I.                   INTRODUCTION


The Information Technology Specialist (Systems Analysis) is responsible for providing high quality, cost effective, and state-of-the-art information technology service throughout the assigned jurisdiction on projects assigned.  The incumbent serves as the Project Manager on assigned projects and provides technical expertise in the application of analytical processes to the planning, design and implementation of new and improved information systems to meet the business requirements of customer organizations.


The incumbent reports to the Supervisory Information Technology Specialist or Director, Information Technology Division (ITD), as defined, located in the Administrative Service Center (ASC) for all organization and functional matters.  However, specific automation policy and procedural questions and issues may be directed to the Office of Information Technology (OIT) in Headquarters for resolution and guidance.  The incumbent keeps the Supervisory Information Technology Specialist and/or Director, ITD apprised of the outcome of these discussions.











III.             FACTOR LEVELS




Mastery of, and skill in applying;


·        Business process engineering concepts methods sufficient to lead studies designed to identify potential improvements in the way information technology is applied to key business functions.  Utilizes advanced IT principles and project management concepts, methods, standards, and practices.

·        Systems design tools, methods and system analysis and design tools; standards, policies, appropriate principles, methods, and business processes and operations that are needed in developing requirements and specifications for requirements; advising on the merits of proposed and/or re-engineered, and/or enhanced applications and the translation of design specifications

·          Information technology resources and infrastructure, including departmental organization, work processes and automated systems; equipment and software platforms, current and projected systems technology resources within the department, departmental system development methodologies; and administrative and program systems that service the local organizations.

·          Organizational structures and work processes as well as a high degree of analytical ability to gather data, arrive at conclusions, and devise solutions to problems that will include program business processes.  Knowledge of cost benefit analysis for desired systems and recommendations for the most effective systems.  Knowledge of and experience in the use of oral and written communication techniques to accomplish ongoing coordination with the program customer and technical management and development staff.

·          Project Management principles and techniques.

·         Policies, procedures, and strategies governing the planning and delivery of services throughout the agency.

·        Understanding of interrelationships of multiple IT specialties.

·        Understanding of the agency’s IT architecture.

·        Systems engineering concepts and methods

·        Network architecture and topology, including transmission protocols

·        Internet services architecture

·        Database management concepts and techniques

·        Data mining, storage, and warehousing methods


Sufficient to:

·        Manage a development project through project management life cycle.

·        Plan and coordinate the development of data structures and access strategies in alignment with business and mission requirements

·        Develop technical designs

·        Identify data requirements

·        Plan and oversee the installation or reinstallation process and coordinate with specialists in other functional areas to resolve connectivity, compatibility, reliability, security, and related issues


FACTOR 2 - SUPERVISORY CONTROLS                                                           FL 2-4


The supervisor outlines overall objectives and available resources.  The employee and the supervisor, in consultation, discuss timeframes, scope of the assignment including possible stages, and possible approaches.  The employee determines the most appropriate principles, practices, and methods to apply in accomplishing assignments.  The employee frequently interprets regulations on his/her own initiative, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most of the conflicts that arise; and keeps the supervisor informed of progress and potentially controversial matters.


The supervisor reviews completed work for soundness of overall approach; effectiveness in meeting requirements or producing expected results, the feasibility of recommendations, and adherence to requirements.  The supervisor does not usually review methods used.


FACTOR 3 - GUIDELINES                                                                                     FL 3-4


The employee uses guidelines and precedents that are very general regarding agency policy statements and objectives.  Guidelines specific to assignments are often scarce, inapplicable or have gaps in specificity that require considerable interpretation and/or adaptation for application to issues and problems.


The employee uses judgment, initiative, and resourcefulness in deviating from established methods to modify, adapt, and/or refine broader guidelines to resolve specific complex and/or intricate issues and problems; treat specific issues or problems; research trends and patterns; develop new methods and criteria; and/or propose new policies and practices.


FACTOR 4 - COMPLEXITY                                                                                   FL 4-5


The overall work consists of a variety of duties requiring the application of many different and unrelated processes and methods to a broad range of IT activities or to the in-depth analysis of IT issues.  The employee makes decisions that involve major uncertainties with regard to the most effective approach or methodology to be applied.  These changes typically result from continuing changes in customer business requirements, or rapidly evolving technology in the specialty areas.  The employee develops new standards, methods, and techniques; evaluates the impact of technological change; and/or conceives of solutions to highly complex technical issues.  The work frequently involves integrating the activities of multiple specialty areas.


The specialty work consists of developing and standardizing systems design, development, and implementation methods.  The incumbent serves as a project leader in managing distinct projects involving multiple stages in the systems development life cycle.  Highly effective system design methodologies and benchmarked best practices from industry and other government organizations are identified and evaluated; prototypes are developed and tested including evaluation of test results.  Methods that will result in quality design and high customer satisfaction are catalogued and utilized.  The incumbent exercises considerable judgment and ingenuity in championing the implementation of standardized methods throughout the department.



FACTOR 5 - SCOPE AND EFFECT                                                                       FL 5-5


Work involves leading multiple design teams in the development of systems specifications for major new applications.  The work encompasses all phases of the design process from requirements analysis to post-implementation support.  Work results in the development of well-designed systems that support the accomplishment of strategic business requirements.





Personal contacts are with individuals or groups from outside the agency, including consultants, contractors, vendors, or representatives of professional associations, the media or public interest groups, in moderately unstructured settings.  This level may also include contacts with agency officials who are several managerial levels removed from the employee when such contacts occur on an ad hoc basis.  Must recognize or learn the role and authority of each party during the course of the meeting.  Purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations.  May encounter resistance as a result of issues such as organizational conflict, competing objectives, or resource problems.  Must be skillful in approaching contacts to obtain the desired effective; e.g., gaining compliance with established policies and regulations by persuasion or negotiation.


FACTOR 8 - PHYSICAL DEMANDS                                                                     FL 8-1


The work is primarily sedentary, however, the work does involve the lifting and moving of information technology equipment.  The employee is required to travel periodically to participate in work assignments, work groups or training.


FACTOR 9 - WORK ENVIRONMENT                                                                 FL 9-1


The work area is adequately lighted, heated, and ventilated.  The work environment involves everyday risks or discomforts that require normal safety precautions. Some employees may occasionally be exposed to uncomfortable conditions during office relocations/realignments; troubleshooting cable problems; etc.