Senior Planner #2021-00041
City of Bremerton
Salary
$6,442.96 - $7,850.08 Monthly
Location
Bremerton, WA
Job Type
REGULAR FULL-TIME
Department
Community Development
Job Number
2021-00041
Closing
Continuous
General Function
Administers and undertakes complex work programs, plans, studies and planning processes related to community development. Work assignments require considerable independence in the selection of courses of action and resolution of complex or unique problems within the framework of department policies and procedures under limited direction. Work is reviewed and coordinated with the Director for effective plan development in compliance with division goals, policies, and codes.
Positions in the Senior Planner classification are distinguished from the other planner classifications by the greater degree of responsibility for supervisory, technical, administrative, and public policy elements of the department's work program.
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. )
Review complex land use applications and site plans, including conducting field inspections, for compliance with local and state regulations and plans, providing technical expertise to other planners. Assure complete and thorough analysis and evaluation of such land use applications from initial pre-submittal stages through hearing and adoption stages, overseeing the development and preparation of additional related data as required.
Supervise assigned staff, including setting work priorities, planning, organizing, assigning, advising, assisting, motivating and training as necessary. Evaluate the work of assigned staff and participate in the selection of new employees, including making recommendations regarding hiring, discipline, transfer and termination.
Assist in the development and organization of work assignments and review of written material produced in the section. Recommend policies and procedures to assure effective functioning of the division.
Design, prepare and deliver public presentations to hearing bodies, countywide or regional standing committees, community groups, special interest groups, private organizations, elected officials, Planning Commission, Hearing Examiner, Design Review Board or the City Council.
Formulate comprehensive planning programs by compiling and analyzing background data; formulating plan concepts and goal and policy directives; organizing public input portions of planning programs; and by coordinating activities with other local, state, regional or federal agencies to ensure adequate provisions for their concerns. Compile, analyze and produce substantive, defensible data to support planning decisions.
Advise community leaders and elected officials on public policy issues, planning procedures, the comprehensive plan and its component specific plans and elements, and implementing regulations, capital programs, and other community development measures.
Identify and define new and amended legislation, regulations, policies or ordinances to contribute to more effective operation of community development and related planning activities; draft and present proposed ordinances to the Director, Hearing Examiner, Planning Commission, and City Council for adoption.
Maintain professional, pleasant, and cooperative attitude at all times while displaying patience and flexibility, which may be required under difficult and stressful conditions.
Administer SEPA. Ensure planning decisions are in compliance with the Washington Growth Management Act, the State Environmental Policy Act and other environmental regulations.
Coordinate with other City departments for project review.
May be assigned to both current and long-range planning projects.
Provides technical and administrative assistance as staff planner for boards and committees.
Other Duties
– Regular attendance is an essential requirement
– Performs related duties and responsibilities as assigned and/or required
Physical Requirements
Work is sedentary in nature and requires a high degree of concentration, logical reasoning or creative thought and sustained periods of concentration involving more than normal mental strain. Field trips and attendance at public hearings are necessary parts of this position. Ability to see, with or without corrective lenses, to read the fine print and detect shades of color. Ability to hear, with or within a hearing aid, and speak clearly to converse on the telephone and at the counter. Enough manual dexterity to write clearly.
Working Conditions
Work is performed primarily in an office environment but requires frequent travel to meetings, conferences, and site visits. Attendance of meetings often requires working evening hours.
Qualifying Education and Experience (Minimum Requirements)
Bachelor's degree in planning or closely related field, Master's degree in planning preferred, and five (5) years of progressively responsible work experience in the planning field, is required; or any equivalent combination of experience and education which provides the applicant with the desired skills, knowledge and ability required to perform the work. Two years of program management, supervisory or lead responsibility is required. American Institute of Certified Planners certification is desirable.
Valid Washington State driver's license.
Knowledge & Skills:
• Principles and practices of program development.
• Methods and techniques of public relations.
• Principles of supervision, training, and performance evaluations.
• Principles, practices and methods of municipal land use planning and development permitting and support functions;
• The Washington State Growth Management Act and its relationship to municipal interests and community development;
• Municipal, county, state and federal planning and environmental regulations and laws, particularly the State Environmental Policy Act
• General purposes of planning policy documents and procedures, including comprehensive plans, ordinances, design, plan and environmental reviews, and appeals procedures.
• Computer technology and software applications related to community development, e.g. geographic information systems and permit processing software.
• Land use case law, hearings board case histories and other jurisprudence related to governmental authority for land use regulation.
• State, local, international and uniform building codes and their administration.
• State-mandated procedures and timeframes for project permitting.
Skills & Ability to:
• Evaluate and supervise assigned staff.
• Utilize verbal, written and graphic skills to communicate information and advice effectively to a wide variety of people and officials.
• Guide events toward accomplishment of goals.
• Interpret plans and administer ordinances and regulations firmly, tactfully and impartially while maintaining a positive relationship with the public.
• Identify and respond to sensitive community and organizational issues, concerns, and needs.
• Utilize computer technology to enhance personal and department production and efficiency.
• Manage complex assignments independently and make decisions or recommend course of action based on knowledge and established procedures.
• Select, supervise, train, and evaluate staff.
• Analyze and assess programs, policies and operational needs and make appropriate adjustments.
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.
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. (360) 473-5348.
LEGAL and REGULATORY EMPLOYMENT CONDITIONS
Fair Labor Standards Act: The position qualifies for exemption from the Fair Labor Standards Act minimum wage and overtime provisions under the Act's Administrative Employees exemptions.
Representation: The classification is exempt from 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 not included in 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.
BENEFITS
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 $19,000.