Director of Assessing

Position Title: Director of Assessing

Department: Finance/Assessing

Reports to: Finance Director and Board of Assessors

Grade Level:  Grade 12 Personnel Policies, Management Provision

FLSA Status: Exempt- Full-Time, Benefit eligible

Salary Range: Begins at $80,732 - $113,026 (Effective July 1, 2025, Salary Range - $86,904-$117,320)

Statement of Duties:  The Director of Assessing is responsible for the administration and provision of assessment services including the annual revaluation of all real and personal property and the administration of the motor vehicle and boat excise programs, statutory tax exemption programs, personal property, betterments/special assessments, and the annual review of the tax-exempt status of non-profit organizations. Performs technical, analytic and highly complex work in the appraisal of property in accordance with State and local statutes and regulations. Employee is required to perform all similar or related duties. 

Supervision Required:   Under the general direction of Board of Assessors, the employee plans and carries out the regular work in accordance with standard practices and previous training, with substantial responsibility for determining the sequence and timing of action and substantial independence in planning and organizing the work activities, including determining the work methods. The employee is expected to solve through experienced judgment most problems of detail or unusual situations by adapting methods or interpreting instructions to resolve the particular problem. Instructions for new assignments or special projects usually consist of statements of desired objectives, deadlines and priorities. Technical and policy problems or changes in procedures are discussed with supervisor or appropriate officials including the Board of Assessors, but ordinarily the employee plans the work, lays it out and carries it through to completion independently. Work is generally reviewed for technical adequacy, appropriateness of actions or decisions, and conformance with policy or other requirements except for the Department of Revenue’s triannual certification review process; the methods used in arriving at the end result are not usually reviewed in detail. 

Supervisory Responsibility:   Employee, as a regular and continuing part of the job, is accountable for the quality and quantity of work done by subordinates and assures the accomplishment of the assigned work in the prescribed manner. Supervisory functions typically consist of most of the following: plans, schedules and coordinates work operations to meet schedules, deadlines and priorities; revises work schedules to meet changes in workload or availability of manpower; recommends and justifies to higher levels of management changes in the organization of work, work methods or assignment of functions to positions that may affect staffing patterns, costs, work standards, etc.; assigns work based on varying capabilities of employees; assures that completed work meets the required standard of quality, timeliness and cost, taking corrective actions as necessary, including rejecting the work; recommends promotions, reassignments, pay increases or other personnel actions; oversees attendance and leave, typically including approval of ordinary sick and vacation schedules; advises employees of performance requirements and prepares formal evaluations of performance; gives advice and instruction on both administrative and work matters; informs subordinates of organizational policies, goals and procedures; resolves employee complaints and effects disciplinary actions, such as oral warnings and reprimands; has substantial responsibility for technical soundness of subordinates’ work. The employee is responsible for the supervision of up to three (3) employees and management of vendor relationships. 

Confidentiality:   Has access to confidential information obtained during performance of regular position responsibilities in accordance with the State Public Records Law. 

Accountability:  Consequences of errors, missed deadlines or poor judgment may include adverse customer relations, substantial monetary loss, legal repercussions, labor/material costs, personal injury and jeopardize programs. 

Judgment:     Guidelines only provide limited guidance for performing the work. They may be in the form of administrative or organizational policies, general principals, legislation or directives that pertain to a specific department or functional area. Extensive judgment and ingenuity are required to develop new or adapt existing methods and approaches for accomplishing objectives or to deal with new or unusual requirements within the limits of the guidelines or policies. The employee is recognized as the department or functional area's authority in interpreting the guidelines, in determining how they should be applied, and in developing operating policies.       

Complexity:   The work consists of employing many different concepts, theories, principles, techniques and practices relating to an administrative field. Assignments typically concern such matters as studying trends in the field for application to the work; assessing services and recommending improvements; planning long range projects; devising new techniques for application to the work, recommending policies, standards or criteria. 

Work Environment: The work environment involves everyday discomforts typical of offices, with occasional exposure to outside elements. Noise or physical surroundings may be distracting, but conditions are generally not unpleasant. Employee may be required to work beyond normal business hours to attend evening meetings with local and state officials. 

Nature and Purpose of Public Contact:  Relationships are constantly with co-workers, the public and with groups and/or individuals who have conflicting opinions or objectives, diverse points of view or differences where skillful negotiating and achieving compromise is required to secure support, concurrence and acceptance or compliance; OR one-on-one relationships with a person who may be under severe stress, where gaining a high degree of persuasion may be required to obtain the desired effect. The employee may represent to the public a functional area of the municipality on matters of procedures or policy where perceptiveness is required to analyze circumstances in order to act appropriately. 

Occupational Risk:  Duties generally do not present occupational risk with. Personal injury could occur, however, through employee failure to properly follow safety precautions or procedures. Examples of injury include bruises from falls, minor cuts or burns, or muscular strains from lifting or carrying heavy equipment or materials.

Essential Functions:

The essential functions or duties listed below are intended only as illustrations of the various type of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. 

1. Conduct the appraisal analysis and Computer Assisted Mass Appraisal (CAMA) work necessary to annually produce new assessed values for all types of real property.
2. Appraise property according to the market, replacement cost and capitalization of income approaches to value.
3. Conduct statistical and mathematical analysis of property values, market trends, and recent sales data.
4. Examine deeds, maps, building plans, permits and market data in order to obtain real estate market data and to locate all taxable and tax-exempt property.
5. Inspect all property as necessary and appropriate for additions, alterations, and demolitions.
6. Prepare and present all Tax Classification materials annually to the Selectboard.
7. Produce the annual Tax Recapitulation Sheet and related records in cooperation with the Finance Director and other department heads.
8. Prepare and submit accurate and timely records to third parties as required.
9. Maintain professional and frequent contact with the public, Town officials, attorneys, members of the banking and real estate communities, appraisers and state agencies.
10. Annually prepare department budget, town map modifications, continuing disclosure documents, and respond to audit requirements.
11. Utilize the Town’s website and media to address assessing matters and promote quality assessing practices.
12. Work with other department heads to maintain and develop the Town’s Geographic Information System (GIS).
13. Defend assessed values before the State Appellate Tax Board; construct and prepare testimony as necessary.
14. Organize and participate in all meetings of the Board of Assessors.
15. Attend meetings (day or evening) of the Selectboard and Finance Committee, as needed.
16. Work closely with all Town departments, including Treasurer/Collector, Municipal Services, and Town Clerk to perform duties.
17. Performs other duties and functions as required or directed. 

Recommended Minimum Qualifications: 

Education and Experience: College degree with five to seven (5-7) years related work experience within the field of assessing and/or appraisal; or any equivalent combination of education, training and experience which provides the required knowledge, skills and abilities to perform the essential functions of the job. Municipal experience preferred. 

        Special Requirements:   Massachusetts Accredited Assessor designation within one year of appointment; valid Class D Massachusetts driver’s license. 

Knowledge, Abilities and Skill

Knowledge:  Comprehensive knowledge of real estate appraisal principles and practices with an emphasis on assessing related mass appraisal; strong working knowledge of Massachusetts law Chapter 59, regulations and procedures related to municipal finance including MGL Chapter 44, assessing and related assessing department programs; familiarity with real estate building styles, materials and methods of construction.

Abilities: Ability to integrate independent appraisal analysis with the tools provided by a Computer Assisted Mass Appraisal (CAMA) system; knowledge of Geographic Information Systems (GIS).

Skills:  Effective management and computer skills, mathematical skills; proficient written and oral communication skills.

Physical and Mental Requirements

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 position’s essential functions. 

Physical Demands:  Work requires some agility and physical strength, such as moving in or about construction sites or over rough terrain or standing or walking most of the work period. Occasionally, work may require lifting objects and carrying them. There may be need to stretch and reach to retrieve materials. 

Motor Skills:  Duties may involve assignments requiring application of hand and eye coordination with finger dexterity and motor coordination. Examples include operating a motor vehicle, using a personal computer, or climbing a ladder. 

Visual Demands:  Visual demands include constantly reading documents for general understanding and analytical purposes.

Salary : $80,732 - $113,026