DIRECTOR OF PROPERTY MANAGEMENT

ALL APPLICATIONS WILL RECEIVE CONSIDERATION WITHOUT REGARD TO AGE, COLOR, DISABILITY, NATIONAL ORIGIN, RACE, RELIGION, GENDER AN/OR ANY OTHER NON-MERIT FACTOR

Note: This position is designated as part of the Emergency Management Response Team.  During emergencies and disasters, you may be required to report to work.

Duties and Responsibilities:

Responsible for the oversight of multiple housing communities, through subordinate personnel and monitoring fiscal and occupancy status, for properties, through regular reports.  Responsible for direct budget preparation, monitoring budgets, preparing reports of departmental activities and fiscal status, monitoring operating practices and procedures and recommending changes to promote efficiency and achieve/maintain a high performance status; participating in pre-employment interviews, supervising, evaluating performance and training site personnel.  Reports directly to the Executive Director. Responsibilities include, but are not limited to, the following:

2. Monitors work order reports to ensure all work orders are addressed in a timely manner; audits a sampling of maintenance work at each property to ensure quality work and good craftsmanship; ensures staff

    follow-ups on any delinquent items; makes recommendations for capital improvements to the Director of Asset Management.

3. Provides assistance and direction, in the development and administration of the annual budget.  Monitors expenditures on a continuous basis, to ensure properties are within budget.

8.   Ensures that staff and site-based partners are performing tasks as outlined in contracts, grant proposals, MOUs and/or strategic plans.

9.   Ensures that resident lease terminations and grievance hearings are properly processed.  Monitors lease enforcement by providing information and assistance as needed.

Qualifications and Knowledge:

Supervision Received and Given:

The employee receives assignments from the Executive Director.  Most instructions are broad directives or policy statements.  Normally, the employee receives specific instructions only in unusual or sensitive circumstances.  The employee initiates and follows through on routine tasks with minimal supervision. Situations that arise which are not covered by instructions are referred to the Executive Director or dealt with independently, depending on the circumstances.   Normally, the employee identifies what needs to be done and indicates the priorities, deadlines, and resources available.  

The employee monitors the work of subordinates for accuracy, completeness, compliance with policy, and achievement of objectives, evaluates their performance and provides counseling. 

Guidelines:

The employee refers to HAS’ and HUD’s guidelines in performing work.  These guidelines cover most job-related situations, although the employee frequently is required to use independent judgment in making decisions.  If guidelines do not cover a situation, the employee consults the supervisor or makes a decision based on the circumstances.

Complexity:

The employee performs a wide variety of tasks, which range from routine to difficult and are not closely related.  The employee must identify the work that needs to be done, determine how to accomplish it and coordinate, integrate, and prioritize a variety of tasks or assignments.  The employee must make regular decisions involving usual and unusual circumstances, conflicting data, or other non-routine occurrences which may require extensive analysis to identify them.  Tasks frequently have to be coordinated, integrated and/or prioritized.   Decisions regarding unusual circumstances may be made by the employee and/or referred to the supervisor for resolution.

Scope and Effect:

The employee's work primarily impacts the new development program of the housing authority and the Authority's residents and non-residents.   Successful accomplishment of duties by the employee will result in timely completion of those programs and provide better, more-affordable housing for low-income families in the community.

Personal Contacts:

Contacts are primarily with other Authority employees, federal, state and local governmental officials and representatives, and community agencies.   The employee has contact with architects, engineers, consultants, contractors, and Authority residents. The primary purpose of contacts is to obtain, give or clarify information, plan and provide assistance, and resolve problems.  Contacts are normally cooperative; however, they may be occasionally antagonistic, unresponsive, or uncooperative contacts.

Physical Demands:

Work is principally sedentary, but involves some physical exertion during on-site visits with residents or staff members, inspections of Authority developments, and construction sites, and facilities.  Physical demands may include bending, stooping, bending, standing, walking at construction sites, climbing ladders, and exposure to outside elements.

Work Environment:

Work involves the normal risks or discomforts, associated with an office environment, and is usually in an area that is adequately heated, lighted, and ventilated.  From time to time, it involves visits to outdoor developments, sites, dwellings or facilities, inspections of structures and/or confrontations with residents, employees and contractor personnel.  Work is primarily with use of computer, reading and preparing documents, and meeting deadlines.

Drug-Free Workplace:

All positions require pre-employment and post-employment random drug testing. Applicants selected for hire will receive a conditional offer of employment and sent for pre-employment drug testing.

DISCLAIMER

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.