Community Development Project Assistant

Community Development Project Assistant Location Bremerton, WA : General Function The salary indicated above includes longevity (1% earned after five years and increases to a maximum of 4% after 20 years). Additionally, a cost of living adjustment of 2.50% has been approved for 2024. At the direction of the Community Development Director, provides administrative and fiscal technical support for department operations, capital improvement projects, grants and contracts, Community Development Block Grant Programs and assigned Professional Services contract projects. Processes invoice and payment reconciliation among agencies, consultants, contractors and grantors. Ensures compliance with grant rules and regulations and provides technical assistance to ensure compliance with federal and state labor standards for capital projects. Maintains tracking records and documents for projects, contracts, budgets, grants and commissions. Assists and supports Department Director in day-to-day operations, projects, and budget preparation and monitoring.
Representative Essential Duties and Responsibilities (Note - this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.) Budget Management: Assists in the development of the Department's annual budgeting for Building, Planning, Block Grant, Code Enforcement Abatement and Tax & Licensing. Monitors the budget monthly to ensure revenues and expenditure expectations are met. Office Management: Coordinates the volunteer Boards and Commissions managed by the department. Makes recommendations to the Director regarding process improvements and departmental procedures as appropriate. Coordinates assigned projects with other appropriate city departments, local jurisdictions, regional, state, and federal agencies. Processes all departmental accounts payable. Provides information to the public and others on rules regulations, policies and procedures pertaining to projects and departmental operations. Prepares correspondence, reports, graphics and spreadsheets. Project & Grant Management: Plans and organizes operational, administrative and management studies; researches, organizes, compiles, summarizes and analyzes data and information for assigned special projects; develops and documents recommendations. Reconciles data between different sources; analyzes proposed legislation and projects fiscal impacts; prepares reports on program plans and budget requirements. Coordinates assigned projects with the Director, city departments, consultant and contractors to assure administrative functions are appropriately completed. Tracks schedule, budget and scope of assigned projects to insure all regulatory and grant requirements are met. Prepares and maintains all required documentation, including financial reports, relative to assigned projects. Assures all documents, invoices, grant requests and reports and contracts comply with regulatory requirements Prepares and processes contracts and agreements for award and performs closeout function. Monitors scope, schedule and budget of assigned projects to ensure that all regulatory requirements are being met. Prepares and submits requests for grant reimbursement, ensuring financial grant reporting is properly submitted. Prepares grant and loan forms and reports. Prepares and maintains essential information for project tracking, including schedule, budget monitoring, cash flow analyses and grant reporting. Other duties: Regular attendance is an essential requirement Performs related work as assigned and/or required Knowledge of: Capital project scheduling and budget procedures. Computerized financial systems. Governmental accounting principles and practices. Operation of a personal computer in word processing financial applications and record keeping. Guidelines and requirements for a variety of loans and grants. General operation of a municipal community development department. Ability to: Communicate both orally and in writing. Must be able to prepare complete, complex, comprehensive, and accurate reports. Work as a team member with minimal direction and individually with self-direction. Principles and techniques for project management and organizational development. Principles and practices of administrative management, including personnel rules, cost accounting, budgeting, grant programs, and contract management. Operate a personal computer utilizing standard and specialized software for grant and financial management. Establish, implement, and maintain documentation procedures. Principles of record keeping and records management. Learn governmental principles and practices. Examine and verify financial and contract documents and reports. Prepare variety of financial statements, reports and analyses. Qualifying Education and Experience (Minimum Requirements) Any combination of education experience equivalent to an Associate of Arts degree in business administration, accounting or related field and two years responsible experience in performing administrative, accounting, project management, executive level administrative support, or grant administration. Experience in gathering, manipulating data and using computers, electronic data and other office tools and equipment. Experience in using spreadsheet and word processing. Understanding of mathematics as it applies to finance and accounting. Experience working with outside agencies contractors and the general public. Valid Washington State driver's license is required. PHYSICAL REQUIREMENTS Climbing. Ascending or descending ladders, stairs, scaffolding, ramps, poles and the like, using feet and legs and/or hands and arms. Body agility is emphasized. This factor is important if the amount and kind of climbing required exceeds that required for ordinary locomotion. Balancing. Maintaining body equilibrium to prevent falling and walking, standing or crouching on narrow, slippery, or erratically moving surfaces. This factor is important if the amount of balancing exceeds that needed for ordinary locomotion and maintenance of body equilibrium. Stooping. Bending body downward and forward by bending spine at the waist. This factor is important if it occurs to a considerable degree and requires full motion of the lower extremities and back muscles. Kneeling. Bending legs at knee to come to a rest on knee or knees. Crouching. Bending the body downward and forward by bending leg and spine. Reaching. Extending hand(s) and arm(s) in any direction. Standing. Particularly for sustained periods of time. Walking. Moving about on foot to accomplish tasks, particularly for long distances or moving from one work site to another. Pushing. Using upper extremities to press against something with steady force in order to thrust forward, downward or outward. Pulling. Using upper extremities to exert force in order to draw, haul or tug objects in a sustained motion. Lifting. Raising objects from a lower to a higher position or moving objects horizontally from position-to-position. This factor is important if it occurs to a considerable degree and requires substantial use of upper extremities and back muscles. Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling. Grasping. Applying pressure to an object with the fingers and palm. Feeling. Perceiving attributes of objects, such as size, shape, temperature or texture by touching with skin, particularly that of fingertips. Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. Light work. Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for light work. The worker is required to have visual acuity to operate motor vehicles and/or heavy equipment. The worker is required to have visual acuity to determine the accuracy, neatness, and thoroughness of the work assigned (i.e., custodial, food services, general laborer, etc.) or to make general observations of facilities or structures (i.e., security guard, inspection, etc.). WORKING CONDITIONS None. The worker is not substantially exposed to adverse environmental conditions (such as in typical office or administrative work.) Examination Process and Required Documents The City of Bremerton is committed to integrating diverse perspectives into our workplace culture and encourages our employees to bring their whole, authentic selves to work. We strive to create a diverse team that allows us to effectively connect to the community we serve. Applicants can apply on-line at or application packets may be obtained from the Human Resources Department, Cobweb, or by calling . FIRST REVIEW OF APPLICATIONS - JANUARY 2. Required Application Materials: City application and personal résumé are required. Incomplete application packets will not be considered. Required application materials must be returned to the Human Resources Office by 5:00 p.m. on the closing date. The City of Bremerton is NOT responsible for errors of any kind with faxed or e-mailed application packets. Original signature is required on paper application forms. It is the responsibility of the applicant to carefully list all pertinent experience and training. Appraisal of Experience and Education/Training: At this initial review, application packets may be evaluated entirely on the basis of information you provided in the completed City application form. Applicants should include all relevant information on the City application. Applicant's education, training, and experience will be assessed. The passing score is 70%. The top qualifying candidates will be invited to participate further in the examination process. Meeting or exceeding qualifications does not guarantee the applicant will be invited to participate in the oral examination process. Oral Examination: A panel will evaluate the applicant's training, experience, and ability to perform the job. Placement on the eligibility list is determined by weighted examination scores as follows: Appraisal of application packet regarding Experience and Education/Training - Passing Score 70% - Weight 40% Oral Examination - Passing Score 70% - Weight 60% Applicants must achieve a score of 70% or better on each portion of the exam in order to be placed on the hiring list. Employee Preference: Regular City employees applying for and passing an Open Examination will have seven point five (7.5) percent of their PASSING score added to establish their final score. Veteran's Preference: Veterans, who have passed an examination, shall be entitled to preference pursuant to Chapter 41.04 RCW. NOTE TO APPLICANTS WITH DISABILITIES: Applicants with disabilities who will need special accommodation for examination must advise Human Resources no later than one (1) week prior to the scheduled examination so that appropriate arrangements can be made. . LEGAL and REGULATORY EMPLOYMENT CONDITIONS Fair Labor Standards Act : The classification is non-exempt under the laws of Fair Labor Standards Act minimum wage and overtime provisions.
Representation : The classification is included in the bargaining unit pursuant to the Recognition Article of the current labor agreement between the City of Bremerton and the Teamsters Local 589.
Civil Service : The classification is excluded from the City's Civil Service System.
Appointment and Removal Authority: The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Human Resources Policies.
This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change. Equal Employment Opportunity Statement It is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.
ADA Statement The City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.
The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce. MEDICAL AND DENTAL INSURANCE Effective the first of the month following the date of hire, regular employees are eligible for the City's medical and dental plans. Employees are also eligible for vision insurance on the first day of the month in which the third consecutive monthly premium payment is made on their behalf.
Currently, the City pays the premium for your choice of one of two health insurance plans, Kaiser Permanente or Regence HealthFirst 250 Plan. To cover dependents employee's pay 20% of the dependent premium. Dependents may be added when you are hired, within 30 days of birth or adoption, during the annual open enrollment, or if you have a qualifying event (e.g. marriage, divorce, spouse loss of job or medical coverage). Detailed coverage and rate information is available from Human Resources.
The City provides a dental plan through Washington Dental Service for employee and dependents at no cost to the employee. Dependents can be added when hired, within 30 days of birth or adoption, or at annual open enrollment.
STIPEND IN LIEU OF MEDICAL COVERAGE An employee who waives the right to obtain medical insurance coverage through the City and who provides proof of credible coverage through his/her spouse or other source shall be entitled to receive a a monthly stipend as outlined below: Employee Only $250.00 Employee & Spouse $300.00 Employee, Spouse & 1 Dependent $350.00 Employee, Spouse & 2 Dependents $400.00 Employee & 1 Dependent $300.00 Employee & 2 Dependents $350.00 Employees are required to notify Human Resources, in writing, of their desire to waive medical coverage.
TEAMSTERS WELFARE TRUST VISION BENEFIT PLAN Eligible candidates must participate. See Summary Plan Description for details.
LIFE INSURANCE Life Insurance is available at the employee's expense in amounts from $10,000 to $500,000. You may enroll when hired or at annual open enrollment.
VOLUNTARY LONG-TERM DISABILITY (LTD) LTD coverage is available at the employee's expense. LTD will pay you up to 60% of your salary if you become disabled for more than 90 days due to the same or a related sickness or injury, which must be accumulated within a 180 day period.
RETIREMENT The City provides a comprehensive retirement program through the Public Employment Retirement System (PERS) or Public Safety Employees Retirement System (PSERS). If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 would apply. Effective September 1, 2002, you have the option of Plan 2 or Plan 3. You have 90 days from your employment date to choose between Plan 2 and Plan 3. If you have not decided within 90 days of employment, you will automatically be enrolled in Plan 3, Option A, at 5%. PSERS Plan 2 was created by the 2004 Legislature for certain public employees whose jobs contain a high degree of physical risk to their own personal safety. Employees hired into eligible PSERS positions on or after July 1, 2006 will automatically become members of PSERS.
The PERS plans 1 and 2 are defined benefit plans to be taken when you qualify for retirement. Service credit and average final compensation with a minimum of 5 years service for vesting determine the amount of the benefit. Plan 3 is a combination of defined benefit plan and a defined contribution plan. See your plan booklets for further information
DEFERRED COMPENSATION You may choose from three different plans. You may contribute with a minimum of $30 per month and a maximum annual contribution of $22,500. For additional benefit information, click here.