Position is responsible for the review, analysis, implementation, tracking and reporting for City-supported economic development projects, under the supervision of the Principle Program Manager. The primary responsibilities of the position will relate to the Tax Abatement program, however, incumbent may be required to assist with other economic development incentives and contracts including, but are not limited to Tax Increment Financing, Community Revitalization Enhancement Districts, Certified Technology Parks, New Market Tax Credits and other initiatives as they arise. The City of Indianapolis prioritizes and celebrates diversity, equity, and inclusion in all its forms. This position values diversity in perspectives and experiences among colleagues and the residents of this city whom they serve.

Under the direction of the senior staff, administers City role in economic development transactions, specifically, tax abatement. Identifies, evaluates, processes and monitors economic development projects requesting or previously approved for tax abatement. Answers, informs, advises and follows-up on all customer inquiries and complaints related to economic incentives from internal and external customers. Draft public notices, resolutions, contracts, slideshow presentations, reports, maps, surveys and other correspondence related to the approval and monitoring of economic development incentives. Manages contracts and project agreements related to economic development projects. Implement the City’s Workforce Housing initiative, incorporating affordable housing requirements in multifamily development projects. Monitors compliance of recipients of economic incentives by performing annual surveys and evaluating compliance forms. Investigates issues of non-compliance and works with the City’s Compliance Manager and tax abatement recipients to resolve those issues. Many resolutions/agreements are very detailed and complex - attention to detail is very important. Keeping accurate logs of abatement projects is essential. Tracks and analyzes project compliance and performance data related to contractual commitments. Maintains the Tax Abatement program project data base, including the timely entry of project data into the system. Prepares required reports related to economic development incentives. Manages and facilitates the progress and results of multiple projects of average to high complexity by assuring compliance with the city’s goals, scope of work, budget, schedule and quality expectations. Works with community groups, stakeholders, economic development professionals, and developers to provide communication to those groups to insure that the public is heard in regard to certain projects. Coordinates and attends periodic engagement meetings with neighborhood and business stakeholders. Coordinates with other city departments (e.g. Mayor’s Office, Department of Public Works) to ensure all plans for economic development are implemented appropriately. Assists other DMD staff in preparing applications for competitive economic development-related grants (local, state and federal). Attends Metropolitan Development Commission and City-County County meetings as necessary, and acts as a representative of DMD at such meetings. This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities that management may deem necessary from time to time.

Bachelor’s degree in Public Administration, Economics, Finance, Urban Planning, Accounting or Business Management or related field from an accredited college or university required. An equivalent combination of education and experience may be substituted. Good organizational and communication skills as well as knowledge of city and state government a plus. Contract management experience is preferred. Excellent written and oral communication skills required. Must be able to build positive relationships within city departments and with external customers. Attention to detail is a requirement of the position, including the ability to manage multiple projects efficiently and in a timely manner and the ability to work within deadlines

All rates are bi-weekly.

2023 Rate Sheet - To view our rate sheet, please copy and paste this link into your web browser: https://media.graphassets.com/fXBSN1Q7SQu0d2T9mmrA

Life Insurance Employee Only (rates per $1,000 per month):

Basic: Employer Paid

Optional Life Insurance Employee Only (rates per $1,000 per month)

Additional:

<25-29 $0.053

30-34 $0.075

35-39 $0.090

40-44 $0.120

45-49 $0.203

50-54 $0.330

55-59 $0.545

60-64 $0.723

65-69 $1.208

70 + $1.867

IMPORTANT PERF UPDATE:

• For more information on eligibility options, refer to Proposal 21-288 https://bit.ly/3exq8yR

1. All employees hired/rehired after 1/1/2022 have a choice to select the PERF Hybrid plan (3% + Pension) or the INPRS My Choice: Retirement Savings plan (3% + 1% Contribution). The Hybrid plan consists of two components:

Annuity Savings Account (ASA) -This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. You're always vested in your ASA portion - it's always yours.

Pension - The pension portion of the retirement benefit is funded by contributions made by the employer over the course of the employee's career and separate from the annuity savings account. Employees enrolled in the PERF Hybrid plan are eligible for retirement benefits at age sixty-five (65) if they have ten (10) or more years of creditable service. After June 30, 1995, employees may retire at age sixty (60) with at least fifteen (15) years of credible service or if the member's age in years plus the years of credible service equals at least 85 and the member is at least fifty-five (55) years of age. With fifteen (15) or more years of creditable service, the employee may retire as early as age fifty (50) with a reduced pension.

2. Employees hired/rehired by the City and County between 1/1/2017 and 12/31/2021 will be automatically enrolled in the PERF My Choice: Retirement Savings plan. This plan is an annuity savings account (ASA) only plan and does not have a pension component. Any service that an employee has in the My Choice: Retirement Savings Plan will not count toward the service time requirements for pension eligibility in the Hybrid Plan.

With the PERF My Choice: Retirement Savings Plan, the ASA is split up into two parts:

Part one - This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. You're always vested in your ASA portion - it's always yours.

Part two - This consists of an additional variable rate contribution paid by the City toward your ASA. This variable rate contribution is currently 1% of your gross wages. Vesting in the value of the variable rate employer contribution will vary by length of participation. You are:

• 20 percent vested after 1 full year of participation
• 40 percent vested after 2 full years of participation
• 60 percent vested after 3 full years of participation
• 80 percent vested after 4 full years of participation
• 100 percent vested after 5 full years of participation

3. All employees hired/rehired prior to 1/1/2017 are grandfathered into PERF Hybrid plan. The Hybrid plan consists of two components:

Annuity Savings Account (ASA) -This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. You're always vested in your ASA portion - it's always yours.

Pension - The pension portion of the retirement benefit is funded by contributions made by the employer over the course of the employee's career and separate from the annuity savings account. Employees enrolled in the PERF Hybrid plan are eligible for retirement benefits at age sixty-five (65) if they have ten (10) or more years of creditable service. After June 30, 1995, employees may retire at age sixty (60) with at least fifteen (15) years of credible service or if the member's age in years plus the years of credible service equals at least 85 and the member is at least fifty-five (55) years of age. With fifteen (15) or more years of creditable service, the employee may retire as early as age fifty (50) with a reduced pension.

4. City Employees hired/rehired between 1/1/2017 and 12/31/21 that are members of the City AFSCME labor union can choose to enroll in either the PERF My Choice: Retirement Savings plan or the PERF Hybrid plan. Both plans are described above. Employees have 60 days to choose which option they want, and by state law this cannot be changed. If no choice is made, the employee will then be automatically added to the PERF My Choice: Retirement Savings plan.

The Indiana General Assembly has enacted a provision that allows public employees to make voluntary contributions in addition to the mandatory three percent (3%) contributions. Employees may contribute up to an additional ten- percent (10%) of their compensation per pay period to the annuity savings account. This means that the maximum level of contributions to the annuity savings account under this new provision is thirteen percent (13%) of an employee's compensation per pay period.

Employees who separate from the city within their first ten (10) years of employment need to contact INPRS - PERF regarding their ASA account.

Questions relating to PERF may be directed to INPRS - PERF at:

Indiana Public Retirement System

Public Employees' Retirement Fund

One North Capitol, Suite 001

Indianapolis, Indiana 46204

(888) 236-3544