The Commission's formal proceedings can involve ratemaking, environmental, consumer, financial, and other administrative regulatory issues, and Commission decisions can adjudicate complaints or enforcement matters, resolve rate setting matters, and establish policy germane to the Commission's regulation of public utilities. Many proceedings are resolved using alternative dispute resolution techniques. Under the direction of the Chief Administrative Law Judge, Assistant Chief Administrative Law Judges (ACALJ) are responsible for supervision of Administrative Law Judges to ensure that assigned matters are processed timely, that hearings are conducted in a fair and impartial manner, and that decision drafts are well-written, explain Commission policy, rely on the record, and contain adequate findings of fact, conclusions of law, and ordering paragraphs.
Assistant Chief Administrative Law Judges are also responsible for facilitating interaction between Administrative Law Judges and Commissioners, advisors, other Commission divisions, and support personnel within the Administrative Law Judge Division. Assistant Chief Administrative Law Judges may undertake specific management and supervisory responsibilities regarding other activities needed to support the Commission's decision-making process, such as document filing, agenda preparation, and maintenance of the record of formal proceedings, publication of rulings and decisions, and other related work. Assistant Chief Administrative Law Judges may also cover or serve as back-up for Administrative Law Judges during their absences. Assistant Chief Administrative Law Judges participate in the management of the Administrative Law Judge Division, including planning, budgeting and supervision of Administrative Law Judges and support staff.
Assistant Chief Administrative Law Judges who complete a qualified National Judicial College (NJC) certificated course related to administrative law adjudication or twenty (20) hours of judicial education or certification as approved by the employee’s department shall receive a monthly differential of five percent (5%) of their salary. Equivalency shall be determined by the Department of Human Resources based on recommendations from the employee’s department.
