Child Support Supervisor II
for each heading. Use - for any list of duties/requirements/benefits. Use
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, EEO, etc. Preserve all substantive info. Include a section only when posting has real, specific content for it. Avoid filler like "commensurate with experience". No Pay/Schedule/Benefits unless posting actually states them. The posting does not mention pay, schedule, benefits. So we should not include those sections. We need sections like About the role (maybe overview), Responsibilities, Requirements, Qualifications, Skills. Possibly combine some.
We need to extract substantive content from the job description.
Let's parse the provided text.
The job title: Child Support Supervisor II.
Description: "Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community."
Then there is a section "SUPERVISOR/MANAGERIAL FUNCTIONS" with bullet-like statements (each preceded by a dash? Actually each line starts with function name then dash). We need to turn those into list items under Responsibilities perhaps.
Then "SCOPE AND NATURE OF WORK SUPERVISED" with subpoints: Dynamics of Work Supervised, Variety of Work Supervised, Number of Employees Responsible For, EXTENT OF SUPERVISION RECEIVED, SPECIAL ADDITIONAL CONSIDERATIONS.
Then "RECRUITMENT STANDARDS: Knowledges, Skills and Abilities - ..." plus Minimum Education and Experience.
Also ADA Compliance etc (boilerplate to remove). Also disclaimer etc (remove). Also application instructions (remove). Also categories etc (remove). Also listing information UI (remove). So we keep only the substantive job description.
We need to decide sections.
About the role: could be the introductory paragraph(s) describing the role.
Responsibilities: could be the SUPERVISOR/MANAGERIAL FUNCTIONS list.
Requirements: maybe Minimum Education and Experience.
Qualifications: maybe Knowledges, Skills and Abilities.
Skills: maybe separate list of skills from that.
But we must not create thin sections. We need to ensure each section has substantive content.
We could combine Knowledges, Skills and Abilities into Skills section, and Requirements could be Minimum Education and Experience.
But we also have "SCOPE AND NATURE OF WORK SUPERVISED" which could be part of Responsibilities or About the role? It describes nature of work supervised. Could be part of About the role or Responsibilities. Might be better to include under Responsibilities as additional details.
We need to avoid duplication.
Let's extract content.
Intro paragraph:
"Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community."
That's good for About the role.
SUPERVISOR/MANAGERIAL FUNCTIONS:
List each:
- Planning - Plans work operations, sets priorities and deadlines, establishes goals for the IV-D program; determines needed staffing, office space, office equipment and justifies to agency director, assistant director or regional consultant; plans are usually set six months to one year in advance.
- Organizing and Directing - Establishes work assignments; makes changes in organization, assignments, procedures, and methods-within agency policies.
- Budgeting - Compiles statistics and projects collections for director; recommends budget needs to director.
- Training - Designs training materials and evaluates on-going staff needs; provides orientation to new staff and determines training needs; advises staff on all changes in program, policy, or unit structure during weekly conferences; provides training and coordinates with state IV-D training services.
- Setting Work Standards - Establishes, develops, revises work standards for the program and assures compliance; reviews established manuals, statutes, regulations with staff and explains new policies and procedures; establishes guidelines in accordance with overall agency standards and goals.
- Reviewing Work - Reviews program accomplishment on a regular basis through reports and discussions with staff; determines internal procedures needed to achieve overall program mission.
- Counseling and Disciplining - Counsels staff regarding grievance policy; may reprimand; acts as first line supervisor in formal actions.
- Performing Other Personnel Functions - Evaluates staff performance; recommends to county director or regional consultant on merit raises, appraisals, promotions, reassignments, salary adjustments or dismissals; interviews applicants and confers with supervisor on hiring.
These are responsibilities.
SCOPE AND NATURE OF WORK SUPERVISED:
- Dynamics of Work Supervised - Work is continually affected by changes in legal interpretations and decisions; court procedures vary from county to county; federal regulations are shifting and require considerable adaptation; work methods are relatively stable.
- Variety of Work Supervised - Employees are administratively and technically responsible for professional agents and clerical support staff involved with range of intake, location, enforcement, and legal activities.
- Number of Employees Responsible For - 6-11 professionals.
- EXTENT OF SUPERVISION RECEIVED - Periodic conferences with county director or regional consultant regarding major technical or administrative concerns.
- SPECIAL ADDITIONAL CONSIDERATIONS: Supervision of Shift Operations - One shift. Fluctuating Work Force - Basically stable. Physical Dispersion of Employees - Normally same location.
These could be part of Responsibilities or About the role. Might fit under Responsibilities as they describe scope.
RECRUITMENT STANDARDS: Knowledges, Skills and Abilities - Thorough knowledge of Child Support Enforcement Program, related legal procedures, judicial operations; considerable knowledge of office management practices and procedures; considerable knowledge of supervisory practices and management techniques. Skill in interviewing techniques, investigating, and analyzing case variables. Ability to organize and summarize case information. Ability to represent program in oral and written forms. Ability to plan, direct, monitor, and develop the program and supervise staff.
Minimum Education and Experience - Graduation from high school plus five years of experience in investigative, judiciary, eligibility, attorney's office or related work which provides the knowledge, skills, and abilities needed to perform the work, including one year of IV-D experience; or four year degree plus two and one half years of work experience in the Child Support Enforcement Program: or Associate of Arts Degree in business, human resources, law enforcement or closely related field and three, years of experience in investigative, judiciary, eligibility, attorney's office or related work, including one year of IV-D experience.
We need to separate Requirements (education/experience) and Qualifications/Skills (knowledge, skills, abilities). The instruction says use headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to decide what goes where.
We could put:
- About the role: introductory paragraph.
- Responsibilities: SUPERVISOR/MANAGERIAL FUNCTIONS list plus SCOPE AND NATURE OF WORK SUPERVISED (maybe as sublist).
- Requirements: Minimum Education and Experience.
- Qualifications: maybe the "Knowledges, Skills and Abilities" heading? But that overlaps with Skills. Could treat Qualifications as the knowledge statements, and Skills as the abilities? But we have both knowledge and skills and abilities in that paragraph. Could split: Qualifications = knowledge statements; Skills = skill/ability statements. However the instruction says prefer a few substantive sections over many thin ones. So maybe combine Qualifications and Skills into one section? But we have separate headings allowed; we can omit if not substantive. We need to include a section only when posting has real, specific content for it. We have content for both knowledge and skills. Could make Qualifications = knowledge statements, Skills = skill/ability statements. That would be two sections, each substantive.
Alternatively, we could put all under Qualifications and omit Skills. But we have both headings available; we need to decide.
The instruction: "Prefer a few substantive sections over many thin ones." So we should avoid creating many thin sections. If we split knowledge and skills into two sections, each may be somewhat thin but still substantive. Could combine them into Qualifications (or Skills) and omit the other.
Better: Use Qualifications for the knowledge, skills, and abilities combined; and Requirements for education/experience. Then we can omit Skills section (since no separate content). That yields fewer sections.
Thus sections: About the role, Responsibilities, Requirements, Qualifications.
We must not include Benefits, Pay, Schedule as they are not stated.
Now we need to format.
Use
for each section heading.
Inside each section, use
for prose,
- for lists.
We need to preserve all substantive information; do not invent or summarize away detail.
We must not include boilerplate like ADA, disclaimer, application instructions, etc.
We must not repeat job title as heading.
We must not include Job ID etc.
Now craft HTML.
Let's write:
About the role
Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community.
Responsibilities
- Planning - Plans work operations, sets priorities and deadlines, establishes goals for the IV-D program; determines needed staffing, office space, office equipment and justifies to agency director, assistant director or regional consultant; plans are usually set six months to one year in advance.
- Organizing and Directing - Establishes work assignments; makes changes in organization, assignments, procedures, and methods within agency policies.
- Budgeting - Compiles statistics and projects collections for director; recommends budget needs to director.
- Training - Designs training materials and evaluates ongoing staff needs; provides orientation to new staff and determines training needs; advises staff on all changes in program, policy, or unit structure during weekly conferences; provides training and coordinates with state IV-D training services.
- Setting Work Standards - Establishes, develops, revises work standards for the program and assures compliance; reviews established manuals, statutes, regulations with staff and explains new policies and procedures; establishes guidelines in accordance with overall agency standards and goals.
- Reviewing Work - Reviews program accomplishment on a regular basis through reports and discussions with staff; determines internal procedures needed to achieve overall program mission.
- Counseling and Disciplining - Counsels staff regarding grievance policy; may reprimand; acts as first line supervisor in formal actions.
- Performing Other Personnel Functions - Evaluates staff performance; recommends to county director or regional consultant on merit raises, appraisals, promotions, reassignments, salary adjustments or dismissals; interviews applicants and confers with supervisor on hiring.
- Dynamics of Work Supervised - Work is continually affected by changes in legal interpretations and decisions; court
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, EEO, etc. Preserve all substantive info. Include a section only when posting has real, specific content for it. Avoid filler like "commensurate with experience". No Pay/Schedule/Benefits unless posting actually states them. The posting does not mention pay, schedule, benefits. So we should not include those sections. We need sections like About the role (maybe overview), Responsibilities, Requirements, Qualifications, Skills. Possibly combine some. We need to extract substantive content from the job description. Let's parse the provided text. The job title: Child Support Supervisor II. Description: "Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community." Then there is a section "SUPERVISOR/MANAGERIAL FUNCTIONS" with bullet-like statements (each preceded by a dash? Actually each line starts with function name then dash). We need to turn those into list items under Responsibilities perhaps. Then "SCOPE AND NATURE OF WORK SUPERVISED" with subpoints: Dynamics of Work Supervised, Variety of Work Supervised, Number of Employees Responsible For, EXTENT OF SUPERVISION RECEIVED, SPECIAL ADDITIONAL CONSIDERATIONS. Then "RECRUITMENT STANDARDS: Knowledges, Skills and Abilities - ..." plus Minimum Education and Experience. Also ADA Compliance etc (boilerplate to remove). Also disclaimer etc (remove). Also application instructions (remove). Also categories etc (remove). Also listing information UI (remove). So we keep only the substantive job description. We need to decide sections. About the role: could be the introductory paragraph(s) describing the role. Responsibilities: could be the SUPERVISOR/MANAGERIAL FUNCTIONS list. Requirements: maybe Minimum Education and Experience. Qualifications: maybe Knowledges, Skills and Abilities. Skills: maybe separate list of skills from that. But we must not create thin sections. We need to ensure each section has substantive content. We could combine Knowledges, Skills and Abilities into Skills section, and Requirements could be Minimum Education and Experience. But we also have "SCOPE AND NATURE OF WORK SUPERVISED" which could be part of Responsibilities or About the role? It describes nature of work supervised. Could be part of About the role or Responsibilities. Might be better to include under Responsibilities as additional details. We need to avoid duplication. Let's extract content. Intro paragraph: "Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community." That's good for About the role. SUPERVISOR/MANAGERIAL FUNCTIONS: List each: - Planning - Plans work operations, sets priorities and deadlines, establishes goals for the IV-D program; determines needed staffing, office space, office equipment and justifies to agency director, assistant director or regional consultant; plans are usually set six months to one year in advance. - Organizing and Directing - Establishes work assignments; makes changes in organization, assignments, procedures, and methods-within agency policies. - Budgeting - Compiles statistics and projects collections for director; recommends budget needs to director. - Training - Designs training materials and evaluates on-going staff needs; provides orientation to new staff and determines training needs; advises staff on all changes in program, policy, or unit structure during weekly conferences; provides training and coordinates with state IV-D training services. - Setting Work Standards - Establishes, develops, revises work standards for the program and assures compliance; reviews established manuals, statutes, regulations with staff and explains new policies and procedures; establishes guidelines in accordance with overall agency standards and goals. - Reviewing Work - Reviews program accomplishment on a regular basis through reports and discussions with staff; determines internal procedures needed to achieve overall program mission. - Counseling and Disciplining - Counsels staff regarding grievance policy; may reprimand; acts as first line supervisor in formal actions. - Performing Other Personnel Functions - Evaluates staff performance; recommends to county director or regional consultant on merit raises, appraisals, promotions, reassignments, salary adjustments or dismissals; interviews applicants and confers with supervisor on hiring. These are responsibilities. SCOPE AND NATURE OF WORK SUPERVISED: - Dynamics of Work Supervised - Work is continually affected by changes in legal interpretations and decisions; court procedures vary from county to county; federal regulations are shifting and require considerable adaptation; work methods are relatively stable. - Variety of Work Supervised - Employees are administratively and technically responsible for professional agents and clerical support staff involved with range of intake, location, enforcement, and legal activities. - Number of Employees Responsible For - 6-11 professionals. - EXTENT OF SUPERVISION RECEIVED - Periodic conferences with county director or regional consultant regarding major technical or administrative concerns. - SPECIAL ADDITIONAL CONSIDERATIONS: Supervision of Shift Operations - One shift. Fluctuating Work Force - Basically stable. Physical Dispersion of Employees - Normally same location. These could be part of Responsibilities or About the role. Might fit under Responsibilities as they describe scope. RECRUITMENT STANDARDS: Knowledges, Skills and Abilities - Thorough knowledge of Child Support Enforcement Program, related legal procedures, judicial operations; considerable knowledge of office management practices and procedures; considerable knowledge of supervisory practices and management techniques. Skill in interviewing techniques, investigating, and analyzing case variables. Ability to organize and summarize case information. Ability to represent program in oral and written forms. Ability to plan, direct, monitor, and develop the program and supervise staff. Minimum Education and Experience - Graduation from high school plus five years of experience in investigative, judiciary, eligibility, attorney's office or related work which provides the knowledge, skills, and abilities needed to perform the work, including one year of IV-D experience; or four year degree plus two and one half years of work experience in the Child Support Enforcement Program: or Associate of Arts Degree in business, human resources, law enforcement or closely related field and three, years of experience in investigative, judiciary, eligibility, attorney's office or related work, including one year of IV-D experience. We need to separate Requirements (education/experience) and Qualifications/Skills (knowledge, skills, abilities). The instruction says use headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to decide what goes where. We could put: - About the role: introductory paragraph. - Responsibilities: SUPERVISOR/MANAGERIAL FUNCTIONS list plus SCOPE AND NATURE OF WORK SUPERVISED (maybe as sublist). - Requirements: Minimum Education and Experience. - Qualifications: maybe the "Knowledges, Skills and Abilities" heading? But that overlaps with Skills. Could treat Qualifications as the knowledge statements, and Skills as the abilities? But we have both knowledge and skills and abilities in that paragraph. Could split: Qualifications = knowledge statements; Skills = skill/ability statements. However the instruction says prefer a few substantive sections over many thin ones. So maybe combine Qualifications and Skills into one section? But we have separate headings allowed; we can omit if not substantive. We need to include a section only when posting has real, specific content for it. We have content for both knowledge and skills. Could make Qualifications = knowledge statements, Skills = skill/ability statements. That would be two sections, each substantive. Alternatively, we could put all under Qualifications and omit Skills. But we have both headings available; we need to decide. The instruction: "Prefer a few substantive sections over many thin ones." So we should avoid creating many thin sections. If we split knowledge and skills into two sections, each may be somewhat thin but still substantive. Could combine them into Qualifications (or Skills) and omit the other. Better: Use Qualifications for the knowledge, skills, and abilities combined; and Requirements for education/experience. Then we can omit Skills section (since no separate content). That yields fewer sections. Thus sections: About the role, Responsibilities, Requirements, Qualifications. We must not include Benefits, Pay, Schedule as they are not stated. Now we need to format. Use
for each section heading. Inside each section, use
for prose,
- for lists.
We need to preserve all substantive information; do not invent or summarize away detail.
We must not include boilerplate like ADA, disclaimer, application instructions, etc.
We must not repeat job title as heading.
We must not include Job ID etc.
Now craft HTML.
Let's write:
About the role
Positions in this class direct a medium size Child Support Enforcement Program. The primary responsibilities include planning, organizing, directing, and evaluating the program. The program is larger and more varied than that of the Supervisor I class, but lacks the complexity of judicial and law enforcement system noted in Supervisor III. Employees provide administrative and technical supervision of the agents and clerical support staff. Employees resolve major concerns with the local judicial and law enforcement system and provide information to the community.
Responsibilities
- Planning - Plans work operations, sets priorities and deadlines, establishes goals for the IV-D program; determines needed staffing, office space, office equipment and justifies to agency director, assistant director or regional consultant; plans are usually set six months to one year in advance.
- Organizing and Directing - Establishes work assignments; makes changes in organization, assignments, procedures, and methods within agency policies.
- Budgeting - Compiles statistics and projects collections for director; recommends budget needs to director.
- Training - Designs training materials and evaluates ongoing staff needs; provides orientation to new staff and determines training needs; advises staff on all changes in program, policy, or unit structure during weekly conferences; provides training and coordinates with state IV-D training services.
- Setting Work Standards - Establishes, develops, revises work standards for the program and assures compliance; reviews established manuals, statutes, regulations with staff and explains new policies and procedures; establishes guidelines in accordance with overall agency standards and goals.
- Reviewing Work - Reviews program accomplishment on a regular basis through reports and discussions with staff; determines internal procedures needed to achieve overall program mission.
- Counseling and Disciplining - Counsels staff regarding grievance policy; may reprimand; acts as first line supervisor in formal actions.
- Performing Other Personnel Functions - Evaluates staff performance; recommends to county director or regional consultant on merit raises, appraisals, promotions, reassignments, salary adjustments or dismissals; interviews applicants and confers with supervisor on hiring.
- Dynamics of Work Supervised - Work is continually affected by changes in legal interpretations and decisions; court