Office of Design Policy & Support - GDOT Mgr. 1, Civil Engineer - ETM120 - PG-Q (Engineer Support Group Mgr.)

JOB SUMMARY: Serves as Group Leader, District Senior Design Engineer, or Unit Manager over professional engineers performing a broad range of engineering principles send oversee complex projects. Manges the quality control process for engineering groups or Districts. Manges activities of the engineering group or District. Coordinate and assign projects and project tasks among engineering group members or District to ensure on time project delivery.

SPECIFIC DUTIES: Serves as Design Group Manager over Engineering Software Standards responsible for statewide support of all engineering software, hardware, and plotting; serving as technology resource for the office and the Engineering Division as well as serving on committees and providing technical expertise; serving in the role of Project Manager in developing, initiating and managing numerous engineering software projects including developing and maintaining project schedules, managing the workload of all resources related to the projects, and ensuring funding is available for all projects; procuring and managing all professional services contracts related to supplemental staffing including yearly renewals of contracts, invoicing, payments; ensuring all GDOT design policies, guidelines and standards are available for access through the web internally and externally; maintaining knowledge of current technology trends and managing review and evaluation of new technology for the Engineering Division; developing, monitoring, and reporting performance measures for the work of this section.

MINIMUM QUALIFICATIONS

The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications

ENTRY QUALIFICATIONS:

Bachelor's degree in civil engineering or civil engineering and technology and demonstrated experience in a lead worker or supervisory role and a Professional Engineer (PE) License; or Professional Engineering (PE) license and demonstrated experience in a lead worker or supervisory role.

AGENCY SPECIFIC QUALIFICATIONS:

·             Possesses and demonstrates advanced knowledge and understanding of the plan development process.

·             Demonstrated experience in highway/transportation engineering and CADD and design computations.

·             Demonstrated experience to read and understand all pertinent design information.

·             Demonstrated experience to prepare clear, organized and succinct written technical reports.

·             Demonstrated experience anticipating problems in plan development, evaluating information, and developing and implementing effective solutions.

·             Demonstrated experience to readily learn and teach new design principles or plan development procedures to group members.

·             Demonstrated experience to perform/review all types of engineering mathematical reasoning and design computations.

·             Knowledge of resource allocation/balancing, task durations and project scheduling and man-hour estimates.

·             Demonstrated excellent management skills, with experience motivating and guiding others toward accomplishment of office/department goals.

·             Demonstrated experience developing team spirit and commitment to shared goals.

·             Committed to providing quality customer service.

·             Displays a professional image and highly responsible leadership, embodying high standards of ethical conduct.

·             Knowledge of functional areas necessary to perform in this role.

PREFERRED QUALIFICATIONS:

·             Understands the Department's and the unit's goals and responds to these goals in design and management decisions.

·             Devises new methods of solving management or design problems when established practices are inadequate.

·             Negotiates effectively with internal and external clients, including consultants, to reach a mutually acceptable solution or contract which is responsive to the interests of the Department.

·             Shows respect, courtesy and tact to others.

·             Expresses ideas and facts to groups or individuals effectively.

·             Facilitates adaptation to change.

·             Uses provided software applications to work efficiently.

·             Sees details in words, numbers and plans quickly and accurately.

·             Develops a ready memory of projects assigned to the unit. 

IMPORTANT INFORMATION FOR ALL GDOT JOBS

The interview is just one part of the overall selection process and is not the only criteria used to make the final selection.  In addition to the interview, the final selection is based on the applicant’s work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.  

Good Employment Standing:

In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing.  Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion).  In addition, an employee must have an overall ePerformance rating score of three (3) or higher on their most current evaluation.  Please note that Memorandums of Concern are not considered disqualifying factors.  Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee’s favor, he or she will be allowed to compete. 

THIS IS AN UNCLASSIFIED POSITION.

THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE

PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR

CONSIDERATION. ALL APPLICATIONS WILL BE PRESCREENED.

UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER. 

EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER

THIS IS AN INTERNAL AND EXTERNAL JOB ANNOUNCEMENT

THIS IS AN UNCLASSIFIED POSITION.

THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE.

PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR CONSIDERATION.  ALL APPLICATIONS WILL BE PRESCREENED.

INTERNAL APPLICANTS ONLY: UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER. 

 EXTERNAL APPLICANTS: ADVERTISE SALARY – NON-NEGOTIABLE

The selected candidate must meet the minimum qualifications for the job responsibilities. The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. The final selection is based on a combination of factors including the interview, applicant’s work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation), and for supervisory positions demonstrated leadership skills based on past and current work history will be considered. In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall ePerformance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee’s favor prior to interviews, he or she will be allowed to compete.