What are the responsibilities and job description for the Program Manager - SSMCP position at City of Lakewood, WA?
JOB SUMMARY
Under the general direction of the Lakewood City Manager or their designee and the South Sound Military and Communities Partnership (SSMCP) Executive Leadership Team (ELT), organize and execute the priorities of the SSMCP. Serve in a lead capacity advancing military-civilian-tribal partnerships that:
- promote the value of military installations and operations in the South Sound and WA State;
- preserve and improve military-civilian compatibility; and
- improve tribal, regional, and state planning and military relations.
Seek and administer state and federal grants and other funding to support SSMCP initiatives. Liaise with Joint Base Lewis-McChord (JBLM), other military installations’ representatives, and other military-civilian organizations in Washington State. Improve public understanding of current and future challenges facing military families and veterans and promote and recommend effective solutions. Supervise assigned staff.
ESSENTIAL DUTIES
Essential duties may include but are not limited to the following:
Advisory
- Regularly meet with City management staff to discuss military issues and objectives, to determine strategies and approaches, and to provide updates on current SSMCP activities and challenges.
- At the direction of the SSMCP Executive Leadership Team (ELT), advocate and inform at local, regional, state, and federal levels on behalf of SSMCP.
- Staff SSMCP Elected Officials Council (EOC), Executive Leadership Team (ELT), Steering Committee, and Working Groups with Program Coordinator.
Attendance
Maintain regular, reliable, and punctual attendance.
Budget
Develop recommended, and implement adopted, budget, including all assigned resources.
Successfully navigate various state and federal accounting and reporting systems for setting up and reporting program accomplishments.
Balance, and reconcile monthly, quarterly, and annual program reports, including computer-based systems reporting, and submit them to SSMCP leadership and appropriate agencies as required.
Collaboration
Collaborate with surrounding tribes, public agencies, state government, and the Department of Defense on military policy issues affecting JBLM and the South Sound.
Seek out new opportunities for regional military-community collaboration.
Establish and maintain working relationships with like-minded organizations locally, regionally, and nationally.
Coordinate program activities with various City departments, outside agencies and organizations, other jurisdictions, regulatory agencies, contractors, consultants, architects, engineers, and other public and private agencies.
Coordinate with JBLM, tribes, local governments, and/or non-governmental organizations (NGOs) to conduct periodic military personnel, military family, business, and/or public surveys on issues affecting and affected by the presence of JBLM.
Grants/Contracts
Identify grant funding opportunities, prepare and submit applications, and administer grants once awarded.
Draft RFPs, RFQs, and contracts for SSMCP projects and provide oversight to consultants to execute projects.
Create and maintain program audit files; ensure compliance with local, state, and federal financial rules and guidelines, regulations, and policies pertaining to the Single Audit Act and requirements of each program.
Management
Regularly meet with the Planning Division Manager and senior management staff to discuss military issues and objectives, to determine strategies and approaches, and to brief staff on current activities and challenges.
Coordinate implementation and participate in periodic update of the JBLM Growth Coordination Plan (GCP).
Coordinate implementation of and periodic updates to the JBLM Joint Land Use Study (JLUS.)
Coordinate program activities with various City departments, outside agencies and organizations, other jurisdictions, regulatory agencies, contractors, consultants, architects, engineers, and other public and private agencies.
Manage the development and production of communications materials.
Records and Reports
Prepare:
- SSMCP reports, oral and written;
- Annual staff evaluation reports; and
- Contract activity reports, grant reports, and other financial reports.
Safety
Actively champion a culture of and commitment to workplace safety through everyday actions and leadership.
Staff Supervision
Supervise SSMCP Program Coordinator.
Perform other duties as assigned.
EDUCATION, EXPERIENCE, AND OTHER REQUIREMENTS
Supervisory experience of staff required with 3 years of experience.
Experience with state and federal grant funding for economic development is preferred.
Any equivalent combination of education and experience that would likely provide the candidate with the knowledge and abilities to successfully perform the job will be considered. A typical combination is: a bachelor's degree with an emphasis in business, public administration, military affairs, or related field AND four years of experience in program/project planning, implementation and management, policy analysis, and contract management.
Licenses and Certification Requirements:
A valid driver's license with a driving record that meets an acceptable standard for safety at the point of hire and throughout employment in this position.
Must be at least eighteen (18) years of age. and federal grant funding for economic development is desired.
KNOWLEDGE, SKILLS, AND ABILITIES
Organization, mission, and operations of the Army and Air Force.
Program, policy, and funding issues regarding military-community collaboration, military installation changes, and establishing public/private and public/public partnerships.
County and municipal government administration.
Public policy making and public process.
Public outreach.
Fiscal and programmatic management.
Principles and practices of administration, supervision, and training.
Local and regional community development issues.
Statistical analysis and other evaluation methods.
Negotiating techniques.
Financial and statistical record-keeping techniques.
Interpersonal skills using tact, patience, and courtesy.
ABILITY TO:
Interface with a broad range of partners and constituents.
Develop and deliver effective presentations to a wide variety of audiences.
Maintain detailed records of activities and produce clear and comprehensive reports.
Prepare, negotiate, and monitor contracts.
Plan, implement, manage, and assess programs.
Multi-task and work in a fast-paced environment with multiple changing priorities.
Monitor program financing to ensure compliance with related federal, state, and local rules and regulations and policies.
Establish and maintain cooperative and effective working relationships with co-workers, senior leaders, private and public officials, public agencies, professionals, and the general public.
Exercise sound judgment.
Work extended hours and weekends, as needed.
Provide adequate transportation for meetings, events, and commitments off site.
Maintain regular and reliable attendance as required for the position.
WORK ENVIRONMENT:
Work is primarily conducted at Lakewood City Hall in an office environment with regular travel to various work sites and meeting locations. Occasional out of state travel is required.
PHYSICAL ABILITIES:
Constant use of sight, hearing, and speech abilities necessary to perform essential functions and communicate with others. Frequent fine finger manipulation and use of hands and arms in reaching/handling/fingering/grasping while operating office equipment and computers, preparing written documentation, handling paperwork, etc. Frequent sitting, may be extended at times, while doing desk activities. Frequent bending/twisting at waist/knees/neck while working at desk, worktable, or moving from sitting to standing position. Frequent standing in combination with walking (short distances) throughout work shift in office areas. Occasional pushing/pulling force up to 10 pounds opening doors, drawers, and moving materials. Requires mental acuity to ensure thorough mental analysis of situations in a fast-paced environment. Ability to operate a motor vehicle for transportation to off-site meetings and events. Works primarily indoors in a climate-controlled office environment with low noise levels.
FLSA DESIGNATION
Exempt, not eligible for overtime
UNION AFFILIATION
Non-represented
EQUAL OPPORTUNITY
The City of Lakewood is proud to be an Equal Opportunity Employer that encourages, supports, and celebrates respect, empowerment, diversity, equity, inclusion, and belonging for all. We welcome your unique contributions!
BENEFITS SUMMARY
for
REGULAR STATUS, GENERAL FULL-TIME EMPLOYEES
This is a summary of benefits and is not meant to be all inclusive. Please refer to City policies and plan booklets for details.
WORK HOURS
The normal work week is five consecutive days of not more than eight hours per day, exclusive of lunch period. City Hall is open to the public from 8:30 a.m. to 5:00 p.m. Where appropriate, alternative work schedules may be established, providing that not more than forty hours are scheduled per work week.
SALARY INCREASES
Upon successful completion of an annual performance evaluation and annually thereafter, an employee may receive a salary increase based on merit or performance. However, no employee may exceed the maximum of their salary range.
COST OF LIVING ADJUSTMENT
The City Council determines a cost of living adjustment (COLA) annually during the budget process. The COLA is based on factors such as: Consumer Price Index, market trends, Implicit Price Deflator, and the City's financial situation.
HOLIDAYS
Employees are granted the following paid holidays:
New Year's Day
M.L. King, Jr. Day
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving
the day after Thanksgiving
Christmas day
Employees accrue one floating holiday on their anniversary date, which must be used within the following 12 month period. Holiday pay is pro-rated for employees scheduled to work less than 40 hours per week.
COMBINATION LEAVE
Combination leave is a benefit granted to employees to continue normal compensation during approved absences. Combination leave may be used after 60 days of employment. Leave can be accrued without limit during the calendar year, however the maximum accrual amount that can be carried forward from one calendar year to the next shall not exceed two times the amount of the employee's current accrual rate.
Accrual Rate:
During the 1st year 120 hours of leave per year
After the 1st thru 2nd year 128 hours of leave per year
After the 2nd thru 4th year 136 hours of leave per year
After the 4th thru 9th year 152 hours of leave per year
After the 9th thru 14th year 184 hours of leave per year
After the 14th thru 20th year 216 hours of leave per year
After the 20th thru 29th year 232 hours of leave per year
After the 29th year 240 hours of leave per year
Combination leave accrual is pro-rated for employees scheduled to work less than 40 hours per week.
MEDICAL LEAVE
Medical leave is a benefit granted to employees to continue normal compensation during absences caused by illness, injury, etc. Medical leave is accrued at 64 hours per year (pro-rated for employees working less than 40 hours per week). It is available for use after 90 days of employment.
SHARED LEAVE
If an employee exhausts all paid leave, they may be eligible to receive donated combination leave to cover an absence caused by illness or injury.
MILITARY LEAVE
Employees who are members of any federal military reserve unit or the Washington National Guard will receive up to twenty-one working days of paid leave during each year beginning October 1 and ending September 30, while engaged in active training duty or active duty.
The City will maintain continuity of health benefits to employees' families when employees are ordered to involuntary active military duty. Military differential pay is available during active military duty of more than 30 days and for no longer than 24 months.
JURY DUTY LEAVE
Employees will be paid their regular compensation while serving on jury duty provided they forfeit the juror's daily stipend to the City.
RETIREMENT PLAN
Employees and the City make contributions to the Washington State Department of Retirement Systems (DRS) Public Employees' Retirement System (PERS) Plan 2 or Plan 3.
Under Social Security's Government Pension Offset, any Social Security spouse's or widow's or widower's benefits you may be entitled to will be reduced based on any pension you receive from the City's retirement plan.
SOCIAL SECURITY REPLACEMENT
In lieu of Social Security, the City provides an alternative plan through the ICMA Retirement Corporation. The employee contributes 6.20% and the City contributes 4.77% of the employee's salary. The employee's investment choices range from conservative (low risk) to aggressive (high risk) opportunities. Employees are immediately 100% vested in the plan.
Under Social Security's Windfall Elimination Provision, any Social Security retirement or disability benefits you may be entitled to will be reduced based on any pension you receive from this replacement plan.
VOLUNTARY 457 DEFERRED COMPENSATION PLAN
Participation in a 457 deferred compensation plan is available to employees through payroll deduction. This is an optional investment program offered through the ICMA Retirement Corporation or Washington Department of Retirement Systems. The City matches an employee's contribution up to 3% of the employee's base monthly pay rate.
VOLUNTARY FLEXIBLE SPENDING ACCOUNT
The Flexible Spending Account (IRS Section 125) is an optional tax savings program which is offered to employees annually. It allows employees to reduce taxable income by using part of their salary on a pretax basis to pay for out of pocket health care expenses and dependent care costs.
The effective date of health insurance is the first day of the month following hire.
MEDICAL INSURANCE
Three medical plans are offered to employees and dependents through the Association of Washington Cities (AWC): the Regence High Deductible Health Plan (with a health savings account), the Regence HealthFirst Plan ($250 deductible), and the Kaiser Permanente Plan ($200 deductible).
Premiums for employees and dependents are pro-rated for employees scheduled to work less than 40 hours per week.
Employees may be eligible to opt out of medical insurance coverage to receive a $3,000 annualized contribution (pro-rated for part-time employees) to their deferred compensation account, flexible spending account (IRS Section 125), and/or pay.
EMPLOYEE ASSISTANCE PROGRAM
The Employee Assistance Program (EAP) is a voluntary, confidential resource available to employees, dependents and household members. The EAP provides professional counseling assistance in addressing a variety of concerns ranging from substance abuse to relationship issues. The premiums are paid by the City.
VISION INSURANCE*
A separate vision plan provides for annual eye examinations for employees and dependents. A $25 deductible benefit is also provided for lenses, frames and contact lenses.
Washington Dental Service (WDS) Plan E insurance is provided through AWC. This is an incentive based plan - 70% to 100% of the cost for Class I and Class II benefits (routine exams, basic cleanings, x-rays, fillings, etc.) is covered. Class III benefits (crowns, inlays and onlays) are paid at 50%. The plan pays a maximum of $2,000 per individual annually for covered benefits per incentive period (a calendar year). A separate orthodontia plan provides a one time orthodontia benefit of $1,000 for eligible children.
- The City pays the entire premium cost for full-time employees and their dependents. Premiums for part-time employees and their dependents are pro-rated based on the employee's FTE status.
LIFE & LONG TERM DISABILITY INSURANCE
The City provides the following insurance coverage for employees through Standard Insurance (a copy of each plan certificate will be provided during orientation). The insurance is effective the first of the month following hire, unless an employee is hired on the first day of the month, in which case the coverage is effective immediately.
SURVIVOR INCOME LIFE INSURANCE
A monthly survivor income benefit is paid to an employee's eligible spouse and children upon the employee's death. Prior to any reduction for Social Security survivor's benefits, a benefit amount equal to 30% of the employee's insured earnings is paid to the spouse or children, and 60% is paid if both spouse and children survive.
BASIC LIFE INSURANCE/ACCIDENTAL DEATH & DISMEMBERMENT
A benefit equal to the employee's annual salary rounded up to the next thousand to a maximum of $170,000.
LONG TERM DISABILITY (LTD)
Effective after 90 days of continuous disability. The maximum amount of the LTD benefit is 60% of earnings or $5,000 per month, whichever is less.
VOLUNTARY SUPPLEMENTAL LIFE INSURANCE
Employees may elect to apply for $30,000 to $300,000 in supplemental term life insurance coverage. Spouses may also be insured. Premiums are paid entirely by the employee.
ADDITIONAL VOLUNTARY INSURANCE PLANS
Additional insurance plans are available to employees through AFLAC, such as accident/disability, cancer, STD, dental and hospital intensive care.
Salary : $2,000
