JUDICIARY OF THE STATE OF NEW JERSEY

Code: 78011 Unknown Unknown

Official job specification

The text below is the official specification published by the New Jersey Civil Service Commission. The plain-language summary and analysis above are derived from it by NJ Civil Service Navigator. Source: the official specification page at NJ CSC.

Definition

Court Executives, both on-site and remotely, oversee court operations; formulate and direct the implementation of Judiciary plans, programs, policies and procedures; and manage Judiciary resources.<

Examples of work

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, stakeholders and/or supervisors Arrange training for staff or team members Assign workload or specific duties to staff or team members Assist with allocating resources, for example, human, financial, materials, equipment Attend and participate in meetings outside of work unit/team Communicate policies, rules or regulations to staff or team members Compile statistical data on workload volume, backlog, unit expenditures, personnel actions, financial transactions, fixed assets, equipment or attendance Conduct formal work performance evaluations with staff or team members Conduct meetings Conduct training sessions or orientation programs Coordinate with heads of internal or external units or community Coordinate, plan, and prioritize work of unit or team Define objectives for work performance, for example, performance standards, performance management or work outputs Design case management processes Determine appropriate services for clients or customers Determine staff or team member training needs Develop administrative and/or internal control systems Develop agendas for meetings Develop and/or manage a budget Develop and/or manage collections systems Develop communication plans within or outside the organization or unit Develop performance standards and content materials for use in program and performance evaluation Develop policies or procedures to ensure efficient court or unit operations Develop work unit or team goals Direct and/or coordinate work between units or teams 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 Implement policy directives 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 Moderate virtual proceedings; for example, send virtual invitations for proceedings, provide general instructions to the participating parties and control the virtual proceeding and locations of parties within the main proceeding and various breakout rooms Participate in team development activities Participate in the development of operational programs, procedures, practices and standards Plan implementation of projects or programs Prepare technical, statistical, financial, or evaluation reports Prioritize work or work operations for the unit or organization Provide structured training Recommend improvements in Judiciary programs Recommend improvements in operating procedures, programs, standards, work processes, and/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 assigned 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 Support evidence-based practices and related functions Level 2 Allocate resources, for example, human, financial, materials, equipment 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 Develop policy for workforce planning or reductions 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 Provide direction for achieving organizational, unit or project goals to assure that time and quality standards are met Recommend changes to organizational structure Render decisions on controversial, expensive, safety-related or critical work problems presented in the organization or unit Set goals or organization/unit directives Level 3 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 for workforce planning or reductions Level 4 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<

Requirements

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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, statistics, mathematics, data analytics or financial related courses. 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 the operation 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). Level 2 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. Level 3 3A. Seven years of managerial experience, which shall have included responsibility for the management of administrative operations; experience with budgeting; 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 administrative operations; experience with budgeting; 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. Level 4 Ten years of managerial experience, which shall have included responsibility for the management of administrative operations; experience with budgeting; 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 · Administrative Operations: purchasing, facilities management, operations, health and safety, jury management, interpreting services, courtroom technology, transcript services, records retention, video conferencing, and/or statistical reporting · Court Operations: reviewing court activities for compliance with laws, court rules or administrative directives; consulting with judges, attorneys and law clerks; evaluating case management systems; coordinating activities between agencies, government and enforcement units; and/or preparing and analyzing case processing statistical reports · Equal Employment/Affirmative Action: administering EEO/AA plan, conducting EEO investigations, recruitment, outreach, organizational training, and/or monitoring employment practices from an HR, EEO/AA, or related compliance oversight role · Financial Operations: accounting, accounts payable, auditing, purchasing, budgeting, cash management, financial analysis, finance, and/or developing, implementing and analyzing financial procedures, systems and controls · Human Resources: payroll processing, benefits administration, classification, salary administration, labor/employee relations, training, and/or selection/recruitment · Information Technology: reviewing, prioritizing, and assessing information technology initiatives, projects, and staff; developing, implementing, and supporting complex systems, database, network, and applications environments; aligning technology strategies with business objectives; optimizing use of Information Technology resources including developing budgets and controlling costs; and/or defining applications development methodologies · Legal: the practice of law as an attorney · Ombudsman: developing and managing programs designed to promote public trust and enhance customer service procedural assistance; serving as customer service liaison to the public; and/or educating public regarding programs and services and facilitating the resolution of complaints Note: Areas of specialty can be revised on the notice of vacancy to include only the area(s) applicable to the position.<

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. Level 2 - Court Executive 2a: Employees at this level assist in the management of a section in the central office with statewide responsibilities. Level 2 - Court Executive 2b : Employees at this level manage a division in a vicinage or a section in the central office with statewide responsibility. Level 3 - 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. Level 3 - Court Executive 3b : Employees at this level direct a vicinage or a central office division or major statewide operation(s). Level 4 - 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 of the tasks listed, nor do the examples cover all of the duties, which may be performed. Tasks are cumulative; higher level include the tasks associated with lower. Positions may be assigned higher-level tasks or duties outside their designated band, provided these assignments are consistent with established classification standards and do not warrant reclassification of the position in accordance with those established standards.<

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 in order 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 impact. Contracting and Procurement - Knowledge of various types of contracts, techniques for contracting and/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 a thorough understanding of the customer, who they are, why and what they want and need. 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. Decision Making - Makes sound, well informed, and objective decisions independently. 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. 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. Models 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. Managing Human Resources - Plans, distributes, coordinates, and monitors work assignments of others. Evaluates work performance and provides feedback to others on their performance and addresses possible work performance issues. Ensures that staff are appropriately selected, utilized, and developed. Coaches and mentors the development of competencies for those supervised. Accessible and visible to staff. 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, organizational and technological systems work and operates effectively within them, including the policies, procedures, rules, and regulations of the work or 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 in order 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 recipient. Recognizes and uses correct 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. Level 2 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. Visualization - Mentally organizes and processes symbols, pictures, graphs, objects or other information, for example, visualizes a building from a blueprint or sees the flow of work activities from reading a work plan. Level 3 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 make a contribution. Internal Controls/Integrity - Ensures 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 in order to achieve quality end products. Vision - Understands where the organization is headed and how to make a contribution; takes a long-term view and recognizes opportunities to help the organization accomplish its objectives or move toward the vision. Level 4 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.<

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 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, statistics, mathematics, data analytics or financial-related courses including six accounting credit hours), may substitute experience on a year-for-year basis. A master's degree from an accredited college or university in business or public administration, economics, accounting, statistics, mathematics, data analytics or finance 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: 10/4/2025