City of Bremerton
Asset Manager
City of Bremerton, Bremerton, Washington, United States, 98312
Salary :
$102,433.92 - $124,805.76 Annually
Location :
Bremerton, WA
Job Type:
REGULAR FULL-TIME
Job Number:
2024-00061
Department:
Financial Services
Division:
Finance
Opening Date:
10/07/2024
Closing Date:
Continuous
General Function
Under general direction of the Director of Financial Services establishes and manages the City of Bremerton's Asset Management Program for all City assets; the program goal is to use data to make informed decisions related to maintenance and replacement of critical and expensive infrastructure to optimize performance, minimize costs, and make appropriate investments to meet all current and future needs.
The Asset Manager will lead an interdepartmental team tasked to plan, develop, implement and maintain the City's Asset Management Program. Implementation will be strategic and initially focused on the City's utilities.Representative Essential Duties and Responsibilities
(Note - this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.)• Develop and lead the Asset Management Program.• Introduce and promote the use of asset management concepts and best practices in a strategic and practical manner across the organization.• Develop, plan and program an asset management implementation strategy using a Strategic Asset Management Plan (SAMP).• Develop and implement asset management strategies and tools for strategic infrastructure and program decision-making using system specific Asset Management Plans (AMPs).• Work with City staff, Elected Officials and consider public input to develop an Asset Management Policy that establishes levels of service and prioritization for critical assets, operations, maintenance and other functions within the organization.• Review and recommend assets to be managed within the Asset Management Program.• Create and maintain the Asset Inventory Hierarchy.• Provide support on the City's budget, capital improvement program, long-range financial plan utility rate and general facilities charge (GFC) studies and other related financial analysis.• Coordinate training and provide advice and support to others related to asset management principles and approaches. Recommend and oversee Asset Management training, conduct or facilitate workshops and lead the effort to select the appropriate software solution that aligns with the City's needs.• Coordinate the development, documentation and maintenance of asset inventories, conditions, rating methodologies, levels of service and performance measures, risk scoring criteria, maintenance strategies, repair/replacement models, financial forecasts and work plans associated with all asset classes.• Identify areas for efficiency improvements and coordinate development of implementation plans.• Identify and develop business process improvement, control and productivity measures.• Analyze customer needs to design tools, systems, and procedures to solve business problems.• Research, evaluate, and recommend emerging technologies related to asset management.• Create end and maintain end user documentation.• Prepare and make presentations at all levels within the organization.
Other Duties- Regular attendance is an essential requirement- Performs related work as assigned and/or required
KNOWLEDGE, SKILLS AND ABILITIES (Minimum Requirements):
Knowledge of:• Leadership competencies including organizational agility and building effective teams.• Project management processes, tools, and techniques.• GIS knowledge and experience with ESRI products.
Skill in:• Translating technical information so that it is easily understood by non-technical personnel.• Effective verbal and written communication using tact, patience, and courtesy.
Ability to:• Possess a positive attitude with strong listening and interpersonal skills.• Create and maintain clear and concise user documentation, training materials, and training classes.• Translate technical information to be easily understood by non-technical personnel.• Work independently with minimal supervision.• Organize and prioritize multiple projects and deadlines.• Prepare and present effective oral communications for professional and general public use.• Frequently interact respectfully and sensitively with individuals and groups, including operations and maintenance personnel, elected officials and the public.• Develop and maintain positive and productive relationships and achieve results.Qualifying Education and Experience (Minimum Requirements)
Any equivalent combination of education and experience that provides the individual with the knowledge, skills and abilities required to perform the job. A typical way to obtain the knowledge and abilities would be five years of related experience and a bachelor's degree in business, finance, engineering or related field. Experience leading projects independently and acting in a lead role on projects is required. The successful applicant must be technically proficient as it relates to asset management concepts and principles and be able to demonstrate their commitment to community and teamwork.
A Valid Washington State Driver's License is required and must be obtained prior to date of appointment or another date set by the City.• Experience in water and wastewater systems and asset management certification are desirable.Examination Process and Required Documents
The City of Bremerton is committed to integrating diverse perspectives into our workplace culture and encourages our employees to bring their whole, authentic selves to work. We strive to create a diverse team that allows us to effectively connect to the community we serve.
Applicants can apply on-line at http://www.BremertonWA.gov/169/Current-Jobs, or application packets may be obtained from the Human Resources Department, Cobweb, or by calling (360) 473-5348.
FIRST REVIEW OF APPLICATIONS - OCTOBER 28.
Required Application Materials:
City application and personal résumé are required. Incomplete application packets will not be considered. Required application materials must be returned to the Human Resources Office by 5:00 p.m. on the closing date. The City of Bremerton is NOT responsible for errors of any kind with faxed or e-mailed application packets. Original signature is required on paper application forms. It is the responsibility of the applicant to carefully list all pertinent experience and training.
Appraisal of Experience and Education/Training:
At this initial review, application packets may be evaluated entirely on the basis of information you provided in the completed City application form. Applicants should include all relevant information on the City application. Applicant's education, training, and experience will be assessed. The top qualifying candidates will be invited to participate further in the examination process. Meeting or exceeding qualifications does not guarantee the applicant will be invited to participate in the oral examination process.
Oral Examination : A panel will evaluate the applicant's training, experience, and ability to perform the job. Placement on the eligibility list is determined by weighted examination scores as follows:
Veteran's Preference:
Veterans, who have passed an examination, shall be entitled to preference pursuant to Chapter 41.04 RCW.
NOTE TO APPLICANTS WITH DISABILITIES:
Applicants with disabilities who will need special accommodation for examination must advise Human Resources no later than one (1) week prior to the scheduled examination so that appropriate arrangements can be made. (360) 473-5348.
LEGAL and REGULATORY EMPLOYMENT CONDITIONS
Fair Labor Standards Act : The position qualifies for exemption from the Fair Labor Standards Act minimum wage and overtime provisions under the Act's Professional Employees exemptions.
Representation : This classification is excluded from bargaining unit representation.
Civil Service : The classification is excluded from the City's Civil Service System.
Appointment and Removal Authority:
The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Human Resources Policies.
This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change.
Equal Employment Opportunity StatementIt is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.
ADA StatementThe City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.
The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce.
Group Insurance
- Effective the first of the month following the date of hire, regular employees are eligible for the City's medical and dental insurance plans.
Currently, the City pays the premium for your choice of one of two health insurance plans, Kaiser Permanente or Regence HealthFirst 250 Plan. To cover dependents employees pay 20% of the dependent premium. Dependents may be added when hired, within 30 days of birth or adoption, during the annual open enrollment, or if you have a qualifying event (e.g. marriage, divorce, spouse loss of job or medical coverage). Detailed coverage and rate information is available from Human Resources.
Stipend in Lieu of Medical CoverageAn employee who waives the right to obtain medical insurance coverage through the City and who provides proof of credible coverage through his/her spouse or other source shall be entitled to receive a stipend as follows:
Employee Only $150.00Employee & Spouse $300.00Employee, Spouse & 1 Dependent $350.00Employee, Spouse & 2 Dependents $400.00Employee & 1 Dependent $300.00Employee & 2 Dependents $350.00
Employees shall be required to notify Human Resources, in writing, during open enrollment, of their desire to waive medical coverage, or at anytime during the year if a qualifying event occurs which would change their status (e.g. marriage, divorce, spouse loss of job or medical coverage).
Dental Plan
- The City provides a dental plan through Washington Dental Service for both you and your dependents at no cost to you. Dependents must be added when you are hired, within 30 days of birth or adoption, or during the annual open enrollment.
VSP Vision Plan
- The City provides vision coverage for both employee and dependents at no cost to the employee. Dependents must be added when you are hired, within 30 days of birth or adoption, or during the annual open enrollment.
Life Insurance
- Life Insurance is available at the employee's expense in amounts from $10,000 to $500,000. You may enroll when hired or at annual open enrollment.
Voluntary Long-Term Disability (LTD)
- LTD coverage is available at the employee's expense. LTD will pay you up to 60% of your salary if you become disabled for more than 90 days due to the same or a related sickness or injury, which must be accumulated within a 180 day period.
Voluntary Short Term Disability (STD)
- STD coverage is available at the employee's expense. Monthly benefit amounts from $400 - $5,000 (offered in increments of $100). Maximum income replacement is 66 2/3% of income. Benefit periods are 3 months; 6 months; 12 months; or 24 months.
Retirement
- The City provides a comprehensive retirement program through the Public Employment Retirement System (PERS). If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 or 3 would apply. If you have not already made a plan choice, you have the option of Plan 2 or Plan 3. You have 90 days from your employment date to choose between Plan 2 and Plan 3. If you have not decided within 90 days of employment, you will automatically be enrolled in Plan 3, Option A, at 5%.
The PERS plans 1 and 2 are defined benefit plans to be taken when you qualify for retirement. Service credit and average final compensation with a minimum of 5 years service for vesting determine the amount of the benefit. Plan 3 is a combination of defined benefit plan and a defined contribution plan. See your plan booklets for further information.
Deferred Compensation
- You may choose between three different plans. The City will contribute 4% of your gross monthly wages. If you wish, you may also contribute with a minimum of $30 per month and a maximum annual combined contribution (employer and employee) of $23,000 You have 30 days to return your plan choice to Human Resources.
Holidays -
The City observes the following holidays plus one (1) floating holiday:
New Year's DayMartin Luther King's BirthdayPresident's DayMemorial DayJuneteenthIndependence DayLabor DayVeteran's DayThanksgiving DayDay after ThanksgivingChristmas
Holidays that fall on Saturday are observed the preceding Friday. Holidays that fall on Sunday are observed on Monday. You must take your floating holiday by 12/31 or it will be forfeited.
Vacation Leave -
Management and professional staff will be granted vacation days at the first of each year based on years of employment:
Through 2 full years 15 daysThrough 5 full years 20 daysAfter 5 full years 25 days
Sick Leave
- Sick leave is accrued at the rate of 12 full days per year and is credited to your sick leave balance each pay period. The maximum accrual is 125 days. If you use 2 or less sick days in a calendar year, an incentive of 1 vacation day will be added to your vacation balance at the beginning of the following year.
Bereavement Leave
- Upon the death of a member of the employees immediate family, three days of bereavement leave are allowed for attending funerals in the State of Washington and five days for attending out of State funerals.
For additional information refer to BMC 2.50 or contact Human Resources at 360-473-5347 or click
$102,433.92 - $124,805.76 Annually
Location :
Bremerton, WA
Job Type:
REGULAR FULL-TIME
Job Number:
2024-00061
Department:
Financial Services
Division:
Finance
Opening Date:
10/07/2024
Closing Date:
Continuous
General Function
Under general direction of the Director of Financial Services establishes and manages the City of Bremerton's Asset Management Program for all City assets; the program goal is to use data to make informed decisions related to maintenance and replacement of critical and expensive infrastructure to optimize performance, minimize costs, and make appropriate investments to meet all current and future needs.
The Asset Manager will lead an interdepartmental team tasked to plan, develop, implement and maintain the City's Asset Management Program. Implementation will be strategic and initially focused on the City's utilities.Representative Essential Duties and Responsibilities
(Note - this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.)• Develop and lead the Asset Management Program.• Introduce and promote the use of asset management concepts and best practices in a strategic and practical manner across the organization.• Develop, plan and program an asset management implementation strategy using a Strategic Asset Management Plan (SAMP).• Develop and implement asset management strategies and tools for strategic infrastructure and program decision-making using system specific Asset Management Plans (AMPs).• Work with City staff, Elected Officials and consider public input to develop an Asset Management Policy that establishes levels of service and prioritization for critical assets, operations, maintenance and other functions within the organization.• Review and recommend assets to be managed within the Asset Management Program.• Create and maintain the Asset Inventory Hierarchy.• Provide support on the City's budget, capital improvement program, long-range financial plan utility rate and general facilities charge (GFC) studies and other related financial analysis.• Coordinate training and provide advice and support to others related to asset management principles and approaches. Recommend and oversee Asset Management training, conduct or facilitate workshops and lead the effort to select the appropriate software solution that aligns with the City's needs.• Coordinate the development, documentation and maintenance of asset inventories, conditions, rating methodologies, levels of service and performance measures, risk scoring criteria, maintenance strategies, repair/replacement models, financial forecasts and work plans associated with all asset classes.• Identify areas for efficiency improvements and coordinate development of implementation plans.• Identify and develop business process improvement, control and productivity measures.• Analyze customer needs to design tools, systems, and procedures to solve business problems.• Research, evaluate, and recommend emerging technologies related to asset management.• Create end and maintain end user documentation.• Prepare and make presentations at all levels within the organization.
Other Duties- Regular attendance is an essential requirement- Performs related work as assigned and/or required
KNOWLEDGE, SKILLS AND ABILITIES (Minimum Requirements):
Knowledge of:• Leadership competencies including organizational agility and building effective teams.• Project management processes, tools, and techniques.• GIS knowledge and experience with ESRI products.
Skill in:• Translating technical information so that it is easily understood by non-technical personnel.• Effective verbal and written communication using tact, patience, and courtesy.
Ability to:• Possess a positive attitude with strong listening and interpersonal skills.• Create and maintain clear and concise user documentation, training materials, and training classes.• Translate technical information to be easily understood by non-technical personnel.• Work independently with minimal supervision.• Organize and prioritize multiple projects and deadlines.• Prepare and present effective oral communications for professional and general public use.• Frequently interact respectfully and sensitively with individuals and groups, including operations and maintenance personnel, elected officials and the public.• Develop and maintain positive and productive relationships and achieve results.Qualifying Education and Experience (Minimum Requirements)
Any equivalent combination of education and experience that provides the individual with the knowledge, skills and abilities required to perform the job. A typical way to obtain the knowledge and abilities would be five years of related experience and a bachelor's degree in business, finance, engineering or related field. Experience leading projects independently and acting in a lead role on projects is required. The successful applicant must be technically proficient as it relates to asset management concepts and principles and be able to demonstrate their commitment to community and teamwork.
A Valid Washington State Driver's License is required and must be obtained prior to date of appointment or another date set by the City.• Experience in water and wastewater systems and asset management certification are desirable.Examination Process and Required Documents
The City of Bremerton is committed to integrating diverse perspectives into our workplace culture and encourages our employees to bring their whole, authentic selves to work. We strive to create a diverse team that allows us to effectively connect to the community we serve.
Applicants can apply on-line at http://www.BremertonWA.gov/169/Current-Jobs, or application packets may be obtained from the Human Resources Department, Cobweb, or by calling (360) 473-5348.
FIRST REVIEW OF APPLICATIONS - OCTOBER 28.
Required Application Materials:
City application and personal résumé are required. Incomplete application packets will not be considered. Required application materials must be returned to the Human Resources Office by 5:00 p.m. on the closing date. The City of Bremerton is NOT responsible for errors of any kind with faxed or e-mailed application packets. Original signature is required on paper application forms. It is the responsibility of the applicant to carefully list all pertinent experience and training.
Appraisal of Experience and Education/Training:
At this initial review, application packets may be evaluated entirely on the basis of information you provided in the completed City application form. Applicants should include all relevant information on the City application. Applicant's education, training, and experience will be assessed. The top qualifying candidates will be invited to participate further in the examination process. Meeting or exceeding qualifications does not guarantee the applicant will be invited to participate in the oral examination process.
Oral Examination : A panel will evaluate the applicant's training, experience, and ability to perform the job. Placement on the eligibility list is determined by weighted examination scores as follows:
Veteran's Preference:
Veterans, who have passed an examination, shall be entitled to preference pursuant to Chapter 41.04 RCW.
NOTE TO APPLICANTS WITH DISABILITIES:
Applicants with disabilities who will need special accommodation for examination must advise Human Resources no later than one (1) week prior to the scheduled examination so that appropriate arrangements can be made. (360) 473-5348.
LEGAL and REGULATORY EMPLOYMENT CONDITIONS
Fair Labor Standards Act : The position qualifies for exemption from the Fair Labor Standards Act minimum wage and overtime provisions under the Act's Professional Employees exemptions.
Representation : This classification is excluded from bargaining unit representation.
Civil Service : The classification is excluded from the City's Civil Service System.
Appointment and Removal Authority:
The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Human Resources Policies.
This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change.
Equal Employment Opportunity StatementIt is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.
ADA StatementThe City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.
The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce.
Group Insurance
- Effective the first of the month following the date of hire, regular employees are eligible for the City's medical and dental insurance plans.
Currently, the City pays the premium for your choice of one of two health insurance plans, Kaiser Permanente or Regence HealthFirst 250 Plan. To cover dependents employees pay 20% of the dependent premium. Dependents may be added when hired, within 30 days of birth or adoption, during the annual open enrollment, or if you have a qualifying event (e.g. marriage, divorce, spouse loss of job or medical coverage). Detailed coverage and rate information is available from Human Resources.
Stipend in Lieu of Medical CoverageAn employee who waives the right to obtain medical insurance coverage through the City and who provides proof of credible coverage through his/her spouse or other source shall be entitled to receive a stipend as follows:
Employee Only $150.00Employee & Spouse $300.00Employee, Spouse & 1 Dependent $350.00Employee, Spouse & 2 Dependents $400.00Employee & 1 Dependent $300.00Employee & 2 Dependents $350.00
Employees shall be required to notify Human Resources, in writing, during open enrollment, of their desire to waive medical coverage, or at anytime during the year if a qualifying event occurs which would change their status (e.g. marriage, divorce, spouse loss of job or medical coverage).
Dental Plan
- The City provides a dental plan through Washington Dental Service for both you and your dependents at no cost to you. Dependents must be added when you are hired, within 30 days of birth or adoption, or during the annual open enrollment.
VSP Vision Plan
- The City provides vision coverage for both employee and dependents at no cost to the employee. Dependents must be added when you are hired, within 30 days of birth or adoption, or during the annual open enrollment.
Life Insurance
- Life Insurance is available at the employee's expense in amounts from $10,000 to $500,000. You may enroll when hired or at annual open enrollment.
Voluntary Long-Term Disability (LTD)
- LTD coverage is available at the employee's expense. LTD will pay you up to 60% of your salary if you become disabled for more than 90 days due to the same or a related sickness or injury, which must be accumulated within a 180 day period.
Voluntary Short Term Disability (STD)
- STD coverage is available at the employee's expense. Monthly benefit amounts from $400 - $5,000 (offered in increments of $100). Maximum income replacement is 66 2/3% of income. Benefit periods are 3 months; 6 months; 12 months; or 24 months.
Retirement
- The City provides a comprehensive retirement program through the Public Employment Retirement System (PERS). If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 or 3 would apply. If you have not already made a plan choice, you have the option of Plan 2 or Plan 3. You have 90 days from your employment date to choose between Plan 2 and Plan 3. If you have not decided within 90 days of employment, you will automatically be enrolled in Plan 3, Option A, at 5%.
The PERS plans 1 and 2 are defined benefit plans to be taken when you qualify for retirement. Service credit and average final compensation with a minimum of 5 years service for vesting determine the amount of the benefit. Plan 3 is a combination of defined benefit plan and a defined contribution plan. See your plan booklets for further information.
Deferred Compensation
- You may choose between three different plans. The City will contribute 4% of your gross monthly wages. If you wish, you may also contribute with a minimum of $30 per month and a maximum annual combined contribution (employer and employee) of $23,000 You have 30 days to return your plan choice to Human Resources.
Holidays -
The City observes the following holidays plus one (1) floating holiday:
New Year's DayMartin Luther King's BirthdayPresident's DayMemorial DayJuneteenthIndependence DayLabor DayVeteran's DayThanksgiving DayDay after ThanksgivingChristmas
Holidays that fall on Saturday are observed the preceding Friday. Holidays that fall on Sunday are observed on Monday. You must take your floating holiday by 12/31 or it will be forfeited.
Vacation Leave -
Management and professional staff will be granted vacation days at the first of each year based on years of employment:
Through 2 full years 15 daysThrough 5 full years 20 daysAfter 5 full years 25 days
Sick Leave
- Sick leave is accrued at the rate of 12 full days per year and is credited to your sick leave balance each pay period. The maximum accrual is 125 days. If you use 2 or less sick days in a calendar year, an incentive of 1 vacation day will be added to your vacation balance at the beginning of the following year.
Bereavement Leave
- Upon the death of a member of the employees immediate family, three days of bereavement leave are allowed for attending funerals in the State of Washington and five days for attending out of State funerals.
For additional information refer to BMC 2.50 or contact Human Resources at 360-473-5347 or click