Director of Assessing

Position Title :
Director of Assessing

Department :
Finance/Assessing

Reports to :
Finance Director and Board of Assessors

Grade Level :
Grade 12 Personnel Policies, Management Provision

FLSA Status :
Exempt
- Full-Time, Benefit eligible

Salary Range : $88,642 to $119,666 - Salary dependent on qualifications

Statement of Duties:
The Director of Assessing is responsible for the administration and provision of assessment services including the annual revaluation of all real and personal property and the administration of the motor vehicle and boat excise programs, statutory tax exemption programs, personal property, betterments/special assessments, and the annual review of the tax-exempt status of non-profit organizations. Performs technical, analytic and highly complex work in the appraisal of property in accordance with State and local statutes and regulations.

Employee is required to perform all similar or related duties.

Supervision

Required:

Under the general direction of Board of Assessors, the employee plans and carries out the regular work in accordance with standard practices and previous training, with substantial responsibility for determining the sequence and timing of action and substantial independence in planning and organizing the work activities, including determining the work methods. The employee is expected to solve through experienced judgment most problems of detail or unusual situations by adapting methods or interpreting instructions to resolve the particular problem.

Instructions for new assignments or special projects usually consist of statements of desired objectives, deadlines and priorities. Technical and policy problems or changes in procedures are discussed with supervisor or appropriate officials including the Board of Assessors, but ordinarily the employee plans the work, lays it out and carries it through to completion independently. Work is generally reviewed for technical adequacy, appropriateness of actions or decisions, and conformance with policy or other requirements except for the Department of Revenue's triannual certification review process;

the methods used in arriving at the end result are not usually reviewed in detail.

Supervisory Responsibility:
Employee, as a regular and continuing part of the job, is accountable for the quality and quantity of work done by subordinates and assures the accomplishment of the assigned work in the prescribed manner. Supervisory functions typically consist of most of the following: plans, schedules and coordinates work operations to meet schedules, deadlines and priorities; revises work schedules to meet changes in workload or availability of manpower;

recommends and justifies to higher levels of management changes in the organization of work, work methods or assignment of functions to positions that may affect staffing patterns, costs, work standards, etc.; assigns work based on varying capabilities of employees; assures that completed work meets the required standard of quality, timeliness and cost, taking corrective actions as necessary, including rejecting the work;

recommends promotions, reassignments, pay increases or other personnel actions; oversees attendance and leave, typically including approval of ordinary sick and vacation schedules; advises employees of performance requirements and prepares formal evaluations of performance; gives advice and instruction on both administrative and work matters; informs subordinates of organizational policies, goals and procedures; resolves employee complaints and effects disciplinary actions, such as oral warnings and reprimands;

has substantial responsibility for technical soundness of subordinates' work. The employee is responsible for the supervision of up to three (3) employees and management of vendor relationships.

Confidentiality:
Has access to confidential information obtained during performance of regular position responsibilities in accordance with the State Public Records Law.

Accountability:
Consequences of errors, missed deadlines or poor judgment may include adverse customer relations, substantial monetary loss, legal repercussions, labor/material costs, personal injury and jeopardize programs.

Judgment:
Guidelines only provide limited guidance for performing the work. They may be in the form of administrative or organizational policies, general principals, legislation or directives that pertain to a specific department or functional area. Extensive judgment and ingenuity are required to…