneself in another's place and understand the other's feelings, desires, ideas, and actions. Behavioral Indicators: Recognizes the impact of his or her behavior on others Expresses sensitivity to the moods, feelings and motivations of others Encourages effective behavior in others Exhibits a genuine commitment to the well-being of others




Interpersonal Skills for Relationship Building

Definition: Develops, maintains and strengthens positive, interactive relationships with others, inside or outside of the organization, who can provide information, assistance and support. Behavioral Indicators: Listens attentively and asks questions to identify shared interests, experiences or

other common ground Shows an interest in what others have to say and acknowledges their

perspectives, ideas, and concerns Expresses gratitude and appreciation to others who have provided information,

assistance, or support Takes time to get to know co-workers, to build rapport and to understand the

strengths and limitations of others Provides assistance, information, and support to others to build a basis for future

reciprocity Notices and accurately interprets what others are feeling, based on their choice of

words, tone of voice, expressions, and other nonverbal behavior

Learning Definition:

Desires and makes an effort to acquire new knowledge and skills for work. Behavioral Indicators: Demonstrates an understanding of new information Builds on strengths and addresses weaknesses Remains curious Pursues self-development on a continual basis Seeks feedback from others and is receptive to new ideas and perspectives Seeks opportunities to master new knowledge Asks questions when something is not clear




Managing Work Definition:

Shows ability to plan, schedule and direct work of self and/or others. Behavioral Indicators: Balances task requirements and individual abilities Manages time in order to meet deadlines Allocates resources to best accomplish tasks Sets realistic and achievable goals Asks for help when needed Anticipates potential obstacles to completion of work Sets priorities and makes decisions that lead to success

Mentoring Definition:

Shows overall concern for the developmental level of an individual, a group of peers, or employees.

Behavioral Indicators: Provides timely guidance and feedback to help staff accomplish a task or solve a

problem Provides guidance in how to strengthen knowledge, skills, and competencies to

improve personal and organizational performance Provides experiences to develop employees’ abilities Communicates effectively and develops employees

Organizational Awareness Executive Key Driver

Definition: Understands the workings, structure, and culture of the organization as well as the political, social, and economic issues affecting the organization, and can speak to issues. Behavioral Indicators: Understands the purpose of the organization including the statutory mandate, its

customers, members and stakeholders, its products and/or services and its measures of mission effectiveness

Keeps current with issues, which may have a future impact on the organization’s mission

Understands and effectively works within the organization's structure and policies

Supports the public service mission and goals




Personal Credibility

Definition: Demonstrates concern that one is perceived as responsible, reliable, and trustworthy.

Behavioral Indicators: Follows through on commitments Respects the confidentiality of information Respects the concerns shared by others Displays honesty and is forthright with people Carries their fair share of the work load Takes responsibility for own mistakes and does not blame others

Personal Strength and Maturity

Definition: Approaches situations with composure and equanimity with the capacity for personal exertion or endurance over time and under pressure.

Behavioral Indicators: Remains resilient in stressful situations Keeps a realistic, but optimistic outlook for the future when faced by (with)

adversity Accepts the consequences of difficult decisions Learns from mistakes Maintains consistency between words and actions

Planning and Organizing

Definition: Defines tasks and milestones to achieve objectives and ensures the optimal use of resources to meet those objectives.

Behavioral Indicators: Anticipates and prepares for upcoming events ensuring adequate resources are

available Considers the impact of something before it happens and makes necessary

preparations or changes as needed Puts things in a sequential and/or logical order in preparation for accomplishing a

goal Provides/develops appropriate documentation to track progress of a project Adjusts timelines and informs affected parties




Professional and Personal Development

Definition: Commits to improving one's technical skills and personal growth.

Behavioral Indicators: Continues to learn about and improve theories and principles Takes advantage of professional development opportunities Seeks out new learning experiences Practices or applies what they have learned

Professional Confidence Executive Key Driver

Definition: Justifiably believes in one's ability to do the job.

Behavioral Indicators: Provides an opinion or advice when appropriate Takes a decisive course of action Expresses beliefs with conviction Expresses confidence in own judgment Seeks challenges and independence Exhibits self-awareness

Resource Management

Definition: Ensures the effective, efficient, and sustainable use of public service resources and assets, human and financial resources, real property and business information.

Behavioral Indicators: Protects and uses resources and assets in the performance of work Identifies wasteful practices and opportunities for optimizing resource use Monitors the use of resources and assets to ensure their efficient and appropriate

use




Results Orientation Executive Key Driver

Definition: Focuses personal efforts on achieving results consistent with the organization's objectives.

Behavioral Indicators: Develops challenging but achievable goals Develops clear goals for meetings and projects Maintains commitment to goals in the face of obstacles and frustrations Finds or creates ways to measure performance against goals Exerts unusual effort over time in achieving a goal Exhibits a strong sense of urgency about solving problems and accomplishing

work

Risk Management

Definition: Identifies, assesses, and manages risk while striving to attain objectives. Behavioral Indicators: Willingness to take a chance Takes risks while considering the parameters of the organization Assesses the comfort level of participants, group, stakeholders, and sponsors

before decision is made Creates options with levels of risk identified Prepares strategies to mitigate potential risk (Plan B) Weighs risk against cost, time, energy, effect




Strategic Thinking and Implementation Executive Key Driver

Definition: Recognizes the value of strategic planning efforts and understands the importance of identifying and implementing action plans that align with those long-term goals. Behavioral Indicators: Builds a shared vision with others and influences others to translate vision to

action Considers possibilities and opportunities for improvement Takes a long-range perspective Understands major trends affecting the business/function Seeks and interprets competitive benchmarks Develops strategic alternatives consistent with the strategic intent Converts strategic intent into meaningful work objectives and plans Links short-term actions and long-term goals Allocates resources effectively to meet objectives Designs and staffs the organization to meet strategic requirements

Stress Management

Definition: Functions effectively when under pressure and maintains self control in the face of hostility or provocation.

Behavioral Indicators: Remains calm under stress Handles several problems or tasks at once Controls their own response when criticized or provoked Maintains a sense of humor under difficult circumstances Manages own behavior to prevent or reduce feelings of stress




Team Leadership

Definition: Effectively manages and guides group efforts, and provides appropriate level of feedback concerning group progress. Behavioral Indicators: Recognizes and rewards people for their achievements and contributions Expresses pride in the group and encourages people to feel good about their

accomplishments Shares knowledge and resources and encourages the same of others Finds creative ways to make people's work rewarding Signals own commitment to a process by being personally present and involved

at key events Identifies and promptly tackles morale problems

Teamwork Core Competency + Executive Key Driver

Definition: Participates as an active and contributing member of a team to achieve team goals. Works cooperatively with other team members, involves others, shares information as appropriate and shares credit for team successes. Behavioral Indicators: Listens and responds appropriately to other team members' ideas and proposals Confers with other team members about their concerns Expresses disagreement constructively Reinforces and gives credit to team members for their contributions Gives honest and constructive feedback to other team members Works toward solutions that all team members can support Leader 2 – Executive-specific: Sets clear expectations and holds staff accountable for results (All) Exposes others to assignments intended to develop abilities and competencies and

recognizes and reinforces staff's developmental efforts and improvements (L3-E) Diverts resources accordingly to manage peak/seasonal workflows (L4-E) Provides helpful, behaviorally specific feedback and effective coaching to others

(E) Gives staff latitude to make decisions in their own sphere of work (E) Encourages individuals and groups to set their own goals, to align with strategic

and annual business plans (E) Encourages and serves as a role model for personal and professional growth (E)




Technical/ Professional Knowledge and Skills

Definition: Possesses, acquires and maintains the technical/professional expertise required to do the job effectively and to create customer/client solutions Behavioral Indicators: Understands and applies technical/professional best practices Understands and applies technical/professional body of knowledge Understands and applies technical/professional industry trends Understands the interplay of technical/professional knowledge and skills with

successful interpersonal interactions Understands and uses technical/professional knowledge and skills as tools and

resources for achieving organizational goals and objectives

Thoroughness Definition:

Ensures that one's own and other's work and information are complete and accurate, carefully prepares for meetings and presentations, follows up with others to ensure that agreements and commitments have been fulfilled. Behavioral Indicators: Sets up monitoring procedures to ensure high quality of work Acts to verify information Checks the accuracy of own and others' work Develops and uses systems to organize and keep track of information or work

progress Prepares for meetings and presentations

Vision and Strategic Thinking

Definition: Supports, promotes, and ensures alignment with the organization's vision and values. Understands how an organization must change in light of internal and external trends and influences. Behavioral Indicators: Communicates a clear, vivid, and relevant description or picture of where the

organization should be in three, five, or 10 years Expresses the vision in a way that resonates with others as demonstrated by their

words and actions Builds a shared vision with others Influences others to translate vision to action




Work Standards/ Quality Orientation Core Competency

Definition: Sets high quality work standards and well-defined, realistic goals for one’s self. Displays a high level of effort and commitment towards completing assignments in a timely manner with thoroughness and accuracy. With minimal supervision, monitors and checks work to assure it meets standards. Is motivated to achieve.

Behavioral Indicators: Recognizes that the quality of the individual’s work impacts the quality of the

work of the team, branch and/or the organization Makes on-going efforts to improve how the work gets done in order to enhance

efficiency and effectiveness Desires to work smarter, not harder

Written Communication

Definition: Communicates ideas, thoughts, and facts in writing. Uses correct grammar, spelling, sentence and document structure, accepted document formatting, and special literary techniques to communicate a message in writing. Behavioral Indicators: Expresses ideas clearly and concisely in writing Organizes written ideas clearly Tailors written communications to effectively reach an audience Uses concrete, specific language in their writing Uses grammar, spelling and punctuation correctly Uses an appropriate business writing style

CalSTRS Class Family Competency and Class Code List (Rev. 4/18/14) 1

CalSTRS Class Family Competency and Class Code List

0BIntroduction This document identifies the classification titles and codes and the

competencies identified for each class family. In addition to the Class Family Competencies listed in this document, all classifications share the CalSTRS Core Competencies.

1BSupport Staff classifications

The following classifications make up the Support Staff class family.

Support Staff Class Code Information Systems Technician 1360 Legal Secretary 1282 Mailing Machines Operator II 1708 Management Services Technician 5278 Office Assistant (Typing) 1379 Office Technician (General) 1138 Office Technician (Typing) 1139 Seasonal Clerk 1120 Stock Clerk 1509

2BSupport Staff competencies

The following competencies apply to the Support Staff class family: Applies Technology to Tasks Ethics and Integrity Interpersonal Skills for Relationship Building Managing Work Personal Credibility Stress Management Thoroughness



CalSTRS Class Family Competency and Class Code List, Continued

3BExecutive Support classifications

The following classifications make up the Executive Support class family.

Executive Support Class Code Administrative Assistant I 5361 Administrative Assistant II 5358 Executive Assistant 1728 Executive Secretary I 1247 Senior Legal Typist 3224

4BExecutive Support competencies

The following competencies apply to the Executive Support class family: Applies Technology to Tasks Ethics and Integrity Initiative Interpersonal Skills for Relationship Building Planning and Organizing Stress Management Thoroughness




5BEntry Level Analyst classifications

The following classifications make up the Entry Level Analyst class family.

Entry Level Analyst Class Code Accountant Trainee 4179 Accounting Analyst 4582 Assistant Information Systems Analyst 1479 Pension Program Analyst 5103 Research Analyst I (General) 5729 Staff Services Analyst (General) 5157

6BEntry Level Analyst competencies

The following competencies apply to the Entry Level Analyst class family: Analytical Thinking Decision Making Diagnostic Information Gathering Ethics and Integrity Initiative Managing Work Technical/Professional Knowledge and Skills Thoroughness




7BAssociate Analyst classifications

The following classifications make up the Associate Analyst class family.

Associate Analyst Class Code Associate Accounting Analyst 4588 Associate Administrative Analyst (Accounting Systems) 5304 Associate Budget Analyst 5284 Associate Business Management Analyst 4742 Associate Governmental Program Analyst 5393 Associate Information Systems Analyst (Specialist) 1470 Associate Pension Program Analyst 5104 Associate Personnel Analyst 5142 Research Analyst II (General) 5731

8BAssociate Analyst competencies

The following competencies apply to the Associate Analyst class family: Analytical Thinking Creative Thinking Ethics and Integrity Forward Thinking Managing Work Organizational Awareness Planning and Organizing Technical/Professional Knowledge and Skills Thoroughness Written Communication




9BStaff Analyst classifications

The following classifications make up the Staff Analyst class family.

Staff Analyst Class Code Information Officer I (Specialist) 5601 Legal Analyst 5237 Staff Information Systems Analyst (Specialist) 1312

10BStaff Analyst competencies

The following competencies apply to the Staff Analyst class family: Analytical Thinking Ethics and Integrity Interpersonal Skills for Relationship Building Learning Managing Work Technical/Professional Knowledge and Skills Thoroughness Written Communication




11BSenior Analyst classifications

The following classifications make up the Senior Analyst class family.

Senior Analyst Class Code Information Officer II* 5595 Senior Information Systems Analyst (Specialist) 1337 Senior Legal Analyst 5333

*NOTE: Some classifications within a classification series may be used to fill various roles. (For example, the Staff Services Manager I (L1) classification series allows for a Staff Services Manager I, used at the frontline management level over staff, and a Staff Services Manager I (Specialist), used as a functional specialist with substantial, continuous and significant responsibility for a variety of complex and sensitive work.)

12BSenior Analyst competencies

The following competencies apply to the Senior Analyst class family: Analytical Thinking Decision Making Ethics and Integrity Influencing Others Initiative Interpersonal Skills for Relationship Building Managing Work Mentoring Professional and Personal Development Team Leadership Technical/Professional Knowledge and Skills




13BEntry Level Specialist classifications

The following classifications make up the Entry Level Specialist class family.

Entry Level Specialist Class Code Accounting Technician 1741 Accountant I (Specialist) 4177 Business Service Assistant (Specialist) 4707 Graphic Designer I 2884 Legal Assistant 1820 Pension Program Representative 9777 Personnel Specialist 1303 Staff Services Management Auditor 5841 Television Assistant 5574

14BEntry Level Specialist competencies

The following competencies apply to the Entry Level Specialist class family: Analytical Thinking Diagnostic Information Gathering Ethics and Integrity Interpersonal Skills for Relationship Building Learning Managing Work Stress Management Technical/Professional Knowledge and Skills




15BAssociate Specialist classifications

The following classifications make up the Associate Specialist class family.

Associate Specialist Class Code Accounting Officer (Specialist) 4546 Associate Management Auditor 4159 Associate Systems Software Specialist (Technical) 1585 Business Service Officer I (Specialist) 4720 Graphic Designer II 2885 Property Controller II 1549 Senior Accounting Officer (Specialist) 4567 Senior Pension Program Representative 9778 Television Specialist 5571

16BAssociate Specialist competencies

The following competencies apply to the Associate Specialist class family: Analytical Thinking Change Leadership Creative Thinking Forward Thinking Managing Work Mentoring Professional Confidence Technical/Professional Knowledge and Skills Thoroughness




17BStaff Specialist classifications

The following classifications make up the Staff Specialist class family.

Staff Specialist Class Code Accounting Administrator I (Specialist) 4552 Director, Television Communications Center (Specialist) 5684 Graphic Designer III 2886 Research Program Specialist I 5742 Staff Management Auditor (Specialist) 4155 Systems Software Specialist I (Technical) 1587

18BStaff Specialist competencies

The following competencies apply to the Staff Specialist class family: Decision Making Diagnostic Information Gathering Ethics and Integrity Influencing Others Interpersonal Skills for Relationship Building Planning and Organizing Professional and Personal Development Technical/Professional Knowledge and Skills Thoroughness




19BSenior Specialist classifications

The following classifications make up the Senior Specialist class family.

Senior Specialist Class Code Pension Program Manager I* 4864 Research Program Specialist II 5758 Senior Administrative Analyst (Accounting Systems)* 5302 Senior Programmer Analyst (Specialist) 1583 Staff Administrative Analyst (Accounting Systems)* 5303 Staff Services Manager I* 4800 Systems Software Specialist II (Technical) 1373 Systems Software Specialist III (Technical) 1367 Tax Research Specialist III 5036


20BSenior Specialist competencies

The following competencies apply to the Senior Specialist class family: Analytical Thinking Ethics and Integrity Interpersonal Skills for Relationship Building Managing Work Personal Credibility Planning and Organizing Technical/Professional Knowledge and Skills Thoroughness Written Communication




21BL1 Leadership classifications

The following classifications make up the L1 Leadership class family.

L1 Leadership Class Code Accounting Administrator I (Supervisor) 4549 Business Service Officer I (Supervisor) 4722 Business Service Officer II (Supervisor) 4973 Business Service Officer III 4785 Data Processing Manager I* 1381 Information Officer II* 5595 Pension Program Manager I* 4864 Pension Program Supervisor 5105 Senior Administrative Analyst (Accounting Systems)* 5302 Senior Information Systems Analyst (Supervisor) 1340 Staff Administrative Analyst (Accounting Systems)* 5303 Staff Information Systems Analyst (Supervisor) 1316 Staff Management Auditor 4160 Staff Services Manager I* 4800


22BL1 Leadership competencies

The following competencies apply to the L1 Leadership class family: Change Leadership Conflict Management Decision Making Empowering Others Ethics and Integrity Managing Work Planning and Organizing Risk Management Team Leadership/Developing Others Vision and Strategic Thinking






L2 Leadership Class Code Accounting Administrator II 4542 Data Processing Manager II 1384 Pension Program Manager II 4865 Research Manager II (General) 5737 Senior Management Auditor 4161 Staff Services Manager II (Supervisory) 4801 Staff Services Manager II (Managerial) 4969 Systems Software Specialist II (Supervisory) 1558


In addition to the L1 competencies, the following competencies apply to the L2 Leadership class family:

Change Leadership Decision Making Ethics and Integrity Influencing Others Initiative Mentoring Results Orientation Risk Management Team Leadership/Developing Others Vision and Strategic Thinking






L3 Leadership Class Code Accounting Administrator III 4545 Assistant Chief Financial Officer 4571 Data Processing Manager III 1393 Investment Operations Director 4699 Pension Program Manager III 4866 Portfolio Manager 4697 Research Manager III (General) 5740 Staff Services Manager III 4802 Supervising Management Auditor 4163 Systems Software Specialist III (Supervisory) 1559


In addition to the L1 and L2 competencies, the following competencies apply to the L3 Leadership class family:

Decision Making Ethics and Integrity Fostering Diversity Mentoring Risk Management Results Orientation and Professional Confidence Strategic Thinking and Implementation






L4 Leadership Class Code Assistant Chief Counsel 5871 Career Executive Assignment* 7500 Data Processing Manager IV 1387 Investment Director 4694 System Actuary 5408

*NOTE: This group includes CEAs that are not Executives.


In addition to the L1 through L3 competencies, the following competencies apply to the L4 Leadership class family:

Change Leadership Decision Making and Risk Management Fostering Diversity Interpersonal Skills for Relationship Building Organizational Awareness and Global Perspective Results Orientation and Professional Confidence Strategic Thinking and Implementation




29BInvestment Series classifications

The following classifications make up the Investment Series class family.

Investment Series Class Code Investment Officer I 7338 Investment Officer II 7339 Investment Officer III 7684

30BInvestment Series competencies

The following competencies apply to the Investment Series class family: Analytical Thinking Ethics and Integrity Initiative Interpersonal Skills for Relationship Building Learning Managing Work Stress Management Technical/Professional Knowledge and Skills




31BGeneral Counsel Series classifications

The following classifications make up the General Counsel Series class family.

General Counsel Series Class Code Attorney 5778 Attorney III 5795 Attorney IV 5780

32BGeneral Counsel Series competencies

The following competencies apply to the General Counsel Series class family: Analytical Thinking Ethics and Integrity Influencing Others Interpersonal Skills for Relationship Building Learning Managing Work Organizational Awareness Written Communication




33BExecutive classifications

The following positions make up the Executive class family.

Executive Class Code Business Renew Executive Officer 7500 Chief Financial Officer 7500 Chief Operating Officer 7500 Chief Technology Officer 7500 Deputy Chief Executive Officer 7500 Deputy Chief Investment Officer TBD General Counsel 4064 Human Resources Executive Officer 7500

34BExecutive competencies

In addition to the L1 through L4 competencies, the following competencies apply to the Executive class family:

Decision Making and Risk Management Fostering Diversity Interpersonal Empathy and Understanding Organizational Awareness and Global Perspective Personal Strength and Maturity Results Orientation and Professional Confidence Strategic Thinking and Implementation




35BChief Investment Officer classification

The following position makes up the Chief Investment Officer class family.

Classification Class Code Chief Investment Officer 4693

36BChief Investment Officer competencies

In addition to the L1 through Executive, and Investment Series competencies, the following competencies apply to the Chief Investment Officer class family:

Market Knowledge People and Organizational Development Personal and Interpersonal Skills Results Orientation Risk Management Strategic Orientation Team Leadership




37BChief Executive Officer classification

The following position makes up the Chief Executive Officer class family.

Classification Class CodeChief Executive Officer 4256

38BChief Executive Officer competencies

In addition to the L1 through Executive competencies, the following competencies apply to the Chief Executive Officer class family:

Change Leadership Organizational Positioning Skills People and Organizational Development Personal and Interpersonal Skills Risk Management Strategic Orientation Team Leadership