Development Coordinator

KEY FUNCTIONS/KNOWLEDGE/SKILLS:

• Greets and assists customers and residents both in person, at project sites, and over the phone with permitting inquiries.
• Coordinate the provision of efficient and effective service delivery to customers; handle difficult and complex customer service situations; identify and recommend opportunities for improving service delivery methods and procedures.
• Provide case management of building construction applications; confer with project owners and design professionals regarding state and local code requirements.
• Ensure timely processing of permits, plans, and applications, and coordinate the routing and tracking of plans to various departments and outside agencies for required reviews and clearances; perform follow-up phone calls to ensure timeliness of response from other departments and agencies.
• Control flow of review and approval for certain types of building permit applications including certificates of occupancy.
• Facilitate corrections to be made when deficiencies exist and may assist owners, builders, and design professionals in determining how corrections are to be made to ensure conformance.
• Calculate fees and costs relating to the issuance of permits.
• Respond to public inquiries in a courteous manner; provide information within the area of assignment; resolve complaints in an effective and timely manner.
• Demonstrates a respectful attitude towards coworkers that promotes teamwork, open communication, and effective customer service.
• Develop, update and maintain information and pamphlets provided to the public at the front counter and online.
• Conducts field inspections on an as needed basis to confirm compliance with construction codes, local ordinances, and applicable trades to maintain building safety.
• Strong verbal and written skills.
• Knowledge of basic telephone skills and public relations.
• Knowledge of customer service principles.
• Ability to operate a computer keyboard and other basic office equipment.
• Ability to learn services, policies, and procedures.
• Ability to assist irate citizens with tact.
• Ability to verbally communicate clearly and effectively.
• Ability to establish and maintain effective working relationships with department customers and staff.
• Perform other work as assigned.

Education and Experience

• Associate degree, vocational degree, or specialized training equivalent to satisfactory completion of two years of college education with emphasis in construction science or building design is preferred.
• A minimum of three (3) years of progressively responsible experience in building design, construction, or inspection.
• Permit Technician Certification from the International Code Council (ICC) is required. Consideration may be given to applicants that do not hold the certification at entry but that secure the required certification within one (1) year from start date as a condition of employment.

• Bilingual (English/Spanish)

Special Certifications and License

Valid Texas Driver’s License.

Independence and Judgement

Average judgment; must recognize and resolve problems such as bad grammar, type of procedure to apply, where to refer call or correspondence without specified destination, when to change or sharpen blade on mower, whether there is a problem/malfunction with a piece of equipment that needs attention, etc.; may involve freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules.

Initiative and Ingenuity

General guidelines: occasionally requires interpretation of available options to apply to non-standard situations; day-to-day work drives. Greater level of knowledge when applying guidelines and interpretation of available options to non-standard situations.

Supervisory and Responsibility

Does not supervise.

Financial Responsibility

Calculates amounts due, using some judgment; receives and processes larger amounts; balances receipts and cash from one or more other employees; monitors budget; brings problems to attention of supervisor; has substantive input into overall organizational budget.

Level and Frequency of Outside Contacts

Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues.

Physical Demands

Office job with little or occasional light physical effort. Requires sedentary work that involves walking or standing some of the time and routine keyboard operations.

Responsibility for Equipment and Property

Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office.

Working Conditions

Office job, no adverse conditions.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination, psychological examination, and Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville participates in a generous retirement plan with retirement opportunities available at 5 years of service at age 60 or 20 years of service at any age. The City has an exceptional employee and family medical, dental and life insurance plan. Employees may also contribute to deferred compensation plans from Equitable and supplemental insurance plans from AFLAC and Colonial Life. Full time employees have the opportunity to accumulate 10 sick days and 10 annual days per year. Additionally, the City of Brownsville observes 12 holidays annually and two (2) floating holidays.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.