General Position Summary:
Plan, organize, manage and administer the appraisal program for assessment purposes; performs routine and complex real and personal property appraisal work and reporting as required. Participates in development of the department strategic plan; responsible for implementation and progress of the appraisal division objectives and goals.
Essential Functions (in a typical work week):
Secondary Functions (in a typical work week):
Responsibility/Accountability: This section of the job description describes the amount and breadth of responsibility and accountability that rests with the position, including the expected results of the position, the impact on County operations and activities, and the responsibility for budget.
Some influence on departmental operations, programs, and expense or budgetary outcomes. Dollar amounts influenced would be considered moderate when compared to the overall County budget. Responsibility for the prudent use of County assets may extend beyond own work responsibilities to the work unit or department financial management. Contact with the public is a regular aspect of the position and actions could impact community or user satisfaction levels.
Supervision of Employees: This section of the job description describes the supervisory responsibility assigned including the range and types of supervisory functions performed, from directing work activities and delegating assignments to coaching, counseling, making disciplinary decisions, hiring, firing, salary actions, performance appraisal, training, etc. as well as the types of employees supervised.
Positions at this level are normally responsible for some supervisory responsibilities, including providing daily work direction; provide input regarding hiring, disciplining, terminating employees, making pay adjustments, and/or making employee job/assignment changes. This is the first level of County supervision and would typically be at the nonexempt level where similar work to subordinates is performed as a portion of routine assignments.
Interpersonal Skills/Contacts: This section of the job description describes the characteristics of personal interaction with others including the frequency of contacts with others, the breadth of interactions (within the County, outside the County, with vendors/contractors, dealing directly with the public, etc.), and the level of persons interacted with. Also, included in this section is the reason for contact such as gaining cooperation; use negotiation, tact, teamwork, and sensitivity; or the likelihood of dealing with disagreeable or hostile individuals.
Positions at this level have frequent responsibility for contact with others not employed at the County. Internally, primary contacts are usually made with other departments, as opposed to own work group. Contacts usually concern non-routine information, and the potential for positive or adverse consequences to the County because of these contacts is constantly present. Negotiation, persuasion, tact, sensitivity, and confidential exchanges are all part of the interactions required. Formal presentations may be periodically made. Communication and interpersonal skills are important, and must be well refined to complete job responsibilities.
Working Conditions: This section of the job descriptions outlines the work environment, conditions, and hazards that are encountered in the course of assigned work. This includes the personal risk, hazard, varying work schedules, level of interruptions, job pressure, and the need to frequently juggle priorities and work assignments. Also, exposure to unpleasant working conditions such as high noise levels, heat or cold, inside or outside work, exposure to electricity, chemicals, poor lighting, confinements, machinery, interactions with disturbed or dangerous individuals, personal attacks, contact with contagious disease, or situations where personal safely cannot be assured.
This level has a work environment with only occasional hazards or obstacles. There is a moderately low level of personal risk encountered while performing assigned work. Job conditions may be occasionally uncomfortable relative to noise, temperature, inside/outside work, or dirty conditions. Interactions with angry or hostile individuals, exposure to contagious disease, interruptions that make meeting deadlines more difficult, and some job pressures to successfully complete work assignments can exist.
Physical Requirements: This section of the job description describes the physical effort and manual labor, such as sitting, standing, lifting, carrying, digging, operating equipment, performing with speed, etc., as well as the dexterity required to complete the job functions. The need for travel, extended hours, and situations of physical discomfort are also outlined here.
Positions at this level require some physical efforts or guide labor, such as lifting and carrying of items weighing 15-25 pounds on a regular basis as part of the work assignments, or constant movement is necessary to complete tasks. Some regular stooping, bending, and pushing/pulling may also be required. This level also includes job situations where speed, guide dexterity, and equipment operation are a continual requirement. Positions with regular responsibility for driving are to be placed at least at this level.
Education, Experience, and Certification/Licensure: This section of the job description outlines the education, previous experience, professional licenses, certifications, and specific skills necessary to perform the assigned work.
Positions at this level require abilities, skills, training, and/or a knowledge base equivalent to a seasoned level professional. Education will typically include a four year degree and positions will typically require 3-6 years of directly related experience. Knowledge of multiple business areas and skills are required by the positions. Work may be in a more generalized professional role, or specialized in one particular function where in-depth understanding is required. Capabilities include reasoning, exercise of sound judgment, ability to draw conclusions with limited information, and to forecast or envision future needs and opportunities.
Below is an outline of the specific Education type, Experience type or licensure/certification that is required for this role. The County will also consider any equivalent combinations of the qualifying criteria.