Special Consultant

Special Consultant is a non-testing classification used almost exclusively to make temporary appointments (TAUs) to meet short-term needs for highly specialized services that cannot be accommodated within the regular civil service classification and examining structure.

In rare instances and with the approval of both the California Department of Human Resources (CalHR) and the State Personnel Board (SPB), it may also be used to make a temporary appointment pending the filling of an exempt position.

It is the policy of the Department of General Services (DGS) that a Special Consultant may be used for nonrecurring expert service, if all the following criteria are justified on the Request for Personnel Action (RPA):

1. The duration of the work is less than nine months (or 194 working days) within a 12-month period.
2. The work is of a professional or technical character.
   • Professional is defined as engaged in an occupation.
   • Technical is defined as characterizing or showing skill in or specialized knowledge of applied arts and sciences.
3. Specialized skills and knowledge are required, which are not available within existing classifications in State service. While there may be classifications that include the general background needed, they lack the very specialized expertise to meet the particular need.

Note: Careful judgement is required in determining whether criteria “3” is met. Special Consultant should be authorized only to obtain bona fide expertise or specialized consultation not obtainable by using existing classifications and eligible lists. In some cases it should be possible for departments to obtain specialized services from other State agencies under interagency agreements rather than through use of Special Consultants. Finally, any individual hired as a Special Consultant must have a background that matches the justification for the use of the classification.

DGS has delegation from CalHR to make appointments to the Special Consultant classification based on the standards and guidelines outlined in the Classification and Pay (C&P) Manual section 340. However, DGS must provide a copy of the salary analysis to CalHR prior to authorizing an appointment to this classification. Concurrently, SPB must review a “package” from DGS to verify that the proposed consultants background and experience are appropriate for the described assignment and to ensure that appropriate affirmative action considerations have been made. The package shall include:

• Position justification, which includes:
  • Background – description of the situation which led to the request for a Special Consultant
  • Objective – what is to be accomplished by the Special Consultant (scope of work)
  • Needed expertise – description of the specific expertise needed to meet the DGS’ need and indicate why it cannot be obtained from permanent staff or through an interagency agreement
  • Affirmative action – summary of the affirmative action efforts made in the selection process
  • Appointment information – specify the recommended time base salary rate (including justification), and duration of appointment (including the anticipated ate of termination and verification that the DGS; need will not exceed the nine-month limit
• Organization chart
• Duty statement
• Standard application, completed by the individual to be appointed, including salary history information
• Form 215 (TAU authorization)