Job Description

JOB SUMMARY

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Please submit a cover letter detailing how your education, experience, training and qualifications make you an ideal candidate for the position. Please note that the City reserves the right to make a hiring decision at any time.


Under the direction of the Deputy City Manager/Chief Financial Officer, the incumbent directs, manages, supervises and coordinates the activities and operations of the City's Information Technology (IT) Division. This is a hands-on, working manager position, providing both technical and managerial leadership to ensure the effective development, implementation, and maintenance of the City's IT infrastructure and systems. The role requires active involvement in day-to-day IT operations, including ensuring the availability, reliability, and productivity of the City's network systems; maintaining digital and electronic security of the City's computerized systems and data; managing communications systems including voice and web platforms; and safeguarding the City's data through implementation of comprehensive disaster recovery and business continuity plans.


Estimated 2026 Salary for this position is $134,390-$170,469/yr. The City of Lakewood participates in the Public Employees Retirement System (PERS).

ESSENTIAL DUTIES

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Essential duties may include but are not limited to the following:

Management

Develop the 6-year strategic City-wide master plan for IT; define short and long-term program goals and objectives; develop and administer appropriate timelines to effectively accomplish goals and objectives on time and within budget. Collaborate with City departments to assess and improve computer systems, networks, and related equipment; provide recommendations for system modifications and technology enhancements. Plan, direct, coordinate, and review the work of IT staff; assign work activities and projects; evaluate performance and effectiveness of work methods and results. Establish division goals, performance standards, and priorities; monitor progress and implement corrective measures when necessary. Analyze and resolve complex technical and operational problems consistent with departmental and City-wide objectives. Manage the City's voice and data systems, including telephony, voicemail, and wireless communications infrastructure.

Operations

Develop and implement IT program strategies and initiatives in partnership with City departments. Oversee and participate in the diagnosis and resolution of complex technical issues related to hardware, software, and network infrastructure. Establish and enforce IT policies, standards, and procedures related to systems management, cybersecurity, and data protection. Maintain internal controls to ensure the confidentiality, integrity, and availability of City data; ensure proper backup procedures and software compliance. Monitor and evaluate IT service delivery methods and procedures; recommend staffing and service level adjustments for operational efficiency. Develop, implement, and maintain the City's Disaster Recovery Plan and coordinate a Business Continuity Plan to ensure continued operations following system disruptions. Oversee and maintain comprehensive documentation of IT infrastructure, systems, software licenses, and standard operating procedures. Ensure compliance with software licensing and vendor agreements. Continuously improve internal processes and service delivery through automation and workflow enhancements.

Staff Supervision

Select, motivate, train, supervise, and evaluate the performance of IT staff. Develop and execute professional development and training plans to enhance employee skills and foster career growth. Promote a positive, collaborative, and high-performing team culture.

Budget

Develop, manage, and administer the division's annual operating and capital budgets. Forecast staffing, equipment, and technology needs; monitor and approve expenditures; and recommend adjustments as necessary. Direct and oversee technology procurement, including hardware, software, consulting services, and staff training.

Professional Development

Participate in professional organizations, meetings, and conferences; stay current with new technologies, trends, and best practices in public sector IT management.

Advisory

Serve as a technical and strategic advisor to the City's collective bargaining teams and leadership, providing input on IT-related labor and operational issues.

Safety

Promote and model a strong culture of workplace safety and security within the IT Division and across the organization.

Attendance

Maintain regular, reliable, and punctual attendance to ensure the consistent delivery of IT services.

EDUCATION, EXPERIENCE, AND OTHER REQUIREMENTS

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EDUCATION & EXPERIENCE:

Any equivalent combination of education and experience that would likely provide the candidate with the knowledge and abilities to successfully perform the job will be considered.

A typical combination is:

+ Bachelor's degree from an accredited college or university in Computer Science, Information Technology, Management Information Systems, or a closely related field.
+ Seven (7) years of progressively responsible IT experience, including at least three (3) years in a management or supervisory capacity.
+ Master's degree in a related field is desirable.
+ Public sector experience is preferred.

LICENSES AND OTHER REQUIREMENTS:

Possession of, or ability to obtain, a valid driver's license by date of appointment. Industry certifications (such as CISM, CISSP, PMP, or ITIL) are desirable.

KNOWLEDGE, SKILLS, AND ABILITIES

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Knowledge:



Principles and practices of information systems management, network administration, and cybersecurity. Strategic technology planning, policy development, and project management methodologies. Budget development, forecasting, and financial management techniques. Modern supervisory, leadership, and performance management practices. Hardware, software, and telecommunications systems, including voice and data networks. Principles of data integrity, storage, backup, and disaster recovery.

Skill in:

Planning and executing complex IT projects on time and within budget. Leading and motivating diverse technical teams. Analyzing problems, evaluating alternatives, and making sound recommendations. Communicating effectively with technical and non-technical audiences. Establishing and maintaining cooperative working relationships with staff, management, vendors, and elected officials.

Ability to:

Develop and implement strategic technology initiatives aligned with City goals. Manage multiple priorities and projects simultaneously in a fast-paced environment. Ensure security and reliability of City information systems and data. Interpret and apply applicable laws, regulations, and policies. Exercise sound judgment and maintain confidentiality of sensitive information.

WORKING CONDITIONS:

May require attendance at evening or weekend meetings. Requires the ability to respond to emergency IT issues outside of normal business hours.

FLSA DESIGNATION

Exempt, not eligible for overtime

UNION AFFILIATION

Non-represented

EQUAL OPPORTUNITY

The City of Lakewood is proud to be an Equal Opportunity Employer that encourages, supports, and celebrates respect, empowerment, diversity, and inclusion for all.

BENEFITS SUMMARY

for

REGULAR STATUS, GENERAL FULL-TIME EMPLOYEES

This is a summary of benefits and is not meant to be all inclusive. Please refer to City policies and plan booklets for details.

WORK HOURS

The normal work week is five consecutive days of not more than eight hours per day, exclusive of lunch period. City Hall is open to the public from 8:30 a.m. to 5:00 p.m. Where appropriate, alternative work schedules may be established, providing that not more than forty hours are scheduled per work week.

SALARY INCREASES

Upon successful completion of an annual performance evaluation and annually thereafter, an employee may receive a salary increase based on merit or performance. However, no employee may exceed the maximum of their salary range.

HOLIDAYS

Employees are granted the following paid holidays:

New Year's Day

M.L. King, Jr. Day

Presidents' Day

Memorial Day

Juneteenth

Independence Day

Labor Day

Veterans' Day

Thanksgiving

the day after Thanksgiving

Christmas day



Employees accrue one floating holiday on their anniversary date, which must be used within the following 12 month period. Holiday pay is

pro-rated for employees scheduled to work less than 40 hours per week.

COMBINATION LEAVE

Combination leave is a benefit granted to employees to continue normal compensation during approved absences. Combination leave may be used after 60 days of employment. Leave can be accrued without limit during the calendar year, however the maximum accrual amount that can be carried forward from one calendar year to the next shall not exceed two times the amount of the employee's current accrual rate.

Accrual Rate:



During the 1st year 120 hours of leave per year

After the 1st thru 2nd year 128 hours of leave per year

After the 2nd thru 4th year 136 hours of leave per year

After the 4th thru 9th year 152 hours of leave per year

After the 9th thru 14th year 184 hours of leave per year

After the 14th thru 20th year 216 hours of leave per year

After the 20th thru 29th year 232 hours of leave per year

After the 29th year 240 hours of leave per year

Combination leave accrual is

pro-rated for employees scheduled to work less than 40 hours per week.

MEDICAL LEAVE

Medical leave is a benefit granted to employees to continue normal compensation during absences caused by illness, injury, etc. Medical leave is accrued at 64 hours per year

(pro-rated for employees working less than 40 hours per week).

It is available for use after 90 days of employment.

SHARED LEAVE

If an employee exhausts all paid leave, they may be eligible to receive donated combination leave to cover an absence caused by illness or injury.

MILITARY LEAVE

Employees who are members of any federal military reserve unit or the Washington National Guard will receive up to twenty-one working days of paid leave during each year beginning October 1 and ending September 30, while engaged in active training duty or active duty.

The City will maintain continuity of health benefits to employees' families when employees are ordered to involuntary active military duty. Military differential pay is available during active military duty of more than 30 days and for no longer than 24 months.

JURY DUTY LEAVE

Employees will be paid their regular compensation while serving on jury duty provided they forfeit the juror's daily stipend to the City.

RETIREMENT PLAN

Employees and the City make contributions to the Washington State Department of Retirement Systems (DRS) Public Employees' Retirement System (PERS) Plan 2 or Plan 3 (with exception to the Assistant Police Chief and Police Chief Position which contribute to LEOFF).

Under Social Security's Government Pension Offset, any Social Security spouse's or widow's or widower's benefits you may be entitled to will be reduced based on any pension you receive from the City's retirement plan.

SOCIAL SECURITY REPLACEMENT

In lieu of Social Security, the City provides an alternative plan through the ICMA Retirement Corporation. The employee contributes 6.20% and the City contributes 4.77% of the employee's salary. The employee's investment choices range from conservative (low risk) to aggressive (high risk) opportunities. Employees are immediately 100% vested in the plan.

Under Social Security's Windfall Elimination Provision, any Social Security retirement or disability benefits you may be entitled to will be reduced based on any pension you receive from this replacement plan.

VOLUNTARY 457 DEFERRED COMPENSATION PLAN

Participation in a 457 deferred compensation plan is available to employees through payroll deduction. This is an optional investment program offered through the ICMA Retirement Corporation or Washington Department of Retirement Systems. The City matches an employee's contribution up to 3% of the employee's base monthly pay rate.

VOLUNTARY FLEXIBLE SPENDING ACCOUNT

The Flexible Spending Account (IRS Section 125) is an optional tax savings program which is offered to employees annually. It allows employees to reduce taxable income by using part of their salary on a pretax basis to pay for out of pocket health care expenses and dependent care costs.



The effective date of health insurance is the first day of the month following hire.

MEDICAL INSURANCE

Three medical plans are offered to employees and dependents through the Association of Washington Cities (AWC): the Regence High Deductible Health Plan (with a health savings account), the Regence HealthFirst Plan ($250 deductible), and the Kaiser Permanente Plan ($200 deductible).



Premiums for employees and dependents are pro-rated for employees scheduled to work less than 40 hours per week.



Employees may be eligible to opt out of medical insurance coverage to receive a $3,000 annualized contribution (pro-rated for part-time employees) to their deferred compensation account, flexible spending account (IRS Section 125), and/or pay.

EMPLOYEE ASSISTANCE PROGRAM

The Employee Assistance Program (EAP) is a voluntary, confidential resource available to employees, dependents and household members. The EAP provides professional counseling assistance in addressing a variety of concerns ranging from substance abuse to relationship issues. The premiums are paid by the City.

VISION INSURANCE

A separate vision plan provides for annual eye examinations for employees and dependents. A $25 deductible benefit is also provided for lenses, frames and contact lenses.

DENTAL INSURANCE

Washington Dental Service (WDS) Plan E insurance is provided through AWC. This is an incentive based plan - 70% to 100% of the cost for Class I and Class II benefits (routine exams, basic cleanings, x-rays, fillings, etc.) is covered. Class III benefits (crowns, inlays and onlays) are paid at 50%. The plan pays a maximum of $2,000 per individual annually for covered benefits per incentive period (a calendar year). A separate orthodontia plan provides a one time orthodontia benefit of $1,000 for eligible children.



The City pays the entire premium cost for full-time employees and their dependents. Premiums for part-time employees and their dependents are pro-rated based on the employee's FTE status*.

LIFE & LONG TERM DISABILITY INSURANCE

The City provides the following insurance coverage for employees through Standard Insurance (a copy of each plan certificate will be provided during orientation). The insurance is effective the first of the month following hire, unless an employee is hired on the first day of the month, in which case the coverage is effective immediately.

SURVIVOR INCOME LIFE INSURANCE

A monthly survivor income benefit is paid to an employee's eligible spouse and children upon the employee's death. Prior to any reduction for Social Security survivor's benefits, a benefit amount equal to 30% of the employee's insured earnings is paid to the spouse or children, and 60% is paid if both spouse and children survive.

BASIC LIFE INSURANCE/ACCIDENTAL DEATH & DISMEMBERMENT

A benefit equal to the employee's annual salary rounded up to the next thousand to a maximum of $170,000.

LONG TERM DISABILITY (LTD)

Effective after 90 days of continuous disability. The maximum amount of the LTD benefit is 60% of earnings or $5,000 per month, whichever is less.

VOLUNTARY SUPPLEMENTAL LIFE INSURANCE

Employees may elect to apply for $30,000 to $300,000 in supplemental term life insurance coverage. Spouses may also be insured. Premiums are paid entirely by the employee.

ADDITIONAL VOLUNTARY INSURANCE PLANS

Additional insurance plans are available to employees through AFLAC, such as accident/disability, cancer, STD, dental and hospital intensive care.