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SAN BERNARDINO NATIONAL FOREST Mountain Top Ranger District Fawnskin, California District Ranger, GS-340-13 ABOUT THE POSITION: The position is a key member of the Forest Leadership Team and interacts with the Forest Leadership Team to develop and implement policies and programs for the management and protection of Forest resources. The District Ranger provides leadership, sets priorities, and directs District staff in the planning and implementation of forest management activities on one of the busiest ranger districts in the National Forest system. The incumbent of this position meets frequently with public agencies, partners, permitees, and private citizens. This position is responsible for supervision of a large and active fire organization, with several communities at risk surrounded by National Forest, including Lake Arrowhead and the City of Big Bear Lake, which are large communities embedded in the Forest. The District has a large and active fuel reduction program, treating several thousand acres per year. There are also over 700 hundred recreation residences, almost 30 organization camps, and many other special use permits. There are three permitted ski areas located on the District and several popular campground and day use areas. As a local vacation destination within 2 hours drive of nearly 20 million Southern California residents, the Mountaintop Ranger District is an urban district, has many visitors and many collaborative partnerships with local interested publics. LOCATION AND COMMUNITY INFORMATION This District Ranger position is located in Fawnskin, near the City of Big Bear Lake, California. Fawnskin is located at 6,800 feet above sea level, about a two hour drive east of Los Angeles in the San Bernardino Mountains. It has a unique climate for Southern California as it has four distinct seasons. In the summer it is about 20 degrees cooler than the valley floor with summer highs in the 80’s. The District receives high visitation in both the winter and summer months, and offers hiking, camping, hunting, fishing, OHV use, boating, snow-play, and Nordic/Alpine skiing. Three major mountain highways access this mountain top. Elevations range between 4,000-9,000 feet with a forested stand of Pinyon/Juniper and Jeffrey/Ponderosa pine. In the winter, night time temperatures regularly dip below freezing but are usually above freezing by 9:00 A.M. with an average winter high in the 50’s. Average rainfall is 40 inches a year. Average snowfall is 80 inches starting in late November and ending in March. There are public schools, medical facilities, supermarkets, and numerous other commercial facilities. Private housing is available with rentals ranging from $750-$1,800 per month. Homes for sale range from $200,000 to $400,000 and up. Community Information: The Chamber of Commerce provides information about the City of Big Bear Lake and surrounding areas at www.bigbearchamber.com. Housing availability: To learn what the homes and apartments markets are in this area, visit http://realtor.com for the Official internet site of the National Association of Realtors and http://apartments.com to use a map and the detailed search feature to locate rental housing that best suits your needs District Ranger, GS-0340-13 Position Number: Introductory Statement: This position serves as a District Ranger with responsibility for the management of the resources, goods, and services of a designated area on a National Forest. Directly responsible for the development, production, conservation, and utilization of the natural resources of forests and associated lands of the District; and the inventory, planning, evaluation, and management of each forest resource including timber, soil, land, water, wildlife and fish habitat, minerals, forage, wilderness and visual areas, and outdoor recreation. This position is appropriate for use only when the District Ranger supervises at least two subordinate positions which are supervisors under GSSG and meet eight of the 15 items as identified in the GSSG Guide under Factor 3-3b. Program Duties and Responsibilities 60% Manages the resources, goods, and services of a designated area on a National Forest with direct responsibility for the development, production, conservation, and utilization of the natural resources of forests and associated lands of the District; and the inventory, planning, evaluation, and management of each forest resource including timber, soil, land, water, wildlife and fish habitat, miners, forage, wilderness and visual areas, and outdoor recreation. Serves as a key member of the Forest Management Team to formulate plans, policies, and objectives for the Forest. Provides information and recommendations to the Forest Supervisor concerning District programs. Informs and justifies to the Forest Supervisor the implementation and execution of, and amendments to, the District's portion of the Forest Plan. Implements and executes the Forest Plan by coordinating all work performed on the District. Directs the activities of subordinate programs to ensure Forest Plan requirements and goals are accomplished. Maintains awareness of new technological developments in forestry. Oversees study projects to develop guidelines, standards, and procedures for analyzing public needs, demands, and resource capabilities. Oversees preparation of draft environmental impact statements including identification of goals and plan of actions. Supervises the development of alternative land-use strategies and forecasts the benefits and consequences. Makes changes to program or project parameters within delegated authority. Monitors the intensive multiple use management activities of subordinates, considering all federal, state, and local legislation. Advises on appropriate actions and makes decisions. Advises on appropriate actions and make decisions. Supervises and provides oversight to timber sale appeal cases and all preparation of NEPA documentation. Coordinates resource management planning activities. Reviews all long- and short-range action plans to ensure consistency with strategies and program emphasis in the approved Forest Plan. Establishes and maintains cooperative relations with local, county, and State representatives, special interest groups, civic groups, private industry, Tribal government, permittees, and the general public. Promotes ecosystem management, ensuring long-term productivity and ecologically sustainable goals are implemented, maintained, and achieved. Coordinates District resource management with public officials, industry representatives, and citizen groups. Ensures, through persuasion, negotiations, or similar tactics, that such plans are consistent with the District's multiple use resource objectives. Develops program management; plans budgets and manages information for identifying work force and organizational needs and district priorities. Ensures legality of expenditures. Provides leadership, allocates resources, and implements activities to accomplish multicultural organization direction and Equal Opportunity and Civil Rights requirements, goals, policies, and objectives. Supports and participates in the Work Environment Continuous Improvement Process. Ensures all communication, written, oral, visual, and signed, is non-discriminatory and sensitive to all employees and publics. Creates a work environment which respects, appreciates, and accepts the contributions and perspectives of all employees. Ensures procurement duties are implemented in accordance with the provisions of Section 8 and 15 of the Small Business Act, as amended by Public Law 95-507, the provisions of the Executive Order 12138 pertaining to women-owned business, Public Law 96-302 pertaining t Federal contract awards in labor surplus areas. Supervisory and/or Managerial Responsibilities 40% Supervises a group of employees performing work at the GS-11 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops work improvement plans, recommending personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations. The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. OTHER SIGNIFICANT FACTS: Bargaining Unit Status: Not eligible. Factor 1- 7 Knowledge Required by the Position District Rangers, responsible for leading an organizational unit and implementing Forest policies, are expected to be proficient in the management competencies of External Relations, Communications, Environmental Awareness, Leadership, Interpersonal Relations, and Management Functions, as well as being knowledgeable in Natural Resource Management. External Relations - Knowledge of the importance of external relationships with a variety of individuals and organizations. Ability to use these relationships and competing values effectively for mission accomplishment. Skill in seeking understanding of diverse or non-traditional groups and consideration of local cultures, traditions, and values. Communications - Knowledge and ability to facilitate meetings, resolve conflict, conduct effective briefings and presentations, and to develop consensus both internally and externally with people who reflect the full range of diversity in society. Ability to communicate effectively with the workforce and employees in other levels of the organization. Environmental Awareness - Sensitivity to the political, economic, and social environments within which the Forest Service operates, and understanding of the human and environmental impact of the natural resource decisions to be made in developing plans and programs based on a thorough understanding of laws, policies, and regulations. Leadership - Knowledge and ability to lead; think creatively; proactively adapt to changing environments; act decisively, and motivate, develop, inspire, affirm, and empower others. Knowledge of equal employment opportunity (EEO) laws, affirmative action plans, and multicultural efforts to visibly show support and to ensure implementation and monitoring. Understanding of the role of and ability to work with advocacy groups. Knows various leadership theories, and develops subordinates for leadership positions. Interpersonal Relations - Understanding of the many factors affecting interactions between people. Ability to interact in an effective and sensitive way with groups of individuals who reflect the full range of diversity in society. Ability to develop a climate that encourages and promotes high self-esteem and sensitivity in others and actively seek personal feedback. Skill in building consensus and trust relationships when interacting with others. Management Functions - Knowledge of management functions to plan, organize, direct, implement, and evaluate processes to lead people and manage resources to achieve desired results. Knowledge of financial management, technology management, and internal controls. Understanding Federal laws covering the management activities (including EEO). Ability to set clear direction and to hold subordinates accountable for meeting objectives. Natural Resource Management - Knowledge of natural resources management to provide leadership for the District's programs. Ability to adapt approaches and precedents to meet the distinctive resource protection, development, and management situation. An understanding of land management to provide leadership for integrated management of public forest lands. Ability to assess local social and economic conditions and trends, identify needs, and to provide the leadership for adjustments in the District's programs. Factor 2- 4 Supervisory Controls The Forest Supervisor outlines overall objectives in accordance with policy and identifies limitations such as those imposed by budgeting, land use considerations, or special areas of sensitivity. The incumbent and supervisor confer on relative priorities of particular unit plans. The incumbent independently selects the techniques, methods, and procedures for accomplishing assignments; coordinates and schedules work with Agency representatives; and meets with public interest groups to resolve areas of concern. Keeps the supervisor informed of developments on issues involving controversial environmental, social, political, or economic problems. Incumbent's analyses, recommendations, and suggestions are relied on as technically correct. Work is reviewed for agreement with overall policies and attainment of land management targets and objectives. Factor 3- 4 Guidelines Guides are usually in the form of laws, regulations, Agency policies, standards, directives, and planning documents. Many are quite broad, often incomplete, nonspecific, and frequently require extensive interpretation or adaptation. The District Ranger must exercise a high degree of judgement in advising Forest staff, local and State representatives, industry, cooperators, permittees, and the general public on interpretation and intent of various directives, policies, and guides as they effect local resources and National Forest management. Factor 4- 4 Complexity The work involves the assessment of all District resources, developing plans and programs for allocation and use of the resources, and the execution of these plans through a sizeable subordinate staff. The District contains a significant number of complex resource uses and interrelated environmental, social, political, or economic features which must be individually and jointly considered. The intensively managed resources are characterized by complexities such as over use which has led to a need for extensive rehabilitation; community dependency on District resources; pressure from industry, recreationists, or other organizations; conflicts in potential use and current demands require extended long range development and redirection of resource use and management; high resource values and scarcities require development of the resource and its increased use; and increasing legal complexities over timber sales and other resource activities. Work constantly requires extension or adaptation of precedents or existing techniques or the development of innovative approaches to solve problems involving conflicts between competing socioeconomic interest groups or competition between and among various resources and resource uses. Planning requires exceptional adaptability to changing work conditions caused by excessive fire activity, disease outbreaks, budget changes, severe weather conditions, legislation changes, and program changes due to such things as the Endangered Species Act, Wild and Scenic River Act, and visual management policies. Factor 5- 4 Scope and Effect The purpose of the work is to manage the professional, technical, and administrative aspects of a Ranger District that: meet the basic requirements of orders, regulations, policies, and direction; establish and maintain programs which keep District resources productive; maintain and enhance the cultural and recreation values; and keep community support as high as possible. The technical and management expertise provided by this position affects resource management objectives, and the acceptance by the general public and various interest groups of the overall long range management operations. The economic and social welfare of the local community is also affected by the decisions made. Factor 6- 3 Personal Contacts Personal contacts are extensive and consist of contacts with the general public, representatives of city, county, State, and Federal governments, range permittees, special use permittees, mining operators, educators, contractors, loggers, logging companies, various civic and special interest groups, Tribal government, as well as with Forest staff, Regional Office and other operating units. Factor 7- 3 Purpose of Contacts To explain Forest Service policies, objectives, rules, and regulations pertaining to the various activities; to coordinate conflicting demands of various individuals and organizations; and to put into effect a variety of Forest management practices. To enlist cooperation and support from various groups for Forest Service policies and objectives in proper management, protection, development, and utilization of National Forest resources. The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness. May encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. Factor 8- 1 Physical Demands Demands range from sedentary work seated in an office to the extreme range of physical exertion walking over rough or uneven rocky surfaces. Physical exertion may include bending, walking, climbing, riding horses or motorcycles, hiking on trails, and driving all-wheel vehicles over unimproved roads. Factor 9- 1 Work Environment Routine office work is performed in a normal office setting. Work requires exposure to some risks involved in logging operations, firefighting, and walking or riding in isolated country, sometimes in adverse weather conditions. Safety precautions are required and the employee must wear protective equipment while making on-the-ground inspections. SUPERVISORY FACTORS: Factor 1- 2 Program Scope and Effect The program segment or work directed is administrative, technical, complex clerical or comparable in nature. The functions, activities, or services provided have limited geographic coverage and support most of the activities comprising a typical agency field office, an area office, a small to medium military installation, or comparable activities within agency program segments. The services or products support and significantly affect the installation level, area office level, or field office operations and objectives, or comparable program segments; or provide services to a moderate, local, or limited population of clients or users comparable to a major portion of a small city or rural county. Factor 2- 1 Organizational Setting The position is accountable to a position that is two levels below the first (i.e., lowest level in the chain of command) SES, or equivalent, or higher level position in the direct supervisory chain. Factor 3- 3 Supervisory/Managerial Authority Exercised Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for in-service or contracted work. Assures implementation (by lower and subordinate organizational units or others) of the goals and objectives for the program segment(s) or function(s) they oversee. Determines goals and objectives that need additional emphasis; determine the best approach or solution for resolving budget shortages; and plan for long range staffing needs, including such matters as whether to contract out work. Works closely with high level program officials (or comparable agency level staff personnel) in the development of overall goals and objectives for assigned staff function(s), program(s), or program segment(s). OR Exercises at least eight of the following supervisory authorities and responsibilities: - Uses any of the following to direct, coordinate, or oversee work: supervisors, leaders, team chiefs, group coordinators, committee chairs, or comparable personnel; and/or provides similar oversight of contractors; - Exercises significant responsibilities in dealing with officials of other units or organizations or in advising management official of higher rank; - Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinates or assuring comparable equity in the assessment by subordinates of the adequacy of contractor capabilities or of contractor completed work; - Directs a program or major program segment with significant resources (e.g., one at a multi- million dollar level of annual resources); - Makes decisions on work problems presented by subordinate supervisors, team leaders, or similar personnel, or by contractors; - Evaluates subordinate supervisors or leaders and serving as the reviewing official on evaluations of nonsupervisory employees rated by subordinate supervisors;- Makes or approves selections for subordinate supervisory positions and for work leader, group leader, or project director positions responsible for coordinating the work of others, and similar positions; - Hears and resolves group grievances or serious employee complaints; - Reviews and approves serious disciplinary actions (e.g., suspensions) involving non-supervisor subordinates; - Makes decisions on nonroutine, costly, or controversial training needs and training requests related to employees of the unit; - Determines whether contractor performed work meets standards of adequacy necessary for authorization of payment; - Approves expenses comparable to within-grade increases, extensive overtime, and employee travel; - Recommends awards or bonuses for nonsupervisory personnel and changes in position classification, subject to approval by higher level officials, supervisors, or others; - Finds and implements ways to eliminate or reduce significant bottlenecks and barriers to production, promote team building, or improve business practices. Factor 4A- 3 Nature of Contacts Contacts include those that take place in meetings and conferences and unplanned contacts for which the employee is designated as a contact point by higher management. They often require extensive preparation of briefing materials or up to date technical familiarity with complex subject matter. Frequent contacts are comparable to any of the following: - High ranking military of civilian managers, supervisors, and technical staff at bureau and major organization levels of the agency; with agency headquarters administrative support staff; or with comparable personnel in other Federal agencies; - Key staff of public interest groups (usually in formal briefings) with significant political influence or media coverage; - Journalists representing influential city or county newspapers or comparable radio or television coverage; - Congressional committee and subcommittee staff assistants below staff director or chief counsel levels; - Contracting officials and high level technical staff of large industrial firms; - Local officers of regional or national trade associations, public action groups, or professional organizations; and/or State and local government managers doing business with the agency. Factor 4B- 3 Purpose of Contacts The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearing, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed. Factor 5- 6 Difficulty of Typical Work Directed The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-11 or equivalent. Factor 6- 4 Other Conditions Supervision involves substantial coordination and integration of a number of major work assignments, projects, or program segments of professional, scientific, technical, or administrative work comparable in difficulty to the GS-11 level. OR This position directs subordinate supervisors and/or contractors who each direct substantial workloads comparable to GS-9 or GS-10. OUTREACH REPLY FORM USDA, Forest Service, R5-Pacific Southwest Region, San Bernardino National Forest POSITION OF INTEREST _________________________ San Bernardino, CA NAME: ___________________________________________________ LOTUS NOTES OR E-MAIL ADDRESS: _______________________ MAILING ADDRESS: _______________________________________ TELEPHONE NUMBER: _____________________________________ AGENCY EMPLOYED WITH: USFS ____ BLM ____ OTHER ____ TYPE OF APPOINTMENT IF CURRENT GOVERNMENT EMPLOYEE: _____ PERMANENT _____TEMPORARY _____ TERM _____ VRA _____ PWD _____ OTHER CURRENT REGION/FOREST/DISTRICT (IF APPLICABLE): ____________________________________________________________ CURRENT SERIES AND GRADE (IF APPLICABLE): ______________ CURRENT POSITION TITLE: __________________________________ How did you hear about this position? Organization Name______________ Agency Contact______________ Other_____________________________ IF NOT A CURRENT PERMANENT (CAREER OR CAREER CONDITIONAL) EMPLOYEE, ARE YOU ELIGIBLE TO BE HIRED UNDER ANY OF THE FOLLOWING SPECIAL AUTHORITIES: _____ PERSON WITH DISABILITIES _____ VETERANS READJUSTMENT _____ DISABLED VETERANS W/30% COMPENSABLE DISABILITY _____ VETERANS EMPLOYMENT OPPORTUNITIES ACT OF 1998 _____ FORMER PEACE CORPS VOLUNTEER _____ STUDENT CAREER EXPERIENCE PROGRAM _____ OTHER ________________________________________________ SUBMISSION OF THIS FORM IS VOLUNTARY—THANK YOU FOR YOUR INTEREST! USDA is an equal opportunity provider and employer.
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