Appraiser Manager IV Print (https://www.governmentjobs.com/careers/detroit/jobs/newprint/4724168) Apply  Appraiser Manager IV Salary $117,794.00 - $154,492.00 Annually Location Michigan, MI Job Type Certified-Regular Civil Service Job Number 20240213202024OCFOJS Department Off Chf Financial Officer Opening Date 11/08/2024 Closing Date 11/15/2024 11:59 PM Eastern Bargaining Unit 9000-Non Union Salary Regular Service General + Description + Benefits + Questions Description Be a Part of the City You Love! The Office of the Chief Financial Officer - Assessors division is accepting applications for an Appraiser Manager IV position. Position Summary The incumbent of this position is an Appraiser Manager in the Office of the Chief Financial Officer (OCFO) of the City of Detroit. The Appraiser Manager IV will be assigned to lead and manage Appraiser Manager IIIs, Supervisory Appraisers, appraisal professionals and paraprofessionals, and functions within the OCFO's Office of the Assessor. Examples of Duties Using the Assessing.Net Computer Assisted Mass Appraisal (CAMA) software supervises/manages the following activities: + Analysis and valuation of all real and tangible personal property in the City of Detroit + Organization of data on all parcels assessed + Creation of analytical assessment reports + Editing of reporting templates Oversees: + Assessment of all property for the purpose of levying the tax lawfully imposed + Completion of annual assessment roll + Mailing of assessment notices to all property owners identified on the assessment roll + Communication of assessed values to property owners and defends appealed assessments at public hearings throughout the appeals process Using Assessing.Net and other software packages: + Assists in preparation of all State of Michigan assessing and assessment related reports, as well as finance and budget reports + Analyzes and interprets complex appraisal procedures; determines the validity and soundness of appraisal policies and programs; approves recommendations + Reviews appraisals prepared by staff for various property types with complex or unique characteristics, including properties that may be involved in condemnation or tax court cases; overall feasibility; compatibility with other appraisals; and/or effectiveness in meeting program goals and requirements + Manages the preparation of written reports including an analysis of the issues, problems, and trends identified, and reviews narratives to assessments and memorandums to the Board of Assessors + Acts as liaison with other taxing municipalities in resolving tax issues for taxpayers having property in more than one jurisdiction + Performs on a regular basis assignment, which are recognized by the Civil Service as more complex than those assigned at the advanced level + Assists, advises, and trains subordinate Managerial/Supervisory and Professional and Paraprofessional Appraisal staff on changes in laws, policies, and procedures and interpretation of tax laws, including anticipating problems that may arise + Reviews the methodology used and conclusions made in subordinate Appraiser and fee appraisal reports for their impact on existing appraisal program policies and goals; considers the effect of new standards on existing appraisal programs and prepares policy and procedural changes + Defines parameters of fee appraiser assignments, reviews qualifications of appraisers, and recommends appraisers for specific assignments + Represents the Office of the Assessor in public forums and explains the assessment cycle to taxpayers, property owners, and other interested parties + Assists in the establishment of Economic Condition Factors and the State mandated citywide sales study + Evaluates established appraisal techniques, practices, and programs and recommends a variety of policy and procedural changes based on recurring problems and questions and use of modified techniques + Performs special projects and other duties as assigned GENERAL MANAGEMENT/SUPERVISORY DUTIES AND RESPONSIBILITIES + Manages a subordinate staff of managers, supervisors, professionals, and paraprofessionals who perform professional appraisal work including inspections and appraisals of real and personal property and annual assessments of residential, commercial, personal, and industrial property + Plans work to be accomplished by subordinates including the implementation of BSA Software modules, ERSI applications, and other technological applications that impact the work managed + Ensures compliance with all of the implementation guidelines required for successful implementation and use of new technologies + Identifies operational issues associated with current and new technology applications and brings those to the attention of higher-level personnel for resolution + Makes decisions affecting the basic content and character of the operations directed + Making decisions on long-range planning + Performs periodic and comprehensive evaluation of program goals and objectives + Makes decisions on organization improvements + Makes decisions which have an impact on relationships with other groups + Makes decisions substantially affecting the economy of operations + Makes decisions involving key officials + Makes decisions on work problems presented by subordinate Supervisors and Managers + Collaborates with heads of other units to negotiate, decide on, and/or coordinate work-related changes affecting other units + Advises officials with broader and higher responsibilities on problems involving the relationship of the work of the unit supervised to broader programs, and its impact on such programs + Sets priorities and prepares schedules for completion of work + Assigns work to subordinates based on priorities, selective consideration of the difficulty and the requirements of the assignments, and the capabilities of employees + Gives advice, counsels, or instructions to individual employees on both work and administrative matters + Interviews candidates for positions in his unit + Makes recommendations for appointments, promotions, or reassignment involving such positions + Recommends minor disciplinary measures such as warnings and reprimands + Evaluates Supervisors, Managers, and other subordinates + Reviews evaluations made by Supervisors on other employees + Makes selections for nonsupervisory positions, recommending selections for Supervisors and Manager positions + Hears group grievances and serious employee complaints, or ones not resolved at a lower level: reviewing serious disciplinary cases those proposing suspensions and removals, and disciplinary problems involving key employees + As needed, consults with specialists on training needs, and deciding on training problems related to the units supervised + Identifies developmental and training needs of employees in consultation with the Chief Learning Officer + Provides or makes provisions for such development and training Minimum Qualifications Education Bachelor's degree from an accredited college or university with some course work in areas such as finance, business, public policy, organizational leadership, or public administration. Experience Three (3) years of experience in valuation and two (2) years in a supervisory capacity over professional and paraprofessional staff. Appraiser Manager IV must demonstrate proficiency with Microsoft Office products, especially Excel and BS&A Assessing.Net software. Equivalent combinations of education and experience may be substituted to meet the education and experience requirements of this position. All Supervisors and Managers must meet the basic qualifications of the positions supervised. For illustrative purposes, a Supervisor of Accountants must meet the minimum requirements for the highest level of Accountant positions, whereas a Supervisor of Accounting Technicians must meet the minimum requirements for the highest level of Accounting Technician positions. There may be circumstances where a Supervisor or Manager has multiple occupations that they supervise or manage. In these circumstances, the Supervisor or Manager must meet the minimum qualifications of the predominant occupation or family of occupations in the unit supervised or managed. For example, if the unit has Budget Analysts, Financial Analysts, Contracting and Procurement Specialists, with more Budget Analysts and Financial Analysts, then the minimum qualifications of either one of these occupations must be met. Supplemental Information Evaluation Plan + Interview: 70% + Evaluation of Training, Experience & Personal Qualifications: 30% + Total of Interview and Evaluation T.E.P: 100% Additional points may be awarded for: + Veteran Points: 0 – 15 points + Detroit Residency Credit: 15 points LRD: 08/07/2024 EMPLOYMENT BENEFITS The City of Detroit offers a competitive and comprehensive employee benefit package. We pride ourselves on the longevity of our employees. Part of the reason for the low turnover rate is the exceptional benefit package listed below. Benefits include, but are not limited to the following: HEALTH + Medical - Eligible for hospital, surgical, and prescription drug benefits. + Dental + Vision INSURANCE + Life Insurance - Optional group insurance available to employee and their family. The City pays 60% of premium for first $12,500 of employee life insurance. Employee may purchase, at own expense, life insurance for spouse and each dependent. + Long-Term Disability Insurance (Income Protection Plan) - The City offers disability insurance through payroll deductions for persons who become disabled and who are not yet eligible for a service retirement. PAID TIME OFF + Sick Leave + Vacation + Holidays OTHER LEAVE BENEFITS The City also has the following paid and unpaid leaves; funeral leave, Family and Medical Leave, jury duty, military duty leave, unpaid personal leave, RETIREMENT BENEFITS City Employees Retirement System As a regular City employee you automatically become a member of the General Retirement System. This entitles you to a retirement allowance after: • Completion of thirty (30) years of service; - At age sixty (60) if you have at least ten (10) years of service, or - At age sixty-five (65) with eight (8) years of service. • In the event of disability, other eligibility rules apply); - An early, actuarially reduced, retirement is offered after you have attained at least twenty-five (25) years of service; • Employees are vested after ten (10) years of service, regardless of age. ADVANCEMENT OPPORTUNITIES - Employees have many opportunities for growth and career advancement throughout all City departments and divisions. Have a successful career with the City of Detroit. Always remember that you are a part of a team with a common Vision of delivering excellent service to the citizens of the City of Detroit. 01 Please indicate your highest level of education completed + High School Diploma/GED + Associate's Degree + Bachelor's Degree + Master's Degree + PhD/J.D. + No Education experience 02 How many years previous experience do you have in valuation? + No experience + 1 - 2 Years + 3 - 5 Years + 6 Years or More 03 How many years of experience do you have in a supervisory capacity over professional and paraprofessional staff? + No experience + 1 Year + 2 Years + 3 - 5 Years + 6 Years or more 04 Describe your proficiency with utilizing Microsoft Office products, especially Excel and BS&A Assessing.Net software below. Required Question Agency City of Detroit Address Coleman A. Young Municipal Center 2 Woodward Ave ste 316 Detroit, Michigan, 48226 Website http://www.detroitmi.gov/Detroit-Opportunities/Find-A-Job Apply Please verify your email address Verify Email