County of Alameda

Supervising Appraiser II (#2625)

Bargaining Unit: ACMEA - General Mgmt (R15)
$44.55-$54.12 Hourly / $3,564.00-$4,329.60 BiWeekly /
$7,722.00-$9,380.80 Monthly / $92,664.00-$112,569.60 Yearly


DESCRIPTION
Under direction, to plan, supervise, and review the work of subordinates performing appraisals of residential, rural, commercial and industrial property; complete appraisals of the most complex properties; perform related duties as required.


DISTINGUISHING FEATURES

Supervising Appraisers II have overall responsibility for residential appraisal and commercial appraisal units. This classification supervises Appraisers I/II/III, may include supervising clerical staff, as well as the oversight of Supervising Appraisers I. This class is distinguished from the Principal Appraiser by the latter being responsible for the entire real property appraisal section rather than limited to an individual appraisal unit or team.


EXAMPLES OF DUTIES
NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent or lower level. Each individual in the classification does not necessarily perform all duties listed.

1. Supervises, directs and reviews the work of appraisal staff in the appraisal of all types of real property and provides guidance on the more difficult appraisal assignments.

2. Provides effective and consistent supervision. Coaches and develops staff. Clearly defines and articulates responsibilities and procedures in the delegation of assignments. Provides guidance and support when indicated, takes corrective action to ensure that productivity standards for individuals and the team are met. Fosters a professional work environment for department employees.

3. Conducts research and writes reports.

4. Performs appraisals of the most complex properties; performs investigations related to complex real estate transactions.

5. Reviews appraisals of properties involved in assessment appeals and may assist in representing the Assessor at Assessment Appeal Hearings.

6. Resolves taxpayer complaints regarding staff appraisals by conferring with taxpayers and their representatives.

7. Performs other tasks as assigned.

MINIMUM QUALIFICATIONS
Either I

The equivalent of two years’ full-time experience in the class of Appraiser III in the Alameda County classified Service (non-classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts) or the equivalent of one year of experience in the class of Supervising Appraiser I or an equivalent or higher level classification in the Alameda County classified service. (Non-classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts.)

Or II
Education:

Possession of a Bachelor's degree awarded by an accredited college or university,

And
Experience:

The equivalent of three years of full-time, increasingly responsible paid experience in real property appraisal work, which included two years in the appraisal of commercial and industrial properties, and at least one year of which involved supervision of personnel engaged in appraisal of real property for ad valorem tax assessment purposes.

And

Certification:

Meet the eligibility requirements for issuance of a temporary appraiser’s certificate by the State Board of Equalization upon hire. Incumbents must obtain a permanent certificate within one year from the date of appointment. Failure to obtain the permanent certificate within one year will be cause for termination of employment.

After the permanent certificate is issued, R&TC Section 671 requires that the licensee receive 24 hours of Board-approved training annually to retain the certificate. It is the responsibility of the Supervising Appraiser II to obtain the necessary annual training. Failure to do so constitutes grounds for revocation of the certificate.


Special Requirements:

Possession of a valid California Motor Vehicle Operator's license

Incumbents are required to furnish their own automobile to use on the job. Mileage reimbursement for such use will be made.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.


KNOWLEDGE AND SKILLS
NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

Knowledge of:

• Appraisal principles, methods, procedures and terminology.
• Techniques of estimating replacement or reproduction costs for residential, commercial, industrial and special purpose improvements.
• Provisions of real estate law, the State Constitution, the Revenue and Taxation Code, Administrative Rules, and the Assessor’s Handbooks, pertaining to the assessment of real property for tax purposes.
• Property values and the effect of economic trends on value, and on the cost of new construction.
• Basic computer use in accessing data.
• Principles of personnel supervision and training.
• Three approaches to value property (Income, Market Sales and Cost).

Ability to:

• Research, assemble and analyze appraisal data and understand the economic factors influencing the value of real property.
• Apply and enforce existing tax laws and statutes and assessment methods and procedures; interpret the ramifications of current assessment legislation in connection with real property appraisal activities; explain the above to subordinates and the general public.
• Clearly and effectively communicate verbally to a diverse community.
• Prepare clear, concise and accurate reports, records, and other documents related to the appraisal of real property for tax assessment purposes.
• Prioritize, plan, coordinate and monitor the workload of subordinates.
• Train, coach and evaluate staff performance; take appropriate corrective action when performance needs improvement.
• Establish effective and cooperative working relationships with subordinates, departmental staff, managers and representatives of agencies and organizations. Use a computer to research and process information, enter appraisal data into database and prepare correspondence and reports.
• Prioritize multiple assignments to meet deadlines.

CLASS SPEC HISTORY
BG:ab Rev. 11/83
VS:lm Revised: 4/96
Old doc: msw:0345h.doc
New doc: 2625.doc
ys/2/01
CSC Date: 4/17/96
LN:pf Revise 3/12/04
CSC Date: 4/28/04
AS:cs 12/26/13
CSC Date: 2/5/14


BENEFITS

Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

  • Medical – HMO & PPO Plans
  • Dental – HMO & PPO Plans
  • Vision or Vision Reimbursement
  • Share the Savings
  • Basic Life Insurance 
  • Supplemental Life Insurance (with optional dependent coverage for eligible employees)
  • Accidental Death and Dismemberment Insurance 
  • County Allowance Credit
  • Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
  • Short-Term Disability Insurance
  • Long-Term Disability Insurance
  • Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
  • Employee Assistance Program

For your Financial Future

  • Retirement Plan - (Defined Benefit Pension Plan)
  • Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

  • 11 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Group Auto/Home Insurance
  • Pet Insurance
  • Commuter Benefits Program
  • Guaranteed Ride Home
  • Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
  • Employee Discount Program (e.g. theme parks, cell phone, etc.)
  • Child Care Resources
  • 1st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.