budget analyst - Bremerton, United States - City of Bremerton

Description

Salary :
$88, $107,619.84 Annually


Location :
Bremerton, WA


Job Type:
REGULAR FULL-TIME


Job Number:

Department:
Financial Services


Division:
Finance

Opening Date:

04/03/2024

Closing Date:

4/19/2024 5:00 PM Pacific

General Function

Under direction of the Director of Financial Services, manages and coordinates development, implementation and monitoring of the City's annual operating and capital budgets, capital improvement plan and staffing levels.

In addition to monitoring actual financial performance by comparing to budgetary projections, the position analyzes and interprets variances and prepares a variety of custom and standard reports and analysis, with recommendations, on financial data to support monitoring and decision making by City Directors, City Council and Mayor.

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.)

Manages the development, implementation and monitoring of the City's annual operating and capital budget and capital improvement plan; including document preparation.

Analyzes submittals from departments for conformance with instructions, objectives, City programs and goals. Performs fiscal analysis on a variety of issues in support of and to facilitate budgetary decision making.

Assesses fiscal impacts of alternative budget policies; new federal, state and local legislation; and administrative actions.

Advises staff and elected officials of those findings and alternatives pertaining to City code, policies and procedures and provides recommendations.

Prepares and presents written and oral presentations for City Council meetings, annual budget workshops and Finance Committee meetings.

Prepares short and long-term financial forecasts, estimates and monitors the financial condition of the City. Leads revenue and expenditure forecasting based on current and economic trends, historical data and advises others of those findings.

Analyzes actual operating results including payroll of each department throughout the year and compares to projected performance. Interprets data and presents results to the Finance Director and Mayor.

Monitors and analyzes short and long-term trends of budgeted revenues and expenditures to determine future problems or opportunities facing the City operations.

Develops options and makes recommendations to ensure that fiscal responsibility, control, and well-being are maintained. Elevates issues noted to the Finance Director.

Implements the adopted budget; coordinates and prepares budget amendments as required during the year, including coordination of the annual carryover process.

Provides financial data and analysis on special requests from elected officials and senior level staff on current and proposed projects and programs.

This includes payroll data and analysis and information on current and proposed salary, benefits and labor contract provisions. Interprets results and formats to facilitate decision making.

Estimates City-wide personnel budget.

Computes costs for all personnel in the City and estimates effects of potential retirees' pay outs, excess compensation payments, labor negotiations and health insurance.

Analyzes actual payroll operating results of each department throughout the year and compares to projected performance and position control reports.

Presents results for interpretation and action.

Manages position control database and default distributions and works directly with Human Resources to ensure that personnel vacancies are filled within authorized positions and authorized budget.

Assists the Director of Financial Services with City utility rate model.

Makes recommendations for efficiencies, strengthening internal controls, process changes and policy and procedure amendments as necessary.

Demonstrates the effects of alternative decision options by using financial modeling, studies and analysis.

Provides technical expertise to City departments and outside agencies. May represent the City at a meeting with external agencies.

In the absence of the Director of Financial Services and the Assistant Director of Financial Services may assume supervisory responsibility of the Finance Division.

Administer and maintain automated budget financial system and budget database and provide training for City staff.

Manages existing account structure and updates financial system chart of accounts in accordance with BARS.

Provides financial support, advice and guidance to all departments of the City.

May be assigned finance or administrative support projects by the Finance Director.

Maintains confidentiality of work-related issues, client records, and City information.

Other Duties

• Regular attendance is an essential requirement
• Performs related work as assigned and/or required

Knowledge of:

• General business and financial management practices needed to operate effectively in the City's business environment including finance administration, budget preparation and control and revenue projection principles.
• Strong knowledge of municipal government budgetary principles, practices, operations and procedures and revenue projection principles.
• State of Washington Budgeting, Accounting and Reporting System (BARS) as it relates to municipal budgets and annual financial reporting in Washington State.
• Theory, principles and practices of Generally Accepted Accounting Principles (GAAP).
• Union contracts and their effects on budgets.
• General business and payroll processing practices needed to operate effectively in a general business environment.
• Proficiency with PC including Microsoft Office Products (Excel, Word, PowerPoint & Publisher), experience with other application software is desirable.

Ability to:

• Perform budget, financial, research and administrative duties under little supervision with regular opportunity to apply independent judgment.
• Accurately interpret and apply federal, state and local policies, laws and regulations.
• Ability to set objectives, delegate, and prioritize workflow in such a way that the overall goals of the City/department are met.
• Use report writing software to develop custom reports as needed for all divisions of the City.
• Gather, organize and analyze large amounts of data accurately.
• Work efficiently in a fast-paced work environment subject to interruptions and unexpected top priority assignments.
• Show initiative in performing job functions and manage tasks and time effectively to meet rigid schedules and multiple demanding timelines.
• Communicate effectively both orally and in writing.
• Communicate complex financial information to a variety of audiences.
• Maintain confidentiality, discretion and situational awareness for effective performance.
• Create a work environment that fosters teamwork and collaboration within all divisions of the City.
• Effectively use Microsoft Office products such as Word and Excel.

Qualifying Education and Experience (Minimum Requirements)

Requires graduation from an accredited four-year college or university with a degree in accounting, finance, business or public administration, or a closely related field, and at least five (5) years finance experience in accounting or finance work.

Experience in budget management is preferable.
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


Required Application Materials:
City application and personal rsum 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 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.

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 Professional Employees exemptions.

Representation:
This position is excluded from bargaining unit representation.

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.

Group Insurance

• Effective the first of the month following the date of hire, regular employees are eligible for the City's medical and dental insurance plans.

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 employees pay 20% of the dependent premium. Dependents may be added when 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.

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 stipend as follows:

Employee Only $150.00
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 shall be required to notify Human Resources, in writing, during open enrollment, of their desire to waive medical coverage, or at anytime during the year if a qualifying event occurs which would change their status (e.g. marriage, divorce, spouse loss of job or medical coverage).

Dental Plan

• The City provides a dental plan through Washington Dental Service for both you and your dependents at no cost to you. Dependents must be added when you are hired, within 30 days of birth or adoption, or during the annual open enrollment.

VSP Vision Plan

• The City provides vision coverage for both employee and dependents at no cost to the employee. Dependents must be added when you are hired, within 30 days of birth or adoption, or during the annual open enrollment.

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.

Voluntary Short Term Disability (STD)

• STD coverage is available at the employee's expense. Monthly benefit amounts from $400 $5,000 (offered in increments of $100). Maximum income replacement is 66 2/3% of income. Benefit periods are 3 months; 6 months; 12 months; or 24 months.

Retirement

• The City provides a comprehensive retirement program through the Public Employment Retirement System (PERS). If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 or 3 would apply. If you have not already made a plan choice, 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%.

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 between three different plans. The City will contribute 4% of your gross monthly wages. If you wish, you may also contribute with a minimum of $30 per month and a maximum annual combined contribution (employer and employee) of $23,000 You have 30 days to return your plan choice to Human Resources.

Holidays -

The City observes the following holidays plus one (1) floating holiday:

New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas

Holidays that fall on Saturday are observed the preceding Friday. Holidays that fall on Sunday are observed on Monday. You must take your floating holiday by 12/31 or it will be forfeited.

Vacation Leave -

Management and professional staff will be granted vacation days at the first of each year based on years of employment:

Through 2 full years 15 days
Through 5 full years 20 days
After 5 full years 25 days

Sick Leave

• Sick leave is accrued at the rate of 12 full days per year and is credited to your sick leave balance each pay period. The maximum accrual is 125 days. If you use 2 or less sick days in a calendar year, an incentive of 1 vacation day will be added to your vacation balance at the beginning of the following year.

Bereavement Leave

• Upon the death of a member of the employees immediate family, three days of bereavement leave are allowed for attending funerals in the State of Washington and five days for attending out of State funerals.

For additional information refer to BMC 2.50 or contact Human Resources at or click
#J-18808-Ljbffr