ASSISTANT TREATMENT SUPERINTENDENT (MEDIA AND MARKETING)

General Statement of Duties Under the direction of the Director, this employee provides executive level assistance to the Director by providing leadership in the area of communications; manages and supervises the assignments and review of staff; and is responsible for communication and marketing activities of the Communications Section of Greater Cincinnati Water Works (GCWW). This employee develops, produces and implements media and marketing strategy, and marketing/media content; and oversees department branding initiatives, special events, public relations, employee engagement, internet/intranet content, and all aspects of social media management. This employee will ensure excellent work quality and adherence to established policies and procedures; and perform the more technical and complex tasks relative to assigned area of responsibility. Minimum Qualifications (KSAs) (Illustrative only. Any one position may not require all the listed KSAs. nor do the listed examples include all the KSAs which may be required.) Knowledge of: Principles and policies of water and stormwater programs and services. Principles of supervision, training and performance evaluation. Practices of management strategy. Pertinent federal, state and local laws, codes and regulations. Computer operations in performance of job duties. Ability to: Supervise, organize and review the work of staff. Select, supervise, train and evaluate staff. Compile and evaluate pertinent information for producing activity and management reports. Evaluate financial controls and management controls for division; recommend improvements as necessary. Interpret and explain departmental and city policies and procedures. Prepare clear and concise reports. Communicate clearly and concisely, both orally and in writing. Communicate effectively at all levels, both internally and externally, to obtain/provide information. Establish and maintain effective working relationships with city officials, employees, vendors, public, other stakeholders, etc.Operate a computer in performance of job duties; utilize computer software. Understand the change-management process. Examples of Work Performed (Illustrative only. Any one position within this classification may not include all of the duties listed, nor do the listed examples include all of the tasks which may be performed.) Plans, prioritizes, assigns, supervises and reviews the work of staff responsible for communication activities, marketing and media implementation, and social media responses; identifies resource needs; reviews needs with other appropriate management staff; allocates resources accordingly; and promotes GCWW to external stakeholders. Develops and implements strategic marketing campaigns and policies and procedures; monitors work activities to ensure compliance with established policies and procedures; makes necessary changes and improvements to existing standards and procedures. Develops and implements goals and objectives. Responsible for establishing Public Relations timelines to outline, initiate, and advertise annual events. Responsible for providing social and digital media outreach that includes (but not limited to) blogs, Twitter, eMarketing and Facebook management; and stay abreast of new trends, changes and innovations within the social media environment. Prepares releases and articles for local and regional publications and creates partnerships that provide "trade" opportunities. Develops select media strategies for joint water utility industry projects where GCWW is involved. Develops and fulfills stormwater NPDES initiatives. Develops and markets service bureau initiatives. Participates in the preparation and administration of the section budget; submit budget recommendations; monitor expenditures. Prepares reports on operations and activities. Provides support to the department Director and other assigned senior and executive management staff; serve as primary contact on issues and programs related to section. Attends and participate in professional group meetings; stay abreast of new trends and innovations in the water industry and fields of water treatment, distribution, supply and engineering. Establishes priorities for internal and external marketing and communications functions. Prepares various reports and gives presentations at the local, state and federal levels as required. May represent the Communications Section, Business Services Division and/or Water/Storm water Departments on special projects and provide input on special projects and initiatives. Perform duties and special assignments as required. Required Education and Experience Required Education and Experience Open: Each applicant must have a Bachelor's Degree from an accredited college or university in Business Administrative, Communications, Marketing or a related field. In addition, each applicant must possess a minimum of five (5) years of experience in product marketing, digital marketing, or closely related industry including three (3) years of experience in a management or supervisory capacity preferably in water or stormwater industries. Management or supervisory experience in water or stormwater treatment may be substituted for education on a year-for-year basis. Other Requirements: Must have a valid driver's license. Must be proficient in the use and management of social media and web design. Working and Physical Conditions Environmental Conditions: Office environment and treatment plant environment; requires working with water and chemicals related to water treatment processes; movement on slippery surfaces and the minimal use of chemicals; automobile travel within the city is required. Physical Conditions: Essential and other important responsibilities and duties require maintaining physical condition necessary for sitting, standing and walking for prolonged periods of time; general manual dexterity required; must be able to operate assigned vehicle. The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting. The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units. The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques. Equal Employment Opportunity The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws. Holidays The City of Cincinnati has 11 paid holidays annually that include: New Year's Day Martin Luther King Day President's Day Memorial Day Juneteenth Independence Day Labor Day Veterans' Day Thanksgiving Day Day after Thanksgiving Christmas Health Insurance The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan. Eligible dependents include: Legal Spouse or Equal Partner Child (natural child, adopted child, and/or child who the group has determined is covered under a "Qualified Medical Child Support Order") Step-child Child for whom the employee or employee's spouse/equal partner is a legal guardian Basic Life Insurance A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group. Supplemental Life, Long Term Disability, Accident & Critical Illness Insurance Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors. Flexible Benefits Plans Healthcare Flex Spending Account City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members. Dependent Care Flex Spending Account City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses. Transportation Expense Reimbursement Account City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount. Healthy Lifestyles Program City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses. Integrated Health Reimbursement Arrangement (HRA) This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan. Retirement Plan The City provides a defined benefit pension plan for part-time and full-time employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police & Fire; Police Recruits; and Rehired Ohio Police & Fire Retirees. Deferred Compensation As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.

Salary : $87,677 - $128,224