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Job Specification
JUDICIARY OF THE STATE OF NEW JERSEY
Court Executive Band Specification
BAND SUMMARY
Court Executives oversee court operations; formulate and direct
the implementation of Judiciary plans, programs, policies and procedures; and
manage Judiciary resources.
LEVEL SUMMARY
Level 1 - Court Executive 1a:
Employees at this
level assist in the everyday operations of a statewide program.
Level 1 - Court Executive 1b:
Employees
at this level serve as Jury Managers in a vicinage, assist in managing the
everyday operations of a division in a vicinage or assist in managing the
everyday operations of a statewide program and staff associated with the
program.
Level2- Court Executive 2a:
Employees
at this level assist in the management of a section in the central office with
statewide responsibilities.
Level2- Court Executive 2b:
Employees
at this level manage a division in a vicinage or a section in the central
office with statewide responsibility.
Level3- Court Executive 3a
:
Employees at this level manage a high impact section(s) with statewide
responsibility and possess specialized knowledge, or oversee a complex and
diverse statewide program, or oversee a large statewide section/division.
Level3- Court Executive 3b:
Employees
at this level direct a vicinage or a central office division or major statewide
operation(s).
Level4- Court Executive 4
:
Employees at this level oversee a major statewide operation(s) and perform
broad and general oversight of the Judiciary.
NOTE:
The above summary and following examples of work are for
illustrative purposes only. Any one position may not include all the tasks
listed, nor do the examples cover all the duties which
may be performed. Tasks are cumulative; higher levels include the tasks
associated with lower.
TASKS
Level 1
Act as staff to committees or conferences
Advise management or supervisors on personnel issues
Advise managers on deadlines, rules or regulations, or related
information
Answer questions posed by judges, the public, clients, customers,
complainants, co-workers, subordinates, or supervisors
Arrange training for staff or team members
Assign workload or specific duties to staff or team members
Attend and participate in meetings outside of work unit/team
Communicate policies, rules or regulations to staff or team
members
Conduct formal work performance evaluations with staff or team
members
Conduct training sessions or orientation programs
Coordinate, plan, and prioritize work of unit or team
Design case management processes
Determine appropriate services for clients or customers
Determine staff orteam member training needs
Develop performance standards and content materials for use in
program and performance evaluation
Develop work unit or team goals
Estimate aggregate fiscal, material, or staffing resources
necessary for accomplishing production goals of the unit or team
Evaluate program, unit, or team performance in accordance with
established policies or procedures
Execute terms of collective bargaining agreements
Facilitate staff or team decision-making processes
Implement and/or oversee proper implementation of operating
procedures or systems
Inform managers about unresolved staff or team conflicts
Instruct staff or team members on work-related matters
Interview job applicants
Mediate conflicts among staff or team members
Mentor and coach staff or team members; provide direction and
feedback
Participate in team development activities
Participate in the development of operational programs,
procedures, practices, and standards
Plan agendas for meetings
Prepare technical, statistical, financial, review or evaluation
reports
Provide structured training to co-workers
Recommend improvements in operating procedures, programs,
standards, work processes, or administrative practices
Recommend personnel actions, such as hiring, firing, promoting,
disciplining, or demoting
Recommend procedures or practices to ensure efficient court/unit
operations
Reconcile employee grievances
Regulate flow of work in accordance with operating schedules
Review and correct work of staff or team members
Schedule staff or team members' work hours or vacation time
Level2
Allocate resources, for example, human, financial, materials,
equipment
Compile statistical data on workload volume, backlog, unit
expenditures, personnel actions, financial transactions, fixed assets,
equipment, or attendance
Coordinate with heads of internal or external units or community
Define objectives for work performance, for example, performance
standards, performance management or work outputs
Develop administrative and/or internal control systems
Develop and/or manage a budget
Develop and/or manage collections systems
Develop communication plans within or outside the organization or
unit
Develop policies or procedures to ensure efficient court or unit
operations
Develop policy for workforce planning or reductions
Direct and/or coordinate work between units or teams
Develop and implement plans for utilization of available funds,
personnel, equipment, materials, and supplies
Develop and implement vision or leadership strategies to
accomplish organizational or unit goals
Make decisions about organization or unit personnel actions, such
as recruitment, selection, design of rewards systems, promotions, transfers,
grievances, discipline, or terminations
Make recommendations on controversial, expensive, safety-related,
or critical work problems presented in the organization or unit
Plan implementation of projects or programs
Prioritize work or work operations for the unit or organization
Provide direction for achieving organizational, unit or project
goals to assure that time and quality standards are met
Recommend changes to organizational structure
Recommend improvements in judiciary programs
Render decisions on controversial, expensive, safety-related, or
critical work problems presented in the organization or unit
Set goals or organization/unit directives
Level3
Develop vision or leadership strategies to accomplish
organizational or unit goals
Formulate plans for utilization of available funds, personnel,
equipment, materials, and supplies
Formulate policies, procedures or practices for organization, unit,
or program
Implement policy directives
Implement policy for workforce planning or reductions
Level4
Accountable to the highest organizational levels for balanced
governance and reasoned decision-making
Formulate senior-level strategy in accordance with Judiciary-wide
mission and goals
Oversee multiple complex areas with divergent constituencies,
needs and interests
COMPETENCIES
NOTE:
The following competencies are cumulative in nature. For
example, lower-level competencies are prerequisite to
higher
level
competencies.
Level 1
Activating Change
- Implements policy
directives. Generates change.
Administration & Management
-
Knowledge of planning, coordination and execution of business functions,
resource allocation and production. Uses skills, tools, instruments, and
techniques to manage.Studies or analyzes subject
matter to determine significance, worth, modification and application of
alternatives to the organization.
Conflict Management
- Manages and resolves
conflicts, confrontations, and disagreements in a positive
manner
which
minimizes negative personal impact.
Contracting and Procurement
-
Knowledge of various types of contracts, techniques for contracting or
procurement, and contract negotiation and administration.
Creative Thinking
- Develops new insights
into situations and applies innovative solutions to effectuate
improvements or to resolve problems. Designs strategies as necessary where
established methods and procedures are inapplicable, ineffective, inefficient,
or unavailable.
Customer Service –
Committed to providing
quality services. Commands an understanding of the customer, who he or she is,
why and what he or she wants and needs. Focuses work on meeting and exceeding
the customer’s needs. Develops and maintains strong relationships with internal
and external customers, vendors, or suppliers. Builds customer confidence in
the ability to serve their needs.
Economics & Accounting -
Knowledge of economic
and accounting principles and practices, tax law and practices, financial
markets, banking and the analysis and reporting of financial data.
Education & Training
- Determines training needs
of staff. Identifies remedial skills and recommends training to increase staff
skills. Assesses training sessions. Discusses the application of acquired
training to the job. Values and promotes learning and mastery in others. Seeks
new tools, job training and learning opportunities. Keeps up-to-date with new
developments.
Flexibility
- Open to change and new
information. Adapts behavior or work methods in response to new information,
changing conditions, or unexpected obstacles. Effectively deals with ambiguity.
Information Management
- Identifies a need
for and knows where and how to gather information. Organizes and maintains
information or information management systems.
Interpersonal Skills
- Shows understanding,
respect, collegiality, courtesy, tact, empathy, cooperation, concern, and
politeness to others. Develops and maintains effective relationships with
others; including effectively dealing with individuals who are difficult,
hostile, or distressed. Relates well with people from varied backgrounds and
different situations. Sensitive to cultural diversity, race, gender,
disabilities, and other individual differences. Participates fully in team
activities.
Leadership
- Inspires, motivates, and
guides others toward goal accomplishment. Coaches, mentors, and challenges
subordinates and is receptive to their ideas and feedback. Adapts leadership
styles to a variety of situations. Exhibits high standards of honesty,
integrity, trust, openness, and respect for the individual by applying these
values to daily behaviors.
Managing a Diverse Workforce
- Relates
well with people from varied backgrounds and different situations. Sensitive to
cultural diversity, race, gender, disabilities, and other individual
differences. Show dignity and respect to all. Manages workforce
diversity.
Oral Communication
- Effectively
communicates one’s point of view to a group or an individual. Initiates
discussions with staff. Focuses discussions on desired results.
Organizational Awareness
- Knows the organization’s
mission and functions, and how its social, political,
and technological systems work, and operates effectively within them, including
the programs, policies, procedures, rules, and regulations of the organization.
Performance Appraisal
- Performs formal,
meaningful, realistic, and consistently fair performance appraisals with staff
members or on team performance within established parameters.
Personnel Practices
- Determines appropriate
allocation of staff to support organizational and customer objectives.
Identifies, attracts, and recruits top talent.
Problem Solving
- Identifies and analyzes
problems. Uses sound reasoning to arrive at conclusions. Finds alternative
solutions to complex problems. Distinguishes between relevant and irrelevant
information to make logical judgments.
Self-Direction -
Demonstrates belief
in own abilities and ideas. Self-motivated and results-oriented. Recognizes own
strengths and weaknesses. Seeks feedback from others and opportunities for
self-learning and development.
Stress Tolerance
- Deals calmly and effectively
with high stress situations, for example, tight deadlines, hostile individuals,
emergency situations, dangerous situations.
Teamwork
– Manages group processes. Encourages and
facilitates cooperation, pride, trust, and group identity. Fosters commitment
and team spirit. Works with others to achieve goals.
Technical Competence
- Understands and
appropriately applies procedures, requirements, regulations, and policies
related to specialized expertise. Maintains credibility with others on
technical matters.
Technology Management
- Integrates technology
into the workplace. Develops strategies using new technology to manage and
improve program effectiveness. Understands the impact of technological changes
on the organization.
Total Quality Management
- Shows attention to
detail, accuracy, and thoroughness. Committed to quality and excellence. Finds
the root cause of problems. Looks for and makes continuous improvements.
Follows through on implementing improvements and commitments made to others.
Written Communication
- Composes
correspondence, reports and other written material that is clear, concise, well
organized and understood by the recipient. Recognizes and uses correct English
grammar, punctuation, and spelling. Communicates information, for example, facts,
ideas, or messages, in a succinct and organized manner. Produces written information which may include technical material that is
appropriate for the intended audience.
Level2
Decision Making
- Makes sound, well informed, and
objective decisions. Perceives the impact and implications of decisions.
Commits to action, even in uncertain situations, to accomplish organizational
goals. Recommends, devises, and/or implements change. Effectively deals with
ambiguity.
Design
- Knowledge of developing, producing,
understanding, and using plans, blueprints, models, and maps.
Financial Management
- Prepares, justifies,
and/or administers the budget for program areas. Plans, administers, and
monitors expenditures to ensure cost-effective support of programs and policies.
Assesses financial condition of an organization. Ensures proper application of
internal controls.
Influencing/Negotiating
- Persuades others to
accept recommendations, cooperate, or change their behavior. Works with others
towards an agreement. Negotiates to find mutually acceptable solutions.
Managing Human Resources
- Plans, distributes,
coordinates, and monitors work assignments of others. Evaluates work
performance and provides feedback to others on their performance. Ensures that
staff are appropriately selected, utilized, and developed.
Coaches and mentors the development of competencies for those supervised.
Accessible and visible to staff.
Visualization
- Mentally organizes and
processes symbols, pictures, graphs, objects, or other information, for
example, visualizes a building from a blueprint or visualizes the flow of work
activities from reading a work plan.
Level3
Creative Thinking
- Develops new insights
into situations and applies innovative solutions to make organizational
improvements. Designs and implements new or cutting-edge programs and
processes.
External Awareness
- Identifies, understands
and keeps up-to-date on key policies/priorities and economic, political, and
social trends that affect the organization. Understands where the organization is headed and how to contribute.
Internal Controls/Integrity
- Assures
that effective internal controls are developed and maintained to ensure the
integrity of the organization.
Public Planning
- Knowledge of functions,
principles, practices, and techniques of public planning, such as demand and
financial forecasting.
System Development
- Anticipates the needs of
the system to achieve quality end products.
Vision
- Understands where the organization is headed and how to contribute; takes a long-term view and
recognizes opportunities to help the organization accomplish its objectives or
move toward the vision.
Level4
Thought Leadership
- Evaluates potential risks
and opportunities and positions the organization for successful innovation and change.
Transparency Management
- Inculcates an open
climate where assessment of organizational plans, policies and practices is
readily available.
MINIMUM REQUIREMENTS
Education
Graduation from an accredited college or university with a
bachelor’s degree.
Finance area of specialty:
Graduation
from an accredited college or university with a bachelor’s degree, including or
supplemented by 21 credit hours in accounting, business administration,
economics, public administration, and/or finance. Six of these credits must be
in accounting.
Legal area of specialty:
Graduation from an
American Bar Association-approved law school.
License
Appointees
will be
required to possess a driver’s license valid in New Jersey only if theoperation of a vehicle is necessary to perform essential
duties of the position.
Legal area of specialty:
Attorney-at-Law with
a plenary license in the State of New Jersey and having Supreme Court Good
Standing Status of Active.
Experience
Level 1
1A.
Three years of paraprofessional and/or professional administrative
experience, one of which shall have included experience in planning,
organizing, and coordinating program or case related activities
–OR
–
if applicable, experience in the area of specialty specific to the
job function being performed (see areas listed below).
1B.
Three years of professional administrative experience, one
of which shall have included experience in planning, organizing, and
coordinating program or case related activities –OR – if
applicable, experience in the area of specialty specific to the job function being performed (see areas listed below).
Level2
2A.
Five years of professional administrative and/or program
management experience; three of which shall have included responsibility for
program development and/or implementation and the achievement of program
goals –OR – if applicable, responsibility in the area of
specialty specific to the job function being performed (see areas listed
below).
2B.
Five years of professional administrative and/or program
management experience which shall have included responsibility for program development
and/or implementation and the achievement of program goals –OR – if
applicable, responsibility in the area of specialty specific to the job
function being performed (see areas listed below); and three years of
supervision of staff.
Supervision Substitution for Level 2B Only
For positions that require or prefer the
selected candidate be an Attorney-at-Law, the supervision of staff requirement
may be waived for those candidates who are Attorneys-at-Law with a plenary
license in the State of New Jersey and having Supreme Court Good Standing
Status of Active; that have at least three years of experience applicable to
the position to which they are applying.
Level3
3A.
Seven years of managerial experience, which shall have
included responsibility for the management of budgets and administrative
operations; development and implementation of programs, policies, and
procedures; if applicable, responsibility in the area of specialty specific to
the job function being performed (see areas listed below); and four years of
supervision of professional staff.
3B.
Eight years of managerial experience, which shall have
included responsibility for the management of budgets and administrative
operations; development and implementation of programs, policies, and procedures;
and if applicable, responsibility in the area of specialty specific to the job
function being performed (see areas listed below); and five years supervision
of professional staff.
Substitution for Level 3 Only
For positions that require or prefer the selected candidate be an
Attorney-at-Law, candidates who are Attorneys-at-Law with a plenary license in
the State of New Jersey and having Supreme Court Good Standing Status of Active
must have:
3A.
Four years of managerial experience; seven years of responsibility
in the area of specialty specific to the job function
being
performed
(see areas listed below); and four years of supervision of
professional staff.
3B.
Five years of managerial experience; eight years of
responsibility in the area of specialty specific to the job function being performed (see areas listed below); and five years of
supervision of professional staff.
Level4
Ten years of managerial experience, which shall have included
responsibility for the management of budgets and administrative operations;
development and implementation of programs, policies, and procedures; if
applicable, responsibility in the area of specialty specific to the job
function being performed (see areas listed below); and seven years of
supervision of professional staff in accordance with the broader strategic
framework.
Note
Appointees to Court Executive titles must successfully complete
the Management Leadership Development Program within the first 12 months in the
title. Any of the required development programs completed prior to appointment will be considered for meeting this requirement.
Court Executive 1, 2, 3 and 4 Areas of Specialty
Substitution
Common to all levels and areas of specialties, except Legal and
Finance
Applicants who do not possess the required education may
substitute additional professional experience on a year-for-year basis with one
year of such experience being equal to 30 semester hour credits. An associate’s
degree from an accredited college or university and two years of additional
professional experience may be substituted for the
required bachelor’s degree.
A master’s degree from an accredited college or university may be substituted for one year of experience as indicated
above -OR- a law degree from an approved American Bar
Association law school may be substituted for two years of experience as
indicated above.
Substitution for Finance area of specialty
Applicants who do not possess the required education but do
possess the required 21 credit hours in accounting, business administration,
economics, public administration, and/or finance (including six accounting
credit hours), may substitute experience on a year-for-year basis.
A master’s degree from an accredited college or university may be substituted for one year of general experience as
indicated above –OR– a CPA designation may be substituted for
one year of general experience as indicated above.
Substitution for Legal area of specialty
:
None
Effective Date: 12/03/2022
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