Position Title: Director of Assessing

Department: Finance/Assessing

Reportsto: Finance Director and Boardof Assessors

GradeLevel: Grade 12 Personnel Policies, ManagementProvision

FLSAStatus: Exempt- Full-Time, Benefiteligible

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

Statement ofDuties: The Director ofAssessing is responsible for the administration and provision of assessmentservices including the annual revaluation of all real and personal property andthe administration of the motor vehicle and boat excise programs, statutory taxexemption programs, personal property, betterments/special assessments, and theannual review of the tax-exempt status of non-profit organizations. Performstechnical, analytic and highly complex work in the appraisal of property inaccordance with State and local statutes and regulations. Employee is requiredto perform all similar or related duties.

Supervision Required: Under the general direction of Board ofAssessors, the employee plans and carries out the regular work in accordancewith standard practices and previous training, with substantial responsibilityfor determining the sequence and timing of action and substantial independencein planning and organizing the work activities, including determining the workmethods. The employee is expected to solve through experienced judgment mostproblems of detail or unusual situations by adapting methods or interpretinginstructions to resolve the particular problem. Instructions for newassignments or special projects usually consist of statements of desiredobjectives, deadlines and priorities. Technical and policy problems or changesin procedures are discussed with supervisor or appropriate officials includingthe Board of Assessors, but ordinarily the employee plans the work, lays it outand carries it through to completion independently. Work is generally reviewedfor technical adequacy, appropriateness of actions or decisions, andconformance with policy or other requirements except for the Department ofRevenue's triannual certification review process; the methods used in arrivingat the end result are not usually reviewed in detail.

Supervisory Responsibility: Employee, as a regular and continuing part ofthe job, is accountable for the quality and quantity of work done bysubordinates and assures the accomplishment of the assigned work in the prescribedmanner. Supervisory functions typically consist of most of the following:plans, schedules and coordinates work operations to meet schedules, deadlinesand priorities; revises work schedules to meet changes in workload oravailability of manpower; recommends and justifies to higher levels ofmanagement changes in the organization of work, work methods or assignment offunctions to positions that may affect staffing patterns, costs, workstandards, etc.; assigns work based on varying capabilities of employees;assures that completed work meets the required standard of quality, timelinessand 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 sickand vacation schedules; advises employees of performance requirements andprepares formal evaluations of performance; gives advice and instruction onboth administrative and work matters; informs subordinates of organizationalpolicies, goals and procedures; resolves employee complaints and effectsdisciplinary actions, such as oral warnings and reprimands; has substantialresponsibility for technical soundness of subordinates' work. The employee isresponsible for the supervision of up to three (3) employees and management ofvendor relationships.

Confidentiality: Has access to confidential informationobtained during performance of regular position responsibilities in accordancewith the State Public Records Law.

Accountability: Consequences of errors, missed deadlinesor poor judgment may include adverse customer relations, substantial monetaryloss, legal repercussions, labor/material costs, personal injury and jeopardizeprograms.

Judgment: Guidelinesonly provide limited guidance for performing the work. They may be in the formof administrative or organizational policies, general principals, legislationor directives that pertain to a specific department or functional area.Extensive judgment and ingenuity are required to develop new or adapt existingmethods and approaches for accomplishing objectives or to deal with new orunusual requirements within the limits of the guidelines or policies. The employeeis recognized as the department or functional area's authority in interpretingthe guidelines, in determining how they should be applied, and in developingoperating policies.

Complexity: The work consists of employing many differentconcepts, theories, principles, techniques and practices relating to anadministrative field. Assignments typically concern such matters as studyingtrends in the field for application to the work; assessing services andrecommending improvements; planning long range projects; devising newtechniques for application to the work, recommending policies, standards orcriteria.

Work Environment: The work environment involveseveryday discomforts typical of offices, with occasional exposure to outsideelements. Noise or physical surroundings may be distracting, but conditions aregenerally not unpleasant. Employee may be required to work beyond normalbusiness hours to attend evening meetings with local and state officials.

Nature and Purpose of Public Contact: Relationships are constantly with co-workers,the public and with groups and/or individuals who have conflicting opinions orobjectives, diverse points of view or differences where skillful negotiatingand achieving compromise is required to secure support, concurrence andacceptance or compliance; OR one-on-one relationships with a person who may beunder severe stress, where gaining a high degree of persuasion may be requiredto obtain the desired effect. The employee may represent to the public afunctional area of the municipality on matters of procedures or policy whereperceptiveness is required to analyze circumstances in order to actappropriately.

Occupational Risk: Duties generally do not present occupationalrisk with. Personal injury could occur, however, through employee failure toproperly follow safety precautions or procedures. Examples of injury include bruisesfrom falls, minor cuts or burns, or muscular strains from lifting or carryingheavy equipment or materials.

Essential Functions:

The essential functions or duties listed below are intended only asillustrations of the various type of work that may be performed. The omissionof specific statements of duties does not exclude them from the position if thework is similar, related, or a logical assignment to the position.

1. Conduct the appraisal analysis and Computer Assisted Mass Appraisal (CAMA) work necessary to annually produce new assessed values for all types of real property.
2. Appraise property according to the market, replacement cost and capitalization of income approaches to value.
3. Conduct statistical and mathematical analysis of property values, market trends, and recent sales data.
4. Examine deeds, maps, building plans, permits and market data in order to obtain real estate market data and to locate all taxable and tax-exempt property.
5. Inspect all property as necessary and appropriate for additions, alterations, and demolitions.
6. Prepare and present all Tax Classification materials annually to the Selectboard.
7. Produce the annual Tax Recapitulation Sheet and related records in cooperation with the Finance Director and other department heads.
8. Prepare and submit accurate and timely records to third parties as required.
9. Maintain professional and frequent contact with the public, Town officials, attorneys, members of the banking and real estate communities, appraisers and state agencies.
10. Annually prepare department budget, town map modifications, continuing disclosure documents, and respond to audit requirements.
11. Utilize the Town's website and media to address assessing matters and promote quality assessing practices.
12. Work with other department heads to maintain and develop the Town's Geographic Information System (GIS).
13. Defend assessed values before the State Appellate Tax Board; construct and prepare testimony as necessary.
14. Organize and participate in all meetings of the Board of Assessors.
15. Attend meetings (day or evening) of the Selectboard and Finance Committee, as needed.
16. Work closely with all Town departments, including Treasurer/Collector, Municipal Services, and Town Clerk to perform duties.
17. Performs other duties and functions as required or directed.

Recommended MinimumQualifications:

Educationand Experience: College degreewith five to seven (5-7) years related work experience within the field ofassessing and/or appraisal; or anyequivalent combination of education, training and experience which provides therequired knowledge, skills and abilities to perform the essential functions ofthe job. Municipal experience preferred.

Special Requirements: Massachusetts Accredited Assessordesignation within one year of appointment; valid Class D Massachusettsdriver's license.

Knowledge, Abilities and Skill

Knowledge: Comprehensive knowledge of real estateappraisal principles and practices with an emphasis on assessing related massappraisal; strong working knowledge of Massachusetts law Chapter 59,regulations and procedures related to municipal finance including MGL Chapter44, assessing and related assessing department programs; familiarity with realestate building styles, materials and methods of construction.

Abilities: Ability tointegrate independent appraisal analysis with the tools provided by a ComputerAssisted Mass Appraisal (CAMA) system; knowledge of Geographic InformationSystems (GIS).

Skills: Effective management and computer skills, mathematical skills;proficient written and oral communication skills.

Physical and Mental Requirements

The physical demands described here arerepresentative of those that must be met by an employee to successfully performthe essential functions of this job. Reasonable accommodations may be made toenable individuals with disabilities to perform the position's essentialfunctions.

Physical Demands: Workrequires some agility and physical strength, such as moving in or aboutconstruction sites or over rough terrain or standing or walking most of thework period. Occasionally, work may require lifting objects and carrying them.There may be need to stretch and reach to retrieve materials.

Motor Skills: Duties may involve assignments requiringapplication of hand and eye coordination with finger dexterity and motorcoordination. Examples include operating a motor vehicle, using a personalcomputer, or climbing a ladder.

Visual Demands: Visual demands include constantly readingdocuments for general understanding and analytical purposes.

(Thisjob description does not constitute an employment agreement between theemployer and employee and is subject to change by the employer as the needs ofthe employer and requirements of the job change.)