Appraiser - Supervising

To plan, organize, direct and supervise appraisal operations of a unit within a division of the Assessor's Department; and to perform difficult and complex appraisal work.

The Supervisor level recognizes positions that perform full, first-line supervisory responsibilities including planning, assigning and evaluating the work of subordinates and is responsible for a program area within a work unit of a department.

Receives general direction from a Managing Appraiser.

Exercises direct supervision over assigned professional, clerical and technical personnel.

• Recommend and assist in the implementation of unit goals and objectives; establish schedules and methods for the appraisal work performed by professional and technical personnel; implement policies and procedures.
• Plan, prioritize, assign, supervise and review the work of staff involved in the valuation of property for the purpose of property tax assessments.
• Assign and distribute work to ensure completion of assessments within established deadlines.
• Review and interpret the Revenue and Taxation Code as it pertains to property tax assessments, as well as applicable court cases, rules and regulations.
• Perform the most difficult appraisal work; gather and analyze data and values of various types of property and evaluate the effects of trends in values; advise subordinate staff on questions of appropriate methods and procedures for appraisals.
• Communicate with property owners through correspondence, meetings and telephone discussions regarding the valuation process, regulations and laws governing appraised values.
• Monitor market changes to measure market-driven value changes in geographic areas of responsibility.
• Prepare and present testimony before the Assessment Appeals Board/Board of Supervisors for cases where assessment appeals have been filed.
• Evaluate operations and activities of assigned responsibilities; recommend improvements and modifications; prepare various reports on operations and activities.
• Participate in the selection of staff; provide or coordinate staff training; conduct performance evaluations; recommend discipline; implement discipline procedures as directed.
• Answer questions and provide information to the public; investigate complaints and recommend corrective action as necessary to resolve complaints.
• Build and maintain positive working relationships with co-workers, other County employees and the public using principles of good customer service.
• Perform related duties as assigned.

It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below.

Experience and Training
Any combination of experience and training that would provide the required knowledge and abilities is qualifying.  A typical way to obtain the required knowledge and abilities would be:

Experience: Three years of increasingly responsible journey level experience in appraisal work performing duties similar to an associate or senior level appraiser in Placer County or other experience and training per requirements set forth in the Revenue and Taxation Code.

Training: Equivalent to a Bachelor's degree from an accredited college or university with major course work in business administration, public administration, economics, accounting, or a related field. Training must be consistent with the requirements of Property Tax Rule 283 of the Revenue and Taxation Code or the Successor section.

License or Certificate:

• May need to possess a valid driver's license as required by the position.  Proof of adequate vehicle insurance and medical clearance may also be required.

• Possession of a valid Appraiser's Certificate issued by the State Board of Equalization must be obtained within six months from date of hire.  Failure to obtain this certificate will be cause for termination of employment in this class.

NOTE:  Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency.

Knowledge of:

• Property tax laws and regulations.
• Principles, terminology, procedures and techniques of property appraisal.
• Organization and procedures of an Assessor's office.
• Methods determining and applying the income, sales comparison, and cost approaches to appraisal.
• Principles of supervision, training and performance evaluations.
• Principles and practices of work safety.
• Pertinent local, State and Federal laws, ordinances and rules.

Ability to:

• Organize, implement and direct subordinate staff performing appraisal operations/activities.
• On a continuous basis, know and understand all aspects of the job.  Intermittently analyze work papers, reports and special projects; identify and interpret technical and numerical information; observe and solve problems in appraisal activities; sit at desk for long periods of time; and stand at the counter to answer questions of the public.
• Intermittently, walk, stand, kneel, climb and bend in the field; perform simple and power grasping, pushing, pulling and fine manipulation; intermittently write or use a keyboard to communicate and occasionally lift light weight.
• Supervise, train and evaluate assigned staff.
• Interpret and explain pertinent County and Department policies and procedures.
• Develop and recommend policies and procedures related to assigned operations.
• Establish and maintain effective working relationships with those contacted in the course of work.
• Communicate clearly and concisely, both orally and in writing.
• Operate a personal computer in an on-line processing environment, utilize software application programs commonly used in the Assessor's Office.

Training & Experience Rating (100%)

Based upon responses to the supplemental questionnaire, the applicant’s education, training and experience will be evaluated using a pre-determined formula.  Scores from this evaluation will determine applicant ranking and placement on the eligible list.

The eligible list(s) resulting from this recruitment may be certified as a substitute list for a substantially similar classification.  For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied.

Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race, color, ancestry, religion, national origin, physical disability (Including HIV and AIDS), mental disability, medical condition (cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including pregnancy, childbirth and related medical conditions), or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation.

The following information represents benefits currently available to permanent Placer County employees and may be subject to change.  It is advisable that applicants inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department.

Click here to view benefits for General bargaining unit

Tentative Recruitment Timeline:

Week of 1/27/20        Minimum Qualifications Screening

Week of 2/3/20          Training and Experience Rating

Week of 2/3/20           Establish Eligible List