1/24/24, 5:05 PM City of Santa Maria - Class Specification Bulletin https://agency.governmentjobs.com/santamaria/default.cfm?action=specbulletin&ClassSpecID=1437904&headerfooter=0 1/4 Business Program
Leader
Bargaining Unit: Non-Represented
Management and Confidential Employees
Class Code:
173/174/175/181
CITY OF SANTA MARIA
Established Date: Dec 7, 2021
Revision Date: Apr 28, 2023
SALARY RANGE
$41.17 - $74.94 Hourly
$3,293.94 - $5,995.48 Biweekly
$85,642.44 - $155,882.48 Annually
SUMMARY/IDENTIFYING CHARACTERISTICS:The Business Program Leader classification is a middle-management leadership classification, with three levels of competency, skill and expertise encompassed within a single broadband job classification. Incumbents in this classification possess and exhibit Middle Management Core competencies.
Business Program Leader (BPL) incumbents are managers or analysts ranging from new to the management workforce to experienced senior managers and are leaders responsible for assignments that consist of complex and analytical staff work. Incumbents can have the following level of assignments:
At the new/entry level incumbents can work on projects, programs, initiatives, or services that are focused on internal department processes and procedures.
At the experienced journey or mid-level incumbents are typically responsible for project, programs, initiatives, or services that have may have an impact outside of their department or are leading multiple internal department process and procedures that are high-level, complex, and analytical. Incumbents performing at this level typically have department-wide responsibilities at a policy making decision level or could have impact on operational procedures in other city departments.
At the senior management level incumbents typically perform highly complex and specialized citywide budgetary, fiscal management, city- wide practices/procedures or organizational workforce strategic analysis for the purpose of developing citywide budgetary, financial, organizational practices/procedures and workforce strategies for use by other city departments. They are responsible for large complex projects, programs, initiatives, or services that have citywide and/or community-wide impacts and involve plans and/or decisions of a policy nature and of key importance to the city and have a long-term impact. Incumbents at this level typically exercise a high-level of independent action and decision making at the City-wide policy making level and interact across Departments with several Department Directors, City Manager and/or Elected Officials.
ESSENTIAL DUTIES/RESPONSIBILITIES:
The following describes the three levels of essential duties and responsibilities for the levels within the classification. The levels as shown below are not intended to show every job duty of the classification and instead are focused on the key concepts for the work at each level:
ATTACHMENT C
1/24/24, 5:05 PM City of Santa Maria - Class Specification Bulletin https://agency.governmentjobs.com/santamaria/default.cfm?action=specbulletin&ClassSpecID=1437904&headerfooter=0 2/4 New/Entry Level
At this level is an individual new to their role where their work hasbeen primarily high-level complex analytical staff work or could havesome journey level experience.Could perform a wide range of administrative, research and technicalwork supporting departmental functions.Could perform work at a journey level manager as they gain morework experience.Could manage administrative staff.Supports one or more core administrative functions or programs.May participate on committees or project teams.Through their analytical work, provides advise and recommendationsto departmental leadership.Participates in the development and implementation of departmentalpolicies.Exercises sound judgement.May deploy resources as necessary to accomplish work.Assumes responsibility for assignments.Possess technical expertise.Exercises independence in performing their work.Work is executed consistently and at an elevated level.
Journey/Mid-Level
This is a journey or mid-level skilled individual responsible for significant work in theirdepartment. This individual typically works independently, is strategic and routinelydelivers solid results.This level may lead a department program or function. Could lead a project team and may lead core administrative functions.Performs complex technical, professional, and analytical work for a wide range ofprograms and department activities and may advise on policy decisions.May provide professional support or lead one or more core administrativefunctions/programs.Deploys and coordinates resources necessary to accomplish program goals.Assumes responsibility for assigned project results and program outcomes.This level may or may not supervise staff, including other BPL staffExercises consistently sound judgement in making decisions and recommendingactions.Works strategically and effectively independently.Work is executed at a consistently elevated level.
Senior Management Level
This an experienced and highly skilled individual who can work independently and alignwork with department and citywide goals. This individual is organizationally savvy and acritical thinker. They are experienced at developing strategy, sound decision makingand delivering results.Responsible for large complex projects, programs, initiatives, or services that havecitywide and/or community-wide impacts and involve plans and/or decisions of a policynature of key importance to the city, and have a long-term impact.Performs complex technical, professional, and analytical work for a variety of programsand department activities and routinely provides advise and recommendations onpolicy decisions.May lead two or more core administrative functions/programs.Manages or supervises several departmental divisions or programs and supervisesprofessional, technical and support staff.Assumes responsibility for project results and program outcomes and deploys theresources necessary to be successful.Exercises consistently sound judgement in making decisions and recommendingactions.Performs complex business and policy analytics and advises and influences cityleadership on policy decisions.Leads complex projects within their department or on a citywide team. 1/24/24, 5:05 PM City of Santa Maria - Class Specification Bulletin https://agency.governmentjobs.com/santamaria/default.cfm?action=specbulletin&ClassSpecID=1437904&headerfooter=0 3/4 Balances and manages fiscal priorities.Exercises elevated level of independent action and decision making.Establishes multiple program objectives and measurable outcomes.Operates strategically on a city-wide level and can execute work at a consistentlyelevated level.Exercises a high-level of independent action and decision making at the City-widepolicy making level.Expected to interact and collaborate across Departments with several DepartmentDirectors, City Manager and /or Elected Officials.
CORE COMPETENCIES:
Middle Manager:Incumbents should have a solid foundation of Individual Contributor and Front-line Supervisorcore competencies identified by the organization, as well as the following core competenciesidentified as essential for Middle Manager (click the hyper link to see the full definition MiddleManager Competencies):Talent Development - Effective performers keep a continual eye on the talent pool tomonitor skills and needs of team members. They expand staff skills through training,coaching, and development. They evaluate and articulate present performance andfuture potential.Organizing & Planning - Effective performers have strong organizing and planningskills that allow them to be highly productive and efficient, manage time wisely, andeffectively prioritize multiple competing tasks.Organization Knowledge - Effective performers understand the workings of amunicipal organization, formal and informal policies, and structures, and know "how theplace works."Relationship Building - Effective performers understand that a primary factor insuccess is establishing and maintaining productive relationships. They interact withpeople and are good at it. They devote appropriate time and energy to establishing andmaintaining networks.Results Orientation - Effective performers maintain appropriate focus on outcomesand accomplishments, are motivated by achievement, and persist until the goal isreached. Industry Knowledge - Effective performers understand the general workings of localgovernment within which the organization functions and maintain a current knowledgebase.Written Communication - Effective performers write clearly and concisely, composinginformative and convincing documents. They use written language to convey substanceand intent with simplicity, accuracy, and clarity. Financial Acumen - Effective performers understand the financial framework of theorganization. They are cost conscious and fiscally responsible and use financial data tomake informed business decisions.Change Agility - Effective performers are adaptable, are effective in the face ofambiguity, and support an orientation for change. Technology Savvy - Effective performers use technology to be successful in theirorganizational role. They value technology and leverage existing and new technologyto achieve efficiency.
QUALIFICATIONS/EXPERIENCE:
Depending on the level of the assignment incumbents may be required to possess some or allthe following:
Current technical/professional knowledge of the complex principles, methods,standards, and techniques associated with the scope of work of a recognizedprofession,Possession of license(s) and/or certifications associated with the assignment, 1/24/24, 5:05 PM City of Santa Maria - Class Specification Bulletin https://agency.governmentjobs.com/santamaria/default.cfm?action=specbulletin&ClassSpecID=1437904&headerfooter=0 4/4 Educational degree in a specific area of study could be required depending on theassignment; and Mastery of some or all core competencies described, including those of IndividualContributor and Front-line Supervisor, depending on the assignment.
CONDITIONS OF EMPLOYMENT:
Possession of a valid and appropriate Driver License. Must have and maintain asatisfactory driving record and meet City liability requirements to drive for Citybusiness. Requires completion of a background investigation to the satisfaction of the City.The incumbent must meet the physical requirements of the job class and have mobility,balance, coordination, vision, hearing and dexterity levels appropriate to the duties tobe performed.
SUPPLEMENTAL INFORMATION:
May require completion of a pre-employment physical to the satisfaction of the City.Reasonable accommodation(s) for an individual with a qualified disability will beconsidered on a case-by-case basis.