What are the responsibilities and job description for the Housing Programs and Policy Administrator position at City of Albert Lea?
Description
Under the general direction of the designated supervisor, this position manages and oversees a portfolio of complex affordable housing and housing finance programs for the City. The Housing Programs and Policy Manager is responsible for the strategic development, implementation, and evaluation of housing finance initiatives and program operations, including those funded by local, state, and federal sources (e.g., HUD, DHCD, Virginia Housing).
This role supervises professional staff and may oversee programs such as the Community Development Block Grant (CDBG), HOME Investment Partnership Program (HOME), LEAD SAFE Grant Program and Healthy Homes Grant Program, Inclusionary Zoning programs, and various homeownership and rental finance initiatives. The position provides subject matter expertise, engages in interagency coordination, ensures regulatory compliance, supports budget and contract management, and represents the City before elected officials, advisory boards, community stakeholders, and housing development partners.
Examples of Duties
Essential Job Functions
Minimum Qualifications:
Language Skills
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports. Ability to speak effectively before groups of customers or employees of organization.
REASONING ABILITY
Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to stand and walk. The employee must frequently lift and/or move up to 10 pounds. Specific vision abilities required by this job include ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
This is a job description and not an individualized position description. A job description defines the general character and scope of duties and responsibilities of all positions in a job classification, but it is not intended to describe and does not necessarily list the essential job functions for a given position in a classification.
Overview Of Benefits For Full-Time Employees
Paid leave is time off from work available for use by an employee upon approval by supervisor. The first 24 consecutive leave hours for any illness must be charged to paid leave with additional time charged to extended illness leave. Paid leave for employees of the city shall accrue as follows:
Years of Service Hours Per Month Fire 24-hr shift Employees
0 - 4 12 19.75
5 - 9 14 22.75
10- 14 16 25.50
15 - 19 17 26.75
20 - 24 18 28.75
25 20 32
Extended Illness Leave: shall accrue at the rate of six (6) hours per month. Fire suppression employees shall accrue extended illness leave at nine (9) hours per month.
Funeral Leave: for family, up to three consecutive days.
Military Leave: Twenty-one work days per Federal fiscal year.
Holidays: The City provides 96 hours of annual paid holiday time.
Mental Health & Well-Being Leave: Employees receive 24 hours (Fire Suppression receives 34 hours) of Mental Health & Well-Being Leave upon hire. Certification of mental health diagnosis is not required and leave will not be paid out upon separation.
Shared Leave Bank (effective 1/1/2023): Voluntary membership for full-time Employees who will be out for an extended period of time and has exhausted all other forms of leave. Members are required to provide 8 hours of their Extended Illness per fiscal year and at least 8 hours per assessment. Assessments will be limimted to 4 times per fiscal year (max of 40 hours per fiscal year).
Health Insurance: Four coverage types are available: Employee only, Employee 1 Child, Employee Spouse and Family. Coverage is available through payroll deduction.
Additionally, the city offers the following three Aetna Health Plan Options:
PPO 750 – Provides 100% coverage for preventive care; lower deductible and out-of-pocket maximums than other medical plans; and has higher employee premiums. This is comparable to the current insurance program.
PPO/HRA 1500 – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than the PPO 300 plan; has lower employee premiums than the PPO 300 plan; and the employer makes contributions to an account through a Health Reimbursement Arrangement (HRA). The City of Roanoke contributes $500 for employee only coverage and $1,000 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
PPO/HDHP-HSA – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than other medical plans; has lower employee premiums; and both the employer and the employee make contributions to a Health Savings Account (HSA) to pay for medical expenses which apply to the deductible. The City of Roanoke contributes towards the Health Savings Account (HSA), $1,600 for employee only coverage and $3,100 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
Optum RX (Pharmaceutical Benefits Manager) - Manages pharmacy benefits, processes employee pharmacy claims and answers employee pharmacy benefit questions.
Aetna Health Plan 2025 Monthly Rates
PPO 750
Employee Only: $74.49
Employee Child: $278.42
Employee Spouse: $653.08
Family: $714.04
PPO/HRA 1500
Employee Only: $48.24
Employee Child: $236.42
Employee Spouse: $600.58
Family: $609.04
PPO/HDHP-HSA
Employee Only: $22.81
Employee Child: $177.93
Employee Spouse $498.08
Family: $500.51
Dental Insurance: Four coverage types are available: Family, Employee and Spouse, Employee and Child, and Employee only. Coverage is available through payroll deduction.
Delta Dental 2025 Monthly Rates
Employee: $2.80
Employee/Child: $18.88
Employee/Spouse: $18.88
Family: $49.36
Life Insurance: Paid by the City at no cost to employees. Coverage is equal to the annual salary rounded to the next highest thousand and then doubled. For an accidental death, the coverage would be twice this amount.
Optional Life Insurance: Paid by the employee. Various amounts of coverage, including family members, available through payroll deduction.
Long Term Disability Insurance: Designed to provide a monthly benefit to assist employees with bills and maintaining a standard of living when disabled as a result of a covered sickness or injury. Coverage is available through payroll deduction. Annual cost is your annual salary multiplied by .00255. This amount is half of the total premium and the City pays the other half.
Retirement: Employees contribute 5% of salary and choose between participating in a traditional defined benefit plan or a hybrid program. Employees vest in the employer component of either plan upon completing five (5) years of service.
Defined Benefit Pension Plan: Normal retirement after 55th birthday, and when combination of age and creditable service equals 85; or, 65th birthday if completed at least five years of creditable service. For sworn officers in Police and Fire/EMS, normal retirement after 50th birthday, and when combination of age and service equals 75; or, 65th birthday or older with 5 years of creditable service. An annual retirement benefit equals 2.0% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. Early retirement options are available and reductions may apply based on age and service.
Hybrid Program: Provides the characteristics of the traditional pension plan with that of a deferred compensation plan. The pension plan provides an annual benefit equaling 1% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. The deferred compensation component provides for the employee contribution to be deposited in an account directed by the member. The combination of the two components is structured to provide approximately the same actuarial benefit as the Defined Benefit Pension Plan. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this deferred compensation plan for participating employees.
Sheriff's Department Employees are covered b the Virginia Retirement System (VRS). Previous service covered by VRS may be portable to the Roanoke Retirement System.
Retirement Health Savings Plan: All employees contribute 1% of salary to a 401(h) health savings account. Employees vest in the City match of 1% upon completing five (5) years of service. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this plan for participating employees.
Deferred Compensation: Employees may voluntarily contribute salary deferred dollars into a City Sponsored 457 Plan. International City Management Association - Empower provides the third party administration of this deferred compensation plan for participating employees.
Flexible Spending Account: Allows employees to set aside pre-tax dollars from their pay checks to pay for child care and/or medical and dental expenses not covered by the City's health care or dental plans. You may also set aside pre-tax dollars to cover certain transit or parking expenses. Keep in mind only transit or parking expenses may be rolled over from year to year.
Virginia College Savings Plan: Two plans to choose from at a reduced application fee, Virginia Prepaid Education Program and the Virginia Education Savings Trust.
Employee Health Services: The City employee health services provides medical care for employees, retirees, and eligible spouses.
Employee Assistance Program (EAP): Support services available to assist employees facing life challenges.
Pay Days: Direct deposit is required for all new employees. Paid bi-weekly, 26 pay periods per year.
Vision Insurance: Paid by the Employee. Includes annual routine eye exam, discounts on eyeglass frames, eyeglass lenses and contact lenses.
CEC 2025 Monthly Rates
Employee: $6.68
Employee/Spouse: $12.69
Employee/Child(ren): $13.36
Family: $19.71
Discounts & Voluntary Benefits: Employees may access discounts through various national and local retailers. Discounts include 10% off auto insurance and 5% off home or renters insurance with Liberty Mutual. Voluntary benefits offered through Corestream. Critical Illness, Accident Insurance and Cancer Policies will be available through Colonial Life and Long Term Care will be available through Transamerica. All voluntary benefits may be payroll deducted.
Under the general direction of the designated supervisor, this position manages and oversees a portfolio of complex affordable housing and housing finance programs for the City. The Housing Programs and Policy Manager is responsible for the strategic development, implementation, and evaluation of housing finance initiatives and program operations, including those funded by local, state, and federal sources (e.g., HUD, DHCD, Virginia Housing).
This role supervises professional staff and may oversee programs such as the Community Development Block Grant (CDBG), HOME Investment Partnership Program (HOME), LEAD SAFE Grant Program and Healthy Homes Grant Program, Inclusionary Zoning programs, and various homeownership and rental finance initiatives. The position provides subject matter expertise, engages in interagency coordination, ensures regulatory compliance, supports budget and contract management, and represents the City before elected officials, advisory boards, community stakeholders, and housing development partners.
Examples of Duties
Essential Job Functions
- Program Management: Oversees the design, delivery, and continuous evaluation of affordable housing programs. Establishes goals, performance metrics, and operational improvements aligned with strategic priorities and regulatory requirements.
- Financial Strategy & Housing Finance: Develops and manages innovative financing strategies to support affordable rental and homeownership development using tools such as LIHTC, HUD 221(d)4, REACH, CDFI funding, and the Virginia Housing Trust Fund.
- Budget and Resource Oversight: Prepares and manages program budgets; ensures accurate accounting, encumbrance, and expenditure of funds; and monitors program revenue and financial performance metrics.
- Staff Supervision and Development: Provides supervision, performance management, and training for assigned staff. Establishes individual and team goals, monitors performance, and provides coaching and professional development.
- Regulatory Compliance: Ensures compliance with federal, state, and local housing program regulations. Interprets and implements regulatory changes and supports audit and monitoring processes.
- Policy and Program Development: Conducts research and recommends policies, procedures, and programmatic improvements. Leads the development
- Stakeholder Engagement: Coordinates with external partners including nonprofit developers, for-profit developers, lenders, community organizations, and local towns. Provides expert advice to City Council and Council-appointed Boards and Commissions, as needed.
- Community Outreach and Marketing: Promotes housing programs through community outreach, public presentations, and stakeholder education. Maintains and updates program materials and the City’s housing-related web presence.
- Data Management and Reporting: Oversees data collection, analysis, and reporting related to program outcomes, housing trends, and service needs. Prepares detailed, data-driven staff reports and presentations to inform policy decisions.
- Special Projects: Leads or participates in cross-functional teams and special projects as assigned by the City Manager, Deputy City Manager, or Department leadership.
- Program Leadership & Oversight:
- Manages a range of housing programs including Community Development Block Grant (CDBG), HOME Investment Partnership Program (HOME), , and other rental/homeownership assistance initiatives, including, but not limited oversight of the LEAD SAFE Grant Program and Healthy Homes Grant Program.
- Develops and implements all components of the City’s efforts to finance and produce affordable and workforce housing.
- Leads the strategic planning and operational execution for programs, ensuring alignment with community needs and housing goals.
- Financial Expertise & Housing Development:
- Provides technical expertise on and implementation strategies for complex affordable housing finance mechanisms (e.g., LIHTC, HUD 221(d)4, REACH Virginia, Virginia Housing Trust Fund, CDFIs).
- Identifies and leverages funding opportunities across local, state, federal, and private sectors to maximize affordable housing investments.
- Supports loan program design, underwriting, and the structuring of development deals for multifamily and mixed-income housing.
- Research, Data, and Evaluation:
- Conducts and oversees research on housing market conditions, development trends, and neighborhood revitalization.
- Collects, analyzes, and reports data to evaluate program performance and to inform funding strategies, policies, and service improvements.
- Develops and maintains dashboards, tracking tools, and internal metrics to monitor program efficiency and outcomes.
- Staff Supervision & Development:
- Supervises and supports program staff and/or volunteers; provides coaching, training, and ongoing professional development.
- Develops and monitors staff performance plans, conducts regular evaluations, and ensures alignment with City HR policies.
- Facilitates team meetings, sets priorities, manages workload distribution, and promotes collaboration across teams.
- Community Engagement & Stakeholder Collaboration:
- Builds partnerships with affordable housing developers (nonprofit and for-profit), community organizations, faith-based groups, realtors, and financial institutions.
- Coordinates with neighboring localities to advance housing development opportunities regionally.
- Conducts outreach and educational events to raise awareness about housing programs, eligibility, and services.
- Identifies opportunities for capacity-building to meet the specific housing objectives of inventory, housing types and affordability, as outlined in an overall housing strategy.
- Policy Development & Regulatory Compliance:
- Ensures program adherence to federal, state, and local housing laws, HUD regulations and guidelines, and City policies.
- Serves as the City’s liaison to the Fair Housing Board.
- Develops and updates Standard Operating Procedures (SOPs) to ensure consistency and quality in program operations.
- Implements Freedom of Information Act (FOIA)
Minimum Qualifications:
- Education: Master’s degree in Housing Finance, Real Estate Development, Urban Planning, Public Administration, Business Management, or a closely related field preferred; Bachelor’s degree required.
- Experience: At least four (4) years of progressively responsible experience in affordable housing finance and program management, including loan/mortgage lending for multi-family or rental housing, and at least one (1) year of supervisory experience. Equivalent combinations of education and experience will be considered.
- Extensive knowledge of federal, state, and local affordable housing programs, including LIHTC, CDBG, HOME, ESG, HUD 221(d)4, and Virginia Housing programs.
- Proficiency in real estate finance, mortgage lending, underwriting, and contract management.
- Knowledge of zoning, housing construction, rehabilitation processes, and legal real estate documents.
- Strong analytical, organizational, and project management skills.
- Ability to communicate complex information clearly, both verbally and in writing, to technical and non-technical audiences.
- Proven ability to lead teams, manage budgets, develop policies, and conduct stakeholder engagement.
- Ability to interpret and apply laws, regulations, policies, and procedures governing housing programs.
- Ability to develop and maintain relationships with diverse stakeholders including elected officials, developers, nonprofits, and the public.
- Proficiency with Microsoft Office Suite and relevant automated systems for housing program management.
- Ability to plan strategically, think critically, and solve problems with sound judgment.
- Valid driver’s license with a good driving record.
- Must pass pre-employment background checks (including criminal and DMV).
- Completion of HUD-required training/certifications may be required during the probationary period.
- AICP certification preferred.
Language Skills
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports. Ability to speak effectively before groups of customers or employees of organization.
REASONING ABILITY
Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to stand and walk. The employee must frequently lift and/or move up to 10 pounds. Specific vision abilities required by this job include ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
This is a job description and not an individualized position description. A job description defines the general character and scope of duties and responsibilities of all positions in a job classification, but it is not intended to describe and does not necessarily list the essential job functions for a given position in a classification.
Overview Of Benefits For Full-Time Employees
Paid leave is time off from work available for use by an employee upon approval by supervisor. The first 24 consecutive leave hours for any illness must be charged to paid leave with additional time charged to extended illness leave. Paid leave for employees of the city shall accrue as follows:
Years of Service Hours Per Month Fire 24-hr shift Employees
0 - 4 12 19.75
5 - 9 14 22.75
10- 14 16 25.50
15 - 19 17 26.75
20 - 24 18 28.75
25 20 32
Extended Illness Leave: shall accrue at the rate of six (6) hours per month. Fire suppression employees shall accrue extended illness leave at nine (9) hours per month.
Funeral Leave: for family, up to three consecutive days.
Military Leave: Twenty-one work days per Federal fiscal year.
Holidays: The City provides 96 hours of annual paid holiday time.
Mental Health & Well-Being Leave: Employees receive 24 hours (Fire Suppression receives 34 hours) of Mental Health & Well-Being Leave upon hire. Certification of mental health diagnosis is not required and leave will not be paid out upon separation.
Shared Leave Bank (effective 1/1/2023): Voluntary membership for full-time Employees who will be out for an extended period of time and has exhausted all other forms of leave. Members are required to provide 8 hours of their Extended Illness per fiscal year and at least 8 hours per assessment. Assessments will be limimted to 4 times per fiscal year (max of 40 hours per fiscal year).
Health Insurance: Four coverage types are available: Employee only, Employee 1 Child, Employee Spouse and Family. Coverage is available through payroll deduction.
Additionally, the city offers the following three Aetna Health Plan Options:
PPO 750 – Provides 100% coverage for preventive care; lower deductible and out-of-pocket maximums than other medical plans; and has higher employee premiums. This is comparable to the current insurance program.
PPO/HRA 1500 – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than the PPO 300 plan; has lower employee premiums than the PPO 300 plan; and the employer makes contributions to an account through a Health Reimbursement Arrangement (HRA). The City of Roanoke contributes $500 for employee only coverage and $1,000 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
PPO/HDHP-HSA – Provides 100% coverage for preventive care; has higher deductible and out-of-pocket maximum than other medical plans; has lower employee premiums; and both the employer and the employee make contributions to a Health Savings Account (HSA) to pay for medical expenses which apply to the deductible. The City of Roanoke contributes towards the Health Savings Account (HSA), $1,600 for employee only coverage and $3,100 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
Optum RX (Pharmaceutical Benefits Manager) - Manages pharmacy benefits, processes employee pharmacy claims and answers employee pharmacy benefit questions.
Aetna Health Plan 2025 Monthly Rates
PPO 750
Employee Only: $74.49
Employee Child: $278.42
Employee Spouse: $653.08
Family: $714.04
PPO/HRA 1500
Employee Only: $48.24
Employee Child: $236.42
Employee Spouse: $600.58
Family: $609.04
PPO/HDHP-HSA
Employee Only: $22.81
Employee Child: $177.93
Employee Spouse $498.08
Family: $500.51
Dental Insurance: Four coverage types are available: Family, Employee and Spouse, Employee and Child, and Employee only. Coverage is available through payroll deduction.
Delta Dental 2025 Monthly Rates
Employee: $2.80
Employee/Child: $18.88
Employee/Spouse: $18.88
Family: $49.36
Life Insurance: Paid by the City at no cost to employees. Coverage is equal to the annual salary rounded to the next highest thousand and then doubled. For an accidental death, the coverage would be twice this amount.
Optional Life Insurance: Paid by the employee. Various amounts of coverage, including family members, available through payroll deduction.
Long Term Disability Insurance: Designed to provide a monthly benefit to assist employees with bills and maintaining a standard of living when disabled as a result of a covered sickness or injury. Coverage is available through payroll deduction. Annual cost is your annual salary multiplied by .00255. This amount is half of the total premium and the City pays the other half.
Retirement: Employees contribute 5% of salary and choose between participating in a traditional defined benefit plan or a hybrid program. Employees vest in the employer component of either plan upon completing five (5) years of service.
Defined Benefit Pension Plan: Normal retirement after 55th birthday, and when combination of age and creditable service equals 85; or, 65th birthday if completed at least five years of creditable service. For sworn officers in Police and Fire/EMS, normal retirement after 50th birthday, and when combination of age and service equals 75; or, 65th birthday or older with 5 years of creditable service. An annual retirement benefit equals 2.0% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. Early retirement options are available and reductions may apply based on age and service.
Hybrid Program: Provides the characteristics of the traditional pension plan with that of a deferred compensation plan. The pension plan provides an annual benefit equaling 1% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. The deferred compensation component provides for the employee contribution to be deposited in an account directed by the member. The combination of the two components is structured to provide approximately the same actuarial benefit as the Defined Benefit Pension Plan. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this deferred compensation plan for participating employees.
Sheriff's Department Employees are covered b the Virginia Retirement System (VRS). Previous service covered by VRS may be portable to the Roanoke Retirement System.
Retirement Health Savings Plan: All employees contribute 1% of salary to a 401(h) health savings account. Employees vest in the City match of 1% upon completing five (5) years of service. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this plan for participating employees.
Deferred Compensation: Employees may voluntarily contribute salary deferred dollars into a City Sponsored 457 Plan. International City Management Association - Empower provides the third party administration of this deferred compensation plan for participating employees.
Flexible Spending Account: Allows employees to set aside pre-tax dollars from their pay checks to pay for child care and/or medical and dental expenses not covered by the City's health care or dental plans. You may also set aside pre-tax dollars to cover certain transit or parking expenses. Keep in mind only transit or parking expenses may be rolled over from year to year.
Virginia College Savings Plan: Two plans to choose from at a reduced application fee, Virginia Prepaid Education Program and the Virginia Education Savings Trust.
Employee Health Services: The City employee health services provides medical care for employees, retirees, and eligible spouses.
Employee Assistance Program (EAP): Support services available to assist employees facing life challenges.
Pay Days: Direct deposit is required for all new employees. Paid bi-weekly, 26 pay periods per year.
Vision Insurance: Paid by the Employee. Includes annual routine eye exam, discounts on eyeglass frames, eyeglass lenses and contact lenses.
CEC 2025 Monthly Rates
Employee: $6.68
Employee/Spouse: $12.69
Employee/Child(ren): $13.36
Family: $19.71
Discounts & Voluntary Benefits: Employees may access discounts through various national and local retailers. Discounts include 10% off auto insurance and 5% off home or renters insurance with Liberty Mutual. Voluntary benefits offered through Corestream. Critical Illness, Accident Insurance and Cancer Policies will be available through Colonial Life and Long Term Care will be available through Transamerica. All voluntary benefits may be payroll deducted.
Salary : $3 - $7