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Organizational Effectiveness Program Director

Salary: N/A

DEFINITION: Under administrative direction, incumbent acts as an internal consultant to County departments, executives, and staff on issues related to improving organizational effectiveness, including but not limited to: strategic planning, management systems, conflict resolution, employee morale, staff development, and organizational change. Incumbent provides administrative support to the County Administrator by leading a wide variety of complex and sensitive initiatives and programs sponsored by the County Administrator; and performs other related duties as required.

DISTINGUISHING CHARACTERISTICS: This is a single-position, assistant department head, at-will class exempt from civil service; the incumbent reports to and serves at the pleasure of the County Administrator. Deputy County Administrators are distinguished from this class by their role as line executives in the County Administrator's Office, with responsibility over program and fiscal areas.


1. Acts as a resource to all County departments, providing advice, counsel, and coaching to County management and staff in methods and opportunities for organizational planning and development as a means to implement County or departmental strategic goals and objectives; leads and coordinates the research, planning, design, implementation, and evaluation of large-scale organizational change efforts; facilitates communication and cooperation among County departments and functions and between the County and external organizations in order to implement and integrate organization-wide strategic goals and management systems; facilitates and fosters the formation of interdisciplinary teams to evaluate and analyze organizational issues and develop new approaches and solutions to them; acts as a facilitator to County departments to initiate collaborative problem-solving efforts to resolve cross-departmental organizational issues.
2. Provides management consultation to executives and other staff on strategic and operational matters; ensures that County executives and managers are advised of developments in the field of organizational effectiveness, as well as current techniques and practices available to promote employee participation and problem-solving; collaborates with executives, managers, and labor representatives to develop and implement new or improved organizational systems, initiatives, and programs; participates in the evaluation of County or departmental programs and in the development of recommendations for changes or improvements.
3. Assesses organizational needs and effectiveness in terms of accomplishing stated goals and objectives and achieving customer satisfaction, by means of surveys, analysis of available data, and conferring with stakeholders; researches and recommends systemic, policy, program, or procedural innovations or improvements.
4. Directly or through trainers, provides training, coaching, and support to managers and employees in using new approaches, tools, processes, and techniques; develops training and specifications for training; presents training to departmental staff on topics such as strategic planning, change and project management, and problem-solving; prepares requests for proposal for training and other management services; evaluates bids and products; selects vendors or makes recommendations for selection; evaluates and monitors quality of vendor or contract services; administers contracts for professional services.
5. Coordinates or conducts management studies to determine effectiveness of a particular program, department, or organizational function; identifies areas of strength and needs for improvement; recommends courses of action; documents findings in narrative and graphical forms.
6. May develop, monitor, and administer a program budget; leads interdisciplinary project teams and may also supervise staff.


1. Possession of an advanced degree in business or public administration, industrial/organizational psychology, education, or related field, with an emphasis on organizational development, AND two years of increasingly responsible experience in organizational development or strategic planning in a complex public agency; or
2. Possession of a bachelor's degree in business or public administration, industrial/organizational psychology, education, or related field, AND three years of management experience in a complex public agency, AND completion of extensive professional training in organizational development, strategic planning, staff development, and implementation of organizational change sufficient to demonstrate up-do-date knowledge of developments in the field of organizational effectiveness.

Possession of a valid California Class C Driver's License within one month of appointment.

Knowledge of: theory, principles, and practices of modern management, organizational development, conflict resolution, continuous improvement, project management, matrix management, and customer service; principles of and emerging trends in organizational change, employee development, management theory, and strategic planning; methods of data collection and analysis; methods and techniques of training; doctrine of servant leadership; labor-management cooperation efforts; public relations for organizations; standard English usage and grammar; budget administration.

Ability to: establish and maintain effective working relationships with people at every level of the organization and with members of external groups; motivate and inspire others; gather and analyze data, draw conclusions, identify alternative solutions, project consequences of proposed actions, and implement recommendations; marshal resources; use persuasion and diplomacy to achieve consensus and cooperation, especially on difficult or divisive issues; prepare a variety of narrative documents, including policy statements, management reports, and correspondence; speak effectively before small and large groups; coordinate efforts of others over whom one has no direct authority; influence others to work together towards common goals; make independent decisions; establish standards and evaluate performance.

Supplemental Information: Independent travel is required. Incumbent may also be required to work during non-traditional hours, including evenings and weekends.

Desirable Qualification: Some experience in organizations representing employees, preferably in leading labor-management cooperation efforts.


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