- Hourly / - BiWeekly /
- Monthly / $44,106.00-$70,201.00 Yearly
A Development Officer II Community Assistance is the full performance level of work involving housing, commercial and community development, redevelopment and revitalization. The work of this classification involves financial packaging, underwriting, loan program administration, credit analysis, grants management and rendering technical assistance to local and regional officials, nonprofit organizations, for-profit developers and representatives of the private sector. Employees in this classification do not supervise other positions.
Employees in this classification receive general supervision from a Development Officer Supervisor or other designated administrator.
Positions in this classification are evaluated using the classification job evaluation methodology. The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of the class specification.
The Development Officer Trainee, Development Officer I and Development Officer II are differentiated on the basis of degree of supervisory control exercised by the supervisor over these employees. The Development Officer Trainee learns to perform duties under close supervision. The Development Officer I performs duties under close supervision at times and under general supervision at other times depending on the complexity of the specific duty being performed. The Development Officer II performs the full range of duties and responsibilities under general supervision. The Development Officer II is differentiated from the Development Officer Supervisor in that the Development Officer Supervisors has supervisory responsibility for lower-level Development Officers.
Provides technical and financial packaging assistance to local and regional jurisdictions and private borrowers;
Monitors the performance of State and federal projects relating to comprehensive development programs;
Reviews and assists in the preparation of loan documents, commitment letters and in the administration of loan portfolios;
Conducts studies in order to identify community development opportunities and prepare development programs;
Develops and drafts contracts;
Prepares correspondence and reports and drafts legislation and regulations pertaining to community and commercial development;
Conducts presentations at meetings with local and regional officials;
Performs other related duties.
Knowledge of the principles and practices of community revitalization, economic, commercial and infrastructure development and redevelopment programs and projects;
Knowledge of local, State and federal agencies and programs concerned with community revitalization, economic, commercial and infrastructure development;
Knowledge of financial and investment analysis and loan packaging;
Knowledge of research and statistical methods and procedure;
Skill in interpreting and analyzing financial and investment data;
Skill in determining compliance with or deviations from the provisions of statutes or contracts;
Skill in communicating ideas and information;
Ability to analyze development problems and develop solutions using community assistance development theories;
Ability to collect and analyze technical data;
Ability to prepare, process and manage legal and technical documents and ensure compliance;
Ability to interpret and summarize State and federal laws, regulations and procedures;
Ability to prepare and present progress and performance reports, speeches, correspondence and legislative testimony;
Ability to establish and maintain effective working relationships with private and public sector individuals and groups.
Education: A Bachelor’s degree from an accredited college or university in urban planning, financial management, business or public administration, political science, economic, marketing, management science or a related field.
Experience: Three years of community assistance experience in residential or commercial real estate development, governmental housing, community development r infrastructure development programs, including market research, planning, financial management, loan or grant program administration, capital projects or project development.
1. Candidates may substitute additional experience on a year-for-year basis for the required education.
2. Candidates may substitute graduate credit hours in urban planning, financial management, business or public administration, political science, economics, marketing, management science or a closely related field on a year-for-year basis for up to two years of the required experience.
3. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in the Business and Industry job family or Business and Industry job codes in the on a year-for-year basis for the required education and experience.
Class specifications are broad descriptions covering groups of positions used by various State departments and agencies. Positions descriptions maintained by the using department or agency specifically address the essential job functions of each position.
This is a Skilled Service classification in the State Personnel Management System. All positions in this classification are Skilled Service positions. Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.
This classification is assigned to Bargaining Unit G, Engineering, Scientific and Administrative Professionals classes. As provided by the State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining. Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.
This classification is one level in a Non-Competitive Promotion (NCP) series. NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance level in a classification series. In order to be non-competitively promoted to the next level in a NCP series, an employee must: 1) perform the main purpose of the class, as defined by the Nature of Work section of the class specification; 2) receive the type of supervision defined in the class specification and 3) meet the minimum qualifications of the classification.