CAREER GUIDE MANAGEMENT ANALYST
SOC Code: 13-1111
Pay Band(s): 4,5,6 and 7 (Salary Structure)
Standard Occupational Description: Conduct organizational studies and evaluations, design systems and procedures, conduct work simplifications and measurement studies, and prepare operations and procedures manuals to assist management in operating more efficiently and effectively. Includes program analysts and management consultants.
Management Analyst positions in the Commonwealth are assigned to the following Roles in the Policy Analysis and Planning Career Group:
While Management Analyst within the Commonwealth are all located within the Policy Analysis and Planning Career Group, individuals may want to pursue other opportunities within the Commonwealth depending upon individual training, education, knowledge, skills, abilities, and interests.
Other Career Group(s) that may be of interest are:
SKILLS, KNOWLEDGE, ABILITIES AND TASKS
(Technical and Functional Expertise)
Note: The technical and functional skills listed below are based on general occupational qualifications for Management Analysts commonly recognized by most employers. Typically, you will not be required to have all of the skills listed to be a successful performer. Recruitment and selection standards for an individual state job must be based on the specific knowledge, skills, and abilities for that job as indicated in the job announcement and job description in the Employee Work Profile.
1. Communicating effectively in writing as appropriate for the needs of the audience.
2. Understanding written sentences and paragraphs in work related documents.
3. Talking to others to convey information effectively.
4. Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
5. Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
6. Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
7. Analyzing needs and product requirements to create a design.
8. Considering the relative costs and benefits of potential actions to choose the most appropriate one.
9. Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
10. Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
Note: The technical and functional knowledge statements listed below are based on general occupational qualifications for Management Analysts commonly recognized by most employers. Typically, you will not be required to have all of the knowledge listed to be a successful performer. Recruitment and selection standards for an individual state job must be based on the specific knowledge, skills, and abilities for that job as indicated in the job announcement and job description in the Employee Work Profile.
The Knowledge of:
1. Business and management principles involved in strategic planning, financial management, policy analysis, program evaluation, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
2. Structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
3. Principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
4. Arithmetic, algebra, geometry, calculus, statistics, and their applications.
5. Principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Note: The technical and functional abilities listed below are based on general occupational qualifications for Management Analysts commonly recognized by most employers. Typically, you will not be required to have all of the abilities listed to be a successful performer. Recruitment and selection standards for an individual state job must be based on the specific knowledge, skills, and abilities for that job as indicated in the job announcement and job description in the Employee Work Profile.
The Ability to:
1. Communicate information and ideas in speaking so others will understand.
2. Communicate information and ideas in writing so others will understand.
3. Tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
4. Listen to and understand information and ideas presented through spoken words and sentences.
5. Read and understand information and ideas presented in writing.
6. Arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
7. Apply general rules to specific problems to produce answers that make sense.
8. Choose the right mathematical methods or formulas to solve a problem.
Note: The following is a list of sample tasks typically performed by Management Analysts. Employees in this occupation will not necessarily perform all of the tasks listed.
1. Review forms and reports, and confer with management and users about format, distribution, and purpose, and to identify problems and improvements.
2. Develop and implement records management program for filing, protection, and retrieval of records, and assure compliance with program.
3. Interview personnel and conduct on-site observation to ascertain unit functions, work performed, and methods, equipment, and personnel used.
4. Prepare manuals and train workers in use of new forms, reports, procedures or equipment, according to organizational policy.
5. Design, evaluate, recommend, and approve changes of forms and reports.
6. Recommend purchase of storage equipment, and design area layout to locate equipment in space available.
7. Plan study of work problems and procedures, such as organizational change, communications, information flow, integrated production methods, inventory control, or cost analysis.
8. Gather and organize information on problems or procedures.
9. Analyze data gathered and develop solutions or alternative methods of proceeding.
10. Document findings of study and prepare recommendations for implementation of new systems, procedures, or organizational changes.
Like people, occupations have traits or characteristics. These characteristics give important clues about the nature of the work and work environment, and give you an opportunity to match your own personal interests to a specific occupation. When you choose a job in an occupation that matches your own interests you have taken an important step in planning a successful and rewarding career.
The occupation of Management Analyst has Investigative, Enterprising and Conventional characteristics as described below:
Investigative Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.
Enterprising Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
Conventional Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
LICENSURE, REGISTRATION, OR CERTIFICATION REQUIREMENTS
Generally this is not required for Management Analyst positions in state government.
The Institute of Management Consultants USA, Inc. (IMC USA) offers the Certified Management Consultant (CMC) designation to those who meet minimum levels of education and experience, submit client reviews, and pass an interview and exam covering the IMC USA's Code of Ethics. Management consultants with a CMC designation must be recertified every 3 years.
Certification is not mandatory for management consultants, but it provides professional growth and enhances career progression.
Information about the Certified Management Consultant designation can be obtained from the Institute of Management Consultants USA, Inc.: http://www.imcusa.org.
EDUCATIONAL, TRAINING, AND LEARNING OPPORTUNITIES
The Department of Labor provides the following information:
Management analysts, often referred to as management consultants in private industry, analyze and propose ways to improve an organization's structure, efficiency, or profits.
After obtaining an assignment or contract, management analysts first define the nature and extent of the problem. During this phase, they analyze relevant data, which may include annual revenues, employment, or expenditures, and interview managers and employees while observing their operations. The analyst or consultant then develops solutions to the problem. In the course of preparing their recommendations, they take into account the nature of the organization, the relationship it has with others in the industry, and its internal organization and culture. Insight into the problem often is gained by building and solving mathematical models.
Once they have decided on a course of action, consultants report their findings and recommendations to the client. These suggestions usually are submitted in writing, but oral presentations regarding findings also are common. For some projects, management analysts are retained to help implement the suggestions they have made.
Management analysts in government agencies use the same skills as their private-sector colleagues to advise managers on many types of issues, most of which are similar to the problems faced by private firms.
Most positions in private industry require a master's degree and additional years of specialized experience; a bachelor's degree may be sufficient for entry-level government jobs.
In addition to the appropriate formal education, most entrants to this occupation have years of experience in management, human resources, information technology, or other specialties. Analysts also routinely attend conferences to keep abreast of current developments in their field.
The Institute of Management Consultants USA, Inc. (IMC USA) offers a wide range of professional development programs and resources, such as meetings and workshops, which can be helpful for management consultants.
The State Council of Higher Education (SCHEV) lists four Virginia educational institutions offering educational programs in management science. They are American Military University, Averett University, Marymount University and Virginia Tech.
Competencies are a set of identified behaviors, knowledge, skills, and abilities that directly and positively impact the success of employees and the organization. Competencies can be observed and measured. When consistently demonstrated, competencies make employees particularly effective in their work. Competencies help lay out a road map to career success. You can use the Commonwealth Competencies to help improve your individual performance by adopting behaviors that make high performing employees successful in their jobs. In this way, you can use the Commonwealth Competencies for your further professional development.
The Commonwealth Competencies are:
1. Technical and Functional Expertise
2. Understanding the Business
3. Achieving Results
4. Serving the Customer
6. Interpersonal and Communication Skills
7. Leadership and Personal Effectiveness
The above competencies may be applied to employees throughout the Commonwealth of Virginia. They can be rank-ordered by agencies and hiring managers to represent the needs of a specific job. The rank ordering will change depending upon the occupation, an organization's priorities, the actual job requirements, and the supervisor's preferences.
Career success is both about what you do (applying your technical knowledge, skills, and ability) and how you do it (the consistent behaviors you demonstrate and choose to use) while interacting and communicating with others. Hopefully, by studying the Commonwealth competencies, identifying your developmental opportunities, and working to refine your own competence, you can take charge of your career!
For additional information about the Commonwealth Competencies go to: http://jobs.state.va.us/cc_planningctr.htm. For the competencies, we first list the competencies and then define each. Finally, we list competency indicators; to describe what successful performance looks like.
COMMONWEALTH CAREER PATH
Career opportunities in the Commonwealth are not limited to moving up to the next highest role and pay band, changing positions, or to becoming a supervisor. That's because most roles describe a broad group of occupationally related positions that perform a range of work that requires increased knowledge and skills. For that reason, Commonwealth roles describe the career paths within the same or higher-level role for the same or different Career Group. The broad salary range and the Commonwealth's pay practices provide flexibility in recognizing career development and advancement. (Salary Structure)
For example: Management Analyst
Sample Career Path
Policy and Planning Specialist I
The Policy and Planning Specialist I role provides career tracks for management analysts performing responsibilities ranging from entry level analysis to advanced level complex statistical or management analysis.
Policy and Planning Specialist II
The Policy and Planning Specialist II role provides career tracks for economists and policy analysts that perform journey level to advanced level research, analysis, and evaluation related to economics, policy, finance, legislation, regulations, agency organization, planning, and central budgets.
Policy and Planning Specialist III
The Policy and Planning Specialist III role provides career tracks for the policy analysts and planners performing advanced level to expert level policy and planning analysis for multiple agencies. Employees are typically located in a central agency.
Policy and Planning Specialist IV
The Policy and Planning Specialist IV role provides career tracks for analysts and planners serving as experts and advisors for individuals at the highest level in the Commonwealth's government, such as the Governor, Cabinet Secretaries, Legislators, and Agency Directors. Employees guide the work of professional level staff involved in developing and recommending implementation of major statewide policy, programmatic, budgetary, regulatory, planning, performance, and fiscal initiatives.
Policy and Planning Manager I
The Policy and Planning Manager I role is for first-level management positions that manage the work of staff engaged in the analysis and publication of labor market data; the conduct of studies of agency organization and operations; and activities related to policy development, planning, and performance measurement. Project planning, management, and review are typical responsibilities for this role.
Policy and Planning Manager II
The Policy and Planning Manager II role provides career tracks for managers responsible for managing/directing an array of planning, performance measurement, evaluation, policy, economic forecasting, or research projects critical to the agency's mission. Employees may direct agency regulatory processes to ensure development and review in accordance with law. Employees represent the agency and act as liaison on complex policy, planning, performance, regulatory, and legislative matters.
Policy and Planning Manager III
The Policy and Planning Manager III role provides career tracks for managers that direct divisions involved in developing and recommending implementation of major policy, programmatic, budgetary, regulatory, planning, measurement, and fiscal initiatives with statewide impact. Employees advise the Governor, Cabinet Secretaries, agency head, and other state officials on policy options, the executive budget, and the development and implementation of legislation, plans, performance measures, and regulations.
Policy and Planning Manager IV
The Policy and Planning Manager IV role provides career tracks for executive-level managers that are responsible for advising the Governor in the prudent allocation of public resources and the development and implementation of statewide fiscal, legislative, programmatic, planning, performance, and regulatory policies. Employees have statutory and executive responsibilities critical to the overall performance and financial welfare of the Commonwealth.
ADDITIONAL OCCUPATIONAL INFORMATION CAN BE FOUND AT:
O*NET (Occupational Information Network)
Virginia Employment Commission
Career One Stop
Virginia Career Resource Network
Institute of Management Consultants USA