COMPUTER SYSTEMS ANALYST SUPERVISOR - MANAGER

Thank you for your interest in N-E-I and this position, which is full-time (40 hours per week).

COMPANY BACKGROUND: INFORMATION

N-E-I is a service business with a history of successfully delivering projects for federal government agencies by providing outstanding service and comprehensive turn-key solutions. We are certified as s Small Disadvantaged (SDB), Woman-Owned (WOSB/EDWOSB), and Minority entity, which has been in operation since 1987.

We are proposing on a 5-year contract at Camp Pendleton, CA. and seek highly experienced and qualified employees to fill these positions.

JOB FUNCTIONS: I

Supervises three or more employees, two of whom perform systems analysis. Work requires substantial and recurring use of systems analysis skills in directing staff. May also supervise programmers and related clerical and technical support personnel.

Classification by level

Supervisory jobs are matched at one of four levels according to two factors:

1. Base level of work supervised;

2. Level of supervision.

1. Base level of work: The base level of work is the highest level of non-supervisory work under the direct or indirect supervision of the supervisor/manager which (when added to the non-supervisory levels above it) represents at least 25 percent of the total non-supervisory, non-clerical staff and at least two of the full-time positions supervised. To determine the base level of non-supervisory, non-clerical work:

a. Array the positions by level of difficulty;

b. Determine the number of workers in each position; and

c. Count down from the highest level (if necessary) until at least 25 percent of the total non-supervisory, non-clerical staff are represented.

2. Level of supervision : Supervisors and managers should be matched at one of the three LS levels below which best describes their supervisory responsibility.

LS-1 Plans, coordinates, and evaluates the work of a small staff, normally not more than 15 programmers, systems analysts, and technicians; estimates personnel needs and schedules, assigns, and reviews work to meet completion date; interviews candidates for own unit and recommends hires, promotions, or reassignments; resolves complaints and refers group grievances and more serious unresolved complaints to higher level supervisors; may reprimand employees.

LS-2 Directs a sizable staff (normally 15-30 employees), typically divided into sub-units controlled by subordinate supervisors; advises higher level management on work problems of own unit and the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate supervisors and reviews their evaluations of other employees; selects non-supervisors (higher level approval is virtually assured) and recommends supervisory selections; hears group grievances and serious or unresolved complaints. May shift resources among projects and perform long range budget planning.

LS-3 Directs two subordinate supervisory levels and the work force managed typically includes substantially more than 30 employees. Makes major decisions and recommendations (listed below) which have a direct, important, and substantial effect on own organization and work. Performs at least three of the following:

a. Decides what programs and projects should be initiated, dropped, expanded, or curtailed;

b. Determines long range plans in response to program changes, evaluates program goals, and redefines objectives;

c. Determines changes to be made in organizational structure, delegation of authority, coordination of units, etc.;

d. Decides what compromises to make in operations in view of public relations implications and need for support from various groups;

e. Decides on the means to substantially reduce operating costs without impairing overall operations; justifies major equipment expenditures;

f. Resolves differences between key subordinate officials; decides, or significantly affects final decisions, on personnel actions for supervisors and other key officials.

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