Energy Manager 1 (7255)

CLASS SERIES CONCEPT AND ACCOUNTABILITIES

The Energy Manager plans, organizes, and manages a division or section within the Oregon Department of Energy. Positions manage and administer energy programs that save energy, support the state's decarbonization efforts, make communities safer and more resilient, protect Oregon's resources, and conduct research and analysis for the planning and promotion of clean, efficient, and renewable technologies.

TYPICAL JOB DUTIES

Execute the policies and goals through the management of operations, people, and their work. Provide direct supervision and management over agency staff, lower-level managers, and/or supervisors. Organize and assign work activities and projects, manage programs, monitor workflow, and review and evaluate work products, methods, and procedures.

May assist in the preparation of the division budget and participate in forecasting additional funds needed for staffing, equipment, materials, and supplies. Implement and monitor work plans and the budget to achieve division/program goals and performance measures. Monitor performance against the division/program budget.

Provide specialized information, analysis, interpretation or application of laws, rules, policies, procedures, or program requirements. Develop or recommend new laws, rules, policies, or procedures to address emerging trends.

Research, collect, and analyze data and information to inform state energy planning, regulation, program administration, and policy development.

Manage the responsible siting of energy facilities in the state, regulate the transport and disposal of radioactive materials, and represent Oregon's interests in nuclear issues and cleanup at the state and federal level. Responsible for leading and coordinating the state's nuclear emergency response program. Responsible for the state's petroleum emergency planning and response program.

Manage the administration of division or section programs. Develop and manage technical assistance, educational resources, and support policy makers, local governments, industry, external partners, and the public in solving energy challenges and meeting Oregon's energy, economic, and climate goals.

Represent the agency concerning Oregon's energy challenges and opportunities that consider a diverse range of perspectives. Foster innovative solutions and convene and facilitate discussions among external partners towards collaboratively developing solutions.

The accountabilities and job duties are characteristic of the type and level of work associated with these classes. Individual positions may do all or some combination of the accountabilities and job duties listed, as well as other related responsibilities.

DISTINGUISHING FEATURES

This is a three-level classification series.

Managers make recommendations and execute strategic objectives and plans set forth by administrators and agency leadership. Managers are accountable for the operational planning and preparation of short-term objectives specific to a division or group of related divisions. Managers make recommendations to administrators with regard to the strategic plans or policy development. At this level, the scope of supervision of others is typically multi-functional, requiring them to resolve conflicting priorities and allocate resources among competing subordinate functions and levels or varying classifications or occupations.

Manager 3

Positions at this level manage resources and operations and achieve outcomes through the management of more diversified functions, or a single, large, and complex function, or a combination of classifications with competing or diversified use of resources. Positions supervise mid- to lower-level managers, supervisors, or a team of upper-level professionals. Typically manages a division or section that affects the primary systems or programs of the agency.

Manager 2

Positions at this level manage resources and operations and achieve outcomes through the management of low-level managers, supervisors, or a team of mid- to upper-level professionals or vocational staff. The units supervised may perform separate functions but are generally related and in a similar job family. Typically manages a unit that represents a moderate part of the agency's total operations.

Manager 1

Positions at this level transition from the primary function of day-to-day supervision of staff and have the added accountability of program management, developing and executing a program's strategies and objectives. Positions at this level typically manage resources and the work of a group of supervisors, low- to mid-level (full proficiency) professionals, and technical/paraprofessional or vocational employees.

ENTERPRISE COMPETENCIES

Oregon State Government has established a set of enterprise-wide values and competencies to inform what characteristics and behaviors to seek in managers.

Managers should have a proficiency of proficient-level to advanced-level for the enterprise competencies below:

• Communication
• Innovation
• Intentional Engagement
• Mentoring and Developing People
• Stewardship
• Business Acumen

For more information on the enterprise competencies and proficiency levels visit https://www.oregon.gov/das/HR/Documents/mgr_comp.pdf.