What you're seeing here is likely the symptoms of an overworked manager. It appears that in addition to doing his managing job (which you did not complain about), he is also having to do his technical job (which he is stinking up the room doing). Its time for him to choose what he wants to be when he grows up, manager or doer?
Normally, the lowest-tier manager at a company is the "dual-role manager". This is a person that does the same technical tasks as subordinates while also performing the management tasks. Think about it like this, they are doing the work of both the line-manager and the resource manager. To understand a line-manager, think of a chef's line where one person is doing meats, another starch's, etc) and the Chef's job is to be the boss in addition to being the head cook. Now contrast that with a "resource-manager" who is a person that manages people. The difference being that the line-manager manages folks to do work while they do the work together, and the resource-managers manages people.
The difficulty with a dual-role manager is that eventually they will get too many folks to manage while still doing good work at thier technical job. Remember, as much as you may think that managers are just dorky wastes of space who play Solitaire on thier computer and answer questions on The Workplace, they still have a tough job to do. If you're ever missed a paycheck, then you've worked for a crappy manager. Whereas if you're never had to worry about that nonsense, you work for a good manager! Being a manager for one person is pretty easy; but 20 is a completely different story.
So, now that we fully understand the problem its time to put on our helping hat and give this overworked person a hand before they burn out and become a crappy manager in addition to being a crappy worker. You need to talk to him/her. What's the point of the conversation? If you want to help this person and build them up in a positive way, the point should be "We really appreciate working for you, and feel like its time for you to focus completely on that." This is as opposed to "Hey, you've done poorly and the rest of the department is left to scramble to meet deadlines and fix your"mistakes".
After you talk to him, it may be nice to mention to his boss how much you appreciate this person as your manager. Chances are, his managers are already tracking it and waiting for him to properly assess the situation and act accordingly (a needed management trait). You can help, and in the mean time improve everyone's situation! Good luck!