What are the responsibilities and job description for the Chief Plan Review Analyst 37 position at City of Lansing, Michigan?
Job Advertisement
The Economic Development & Planning Department is seeking a Chief Plan Review Analyst who will work in the Building Safety Division. This position will serve as advisor and secretary to the Building Board of Appeals, which will include reviewing site plans for additions and new buildings to ensure mechanical systems are in compliance with the Building Code. This is a great opportunity for those seeking to use their knowledge of modern architecture and structural design. The City of Lansing offers a competitive wage and benefits package including medical, vision, dental, paid vacation, sick and holiday leave, professional growth and educational opportunities.
Special Requirements & Training
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
See links below for our Anti-Retaliation and Anti-Religious Discrimination and Religious Accommodation Policies:
https://content.civicplus.com/api/assets/6d1a5156-dc99-44d2-aa0f-704f562b9887?cache=1800
https://content.civicplus.com/api/assets/0a11cd2e-db10-4829-aea2-9d71ef7d8b02?cache=1800
Application Special Instructions
Attach copy of resume, cover letter, and verification of education/Licenses/certifications.
City of Lansing
Teamsters Local 214 Fringe Benefits
Health Insurance: The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:
Opt out: Members of the bargaining unit will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City's health care plan will be eligible to receive $1 ,800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments.
Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City; coverage includes the employee and family members. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with an $1 ,200 maxmum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.
Vision Plan: Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses, and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.
Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse
Unmarried child, age
$25,000
14 days to 6 months
$ 500
6 months to 23 years
$ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $3,050 per plan year.
Bereavement: At the time of the death of a spouse, child, stepchild, parent, stepparent and parent, an employee will be entitled to use a maximum of the next five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, sick or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend the funeral for aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild. Time must be taken within 30 days of the death of the family member unless prior approval is granted by Department Head or on-site Supervisor.
Holidays
New Year's Day
Martin Luther King Birthday
Good Friday Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Lonqevity
Longevity bonuses shall be paid to employees as follows:
5 but less than 10 years of service 2%
10 but less than 15 years of service 4%
15 but less than 20 years of service 6% 20 but less than 25 years of service 8%
25 or more years
Following completion of five (5) years of continuous full-time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.
No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.
Vacation: A new full-time employee shall be credited with forty (40) hours vacation time credited to their leave bank following 6 months of service. After the first year of service the regular full-time employee will receive an additional forty (40) hours of vacation time credited to their leave bank. In subsequent years two (2) years through five (5) years of service, employees receive 10 days' vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 workdays.
Personal Leave: Employees receive two (2) personal leave days annually on January 1 or at time of hire and another two (2) personal leave days on July 1 of each year. The sixteen hours in each six-month period may not be combined or carried over. Personal days must be used by December 31, or they shall be forfeited.
Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending. (Approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence.
An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first five unused sick leave days accrued that year over 60 days.
Compensatory Time
Employees Subject to Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall be cumulative up to a maximum total of eighty (80) hours.
Employees Exempt from the Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall not be limited in its accrual during the fiscal year, provided that any amount in excess of one hundred twenty (120) hours shall be forfeited if not used by the end of the fiscal year.
Education Reimbursement: The City shall reimburse for tuition and lab fees for approved college level course work or other departmentally approved training or education programs which are taken off-duty. Costs shall be reimbursed at a rate not to exceed $400.00. Proof of attendance and successful completion of the course and proof of cost are required.
Parkinq/Transportation Subsidy: An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy.
Deferred Compensation: Employees shall be eligible to participate in the City's deferred compensation plans as may be offered by the City. Currently those plans include VOYA and T. Rowe Price. The employee may contribute up to a maximum allowable annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.
Employees hired after October 29, 1990, Defined Benefit Retirement System: Employees will belong to the City of Lansing General Employees Retirement System (ERS). Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing December 8, 2008, the retirement multiplier for full time members that retire after that date will be one and eight tenths' percent (1.80%). Employee contributions for retirement will be six and five-tenths percent (6.50%) and deducted on a pretax basis.
As provided by ordinance; for service after September 30, 2003, the annual retirement amount is calculated at 1.8 times the final average compensation for the first 35 years of credited service and for service. The maximum pension allowance will be equal to 100% of an employee's final average compensation. Eligibility, for regular retirement, will be age 50 with 25 or more years of service or age 58 with 8 or more years of service.
Employees hired after September 1, 2012, Retirement: Employees will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012, the retirement multiplier for full time members that retire after that date will be one and two- and one-half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis.
In Addition, The City Of Lansing And The Employee Will Each Contribute Three (3) Percent Of The Employee's Gross Pay On a Bi-weekly Basis To The Defined Contribution Plan. The Plan Will Be Administered By Wells Fargo Bank. Employees Will Enroll And Self Direct Their Investment Options. Failure To Enroll Shall Result In The City Transferring Monies Into The Plan Which Shall Default To The Target Date Fund. At The End Of Eight Full Years Of Service Members Will Be Vested For All City Contributions. Should The Member Leave At The End Of Eight Full Years The Member Will Have The Following Options
Lump sum payment subject to applicable taxes.
Rollover monies into another tax deferred investment option; or
Leave monies in the plan and continue to be invested tax deferred.
Retirement Healthcare
All employees hired after January 1 , 2015, will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee's wages per year. The account will be established to allow for portability if the employee separates from the City after a three (3) year vesting period.
NOTE: The benefits listed above summarizes the current benefits for Teamster 214 bargaining unit members, the actual benefits are governed by the Collective Bargaining Agreement, with Teamsters Local 214, which controls any conflict with this summary. These benefits are subject to change depending upon the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and Teamsters Local 214.
Department of Human Resources, 4th Floor City Hall, 124 West Michigan Avenue, Lansing Ml 48933. Phone: 483-4014
EQUAL OPPORTUNITY EMPLOYER
Rev 03/19/2022
Rev 04/10/2019
Rev 9/1/2012 Rev 9/1/201 1 Rev. 12/8/2008 New contract Rev. 8/14/2003 New retirement plan
Rev. May 19, 2003 contract settlement, Insurance copay increase, longevity 10%) (Rev. February 18, 2002 Def. Comp only)
(Rev. February 2001 )
01
Do you possess Bachelor's degree or higher in Architecture, Engineering, Building Construction, or a related field?
Identify your highest level of education
Identify your major or area of concentration
04
How much experience do you have as a plan reviewer or performing architectural and building design?
Please select from the following list of tasks/skills you have knowledge and/or experience in (Please check all that apply):
Are you registered OR meet the eligibility requirements in accordance with Public Act #407 of 2016 for registration as a Plan Reviewer?
Do you have an International Code Council Certification as a Building Plans Examiner? (If yes, please attach copy)
Do you possess a valid Driver's License?
The Economic Development & Planning Department is seeking a Chief Plan Review Analyst who will work in the Building Safety Division. This position will serve as advisor and secretary to the Building Board of Appeals, which will include reviewing site plans for additions and new buildings to ensure mechanical systems are in compliance with the Building Code. This is a great opportunity for those seeking to use their knowledge of modern architecture and structural design. The City of Lansing offers a competitive wage and benefits package including medical, vision, dental, paid vacation, sick and holiday leave, professional growth and educational opportunities.
Special Requirements & Training
- Must be registered or meet eligibility requirements in accordance with Public Act #407 of 2016 for registration as a Plan Reviewer and make application for provisional registration for this title within thirty (30) days of notification of selection for this position. Registration as a Plan Reviewer must be retained for the entire course of employment in this position.
- Bachelor’s Degree in architecture, engineering, building construction, or related field; AND
- Four (4) years of experience as a plan reviewer or performing architectural and building design work.
- An equivalent combination of training and experience may be considered.
- Must possess and maintain a valid driver’s license.
- International Code Council certification as a Building Plans Examiner preferred.
- Supervises trains and evaluates subordinate plan reviewers
- Visually examines all plans for building permits to ensure compliance with applicable codes and works directly with contractors and other parties to make needed corrections prior to issuing building permits
- Performs liaison work with Building Safety personnel, other City employees, and outside architects, engineers, contractors and a variety of agencies having an interest in a specific project.
- Provides code related information to the public, governmental agencies and other interested parties in person at the service counter, over the telephone and through the mail.
- Prepares written reports regarding plan review activities using personal computer with Word processing software requiring finger dexterity on a standard keyboard and the ability to read information off a video display screen.
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
See links below for our Anti-Retaliation and Anti-Religious Discrimination and Religious Accommodation Policies:
https://content.civicplus.com/api/assets/6d1a5156-dc99-44d2-aa0f-704f562b9887?cache=1800
https://content.civicplus.com/api/assets/0a11cd2e-db10-4829-aea2-9d71ef7d8b02?cache=1800
Application Special Instructions
Attach copy of resume, cover letter, and verification of education/Licenses/certifications.
City of Lansing
Teamsters Local 214 Fringe Benefits
Health Insurance: The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:
- Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.
- Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/ family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.
- Option 2 - includes a $20.00 co-pay for office visits. Prescription drug co-pays are $10/$20/$40 or $15/$25/$50 for Physician's Health Plan. This plan includes emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.
Opt out: Members of the bargaining unit will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City's health care plan will be eligible to receive $1 ,800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments.
Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City; coverage includes the employee and family members. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with an $1 ,200 maxmum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.
Vision Plan: Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses, and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.
Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse
Unmarried child, age
$25,000
14 days to 6 months
$ 500
6 months to 23 years
$ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $3,050 per plan year.
Bereavement: At the time of the death of a spouse, child, stepchild, parent, stepparent and parent, an employee will be entitled to use a maximum of the next five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, sick or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend the funeral for aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild. Time must be taken within 30 days of the death of the family member unless prior approval is granted by Department Head or on-site Supervisor.
Holidays
New Year's Day
Martin Luther King Birthday
Good Friday Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Lonqevity
Longevity bonuses shall be paid to employees as follows:
5 but less than 10 years of service 2%
10 but less than 15 years of service 4%
15 but less than 20 years of service 6% 20 but less than 25 years of service 8%
25 or more years
Following completion of five (5) years of continuous full-time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.
No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.
Vacation: A new full-time employee shall be credited with forty (40) hours vacation time credited to their leave bank following 6 months of service. After the first year of service the regular full-time employee will receive an additional forty (40) hours of vacation time credited to their leave bank. In subsequent years two (2) years through five (5) years of service, employees receive 10 days' vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 workdays.
Personal Leave: Employees receive two (2) personal leave days annually on January 1 or at time of hire and another two (2) personal leave days on July 1 of each year. The sixteen hours in each six-month period may not be combined or carried over. Personal days must be used by December 31, or they shall be forfeited.
Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending. (Approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence.
An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first five unused sick leave days accrued that year over 60 days.
Compensatory Time
Employees Subject to Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall be cumulative up to a maximum total of eighty (80) hours.
Employees Exempt from the Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall not be limited in its accrual during the fiscal year, provided that any amount in excess of one hundred twenty (120) hours shall be forfeited if not used by the end of the fiscal year.
Education Reimbursement: The City shall reimburse for tuition and lab fees for approved college level course work or other departmentally approved training or education programs which are taken off-duty. Costs shall be reimbursed at a rate not to exceed $400.00. Proof of attendance and successful completion of the course and proof of cost are required.
Parkinq/Transportation Subsidy: An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy.
Deferred Compensation: Employees shall be eligible to participate in the City's deferred compensation plans as may be offered by the City. Currently those plans include VOYA and T. Rowe Price. The employee may contribute up to a maximum allowable annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.
Employees hired after October 29, 1990, Defined Benefit Retirement System: Employees will belong to the City of Lansing General Employees Retirement System (ERS). Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing December 8, 2008, the retirement multiplier for full time members that retire after that date will be one and eight tenths' percent (1.80%). Employee contributions for retirement will be six and five-tenths percent (6.50%) and deducted on a pretax basis.
As provided by ordinance; for service after September 30, 2003, the annual retirement amount is calculated at 1.8 times the final average compensation for the first 35 years of credited service and for service. The maximum pension allowance will be equal to 100% of an employee's final average compensation. Eligibility, for regular retirement, will be age 50 with 25 or more years of service or age 58 with 8 or more years of service.
Employees hired after September 1, 2012, Retirement: Employees will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012, the retirement multiplier for full time members that retire after that date will be one and two- and one-half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis.
In Addition, The City Of Lansing And The Employee Will Each Contribute Three (3) Percent Of The Employee's Gross Pay On a Bi-weekly Basis To The Defined Contribution Plan. The Plan Will Be Administered By Wells Fargo Bank. Employees Will Enroll And Self Direct Their Investment Options. Failure To Enroll Shall Result In The City Transferring Monies Into The Plan Which Shall Default To The Target Date Fund. At The End Of Eight Full Years Of Service Members Will Be Vested For All City Contributions. Should The Member Leave At The End Of Eight Full Years The Member Will Have The Following Options
Lump sum payment subject to applicable taxes.
Rollover monies into another tax deferred investment option; or
Leave monies in the plan and continue to be invested tax deferred.
Retirement Healthcare
All employees hired after January 1 , 2015, will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee's wages per year. The account will be established to allow for portability if the employee separates from the City after a three (3) year vesting period.
NOTE: The benefits listed above summarizes the current benefits for Teamster 214 bargaining unit members, the actual benefits are governed by the Collective Bargaining Agreement, with Teamsters Local 214, which controls any conflict with this summary. These benefits are subject to change depending upon the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and Teamsters Local 214.
Department of Human Resources, 4th Floor City Hall, 124 West Michigan Avenue, Lansing Ml 48933. Phone: 483-4014
EQUAL OPPORTUNITY EMPLOYER
Rev 03/19/2022
Rev 04/10/2019
Rev 9/1/2012 Rev 9/1/201 1 Rev. 12/8/2008 New contract Rev. 8/14/2003 New retirement plan
Rev. May 19, 2003 contract settlement, Insurance copay increase, longevity 10%) (Rev. February 18, 2002 Def. Comp only)
(Rev. February 2001 )
01
Do you possess Bachelor's degree or higher in Architecture, Engineering, Building Construction, or a related field?
- Yes
- No
Identify your highest level of education
- None
- Highschool/GED
- One year or less of College
- Two years or less of College
- Associate Degree
- Bachelor Degree
- Master Degree
- PhD
- Juris Doctorate
Identify your major or area of concentration
04
How much experience do you have as a plan reviewer or performing architectural and building design?
- None
- 1-3 years
- 4-6 years
- 7-9 years
- 10 years or more
Please select from the following list of tasks/skills you have knowledge and/or experience in (Please check all that apply):
- None
- Principles, practices, and/or procedures of modern architecture and structural design
- Reviewing plans
- Building Codes
- Understanding of building mechanical systems
- Working with architects, engineers, contractors, etc.
Are you registered OR meet the eligibility requirements in accordance with Public Act #407 of 2016 for registration as a Plan Reviewer?
- Yes
- No
- No, but will register per the job posting requirements.
Do you have an International Code Council Certification as a Building Plans Examiner? (If yes, please attach copy)
- Yes
- No
Do you possess a valid Driver's License?
- Yes
- No
- Required Question
Salary : $500 - $3,050
