Range Explanation:

• Hiring Range is an estimate of where you can receive an offer. The actual salary offer will carefully consider a wide range of factors including your skills qualifications experience education licenses training and internal equity.

• Pay Range is the entire compensation range for the position.

The Regression Modeler II position leads and participates in developing implementing maintaining testing and supporting the programming of complex mathematical models in a specialized information systems application to establish property values for tax appraisal. This is distinguished from the Regression Modeler by the complexity of models developed/assigned and by its performance of lead functions.

Essential Functions:

As defined under the Americans with Disabilities Act this classification may include any of the following tasks knowledge skills and other characteristics. This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by incumbents of this class. Work assignments may vary depending on the departments need and will be communicated to the applicant or incumbent by the supervisor.

• Leads and trains other regression modeling and appraisal staff;

• Oversees and performs complex regression analysis using a computer assisted mass appraisal (CAMA) system to establish ad valorem values for real property and personal property;

• Implements tests analyzes corrects and documents mathematical models;

• Monitors Department of Revenue guidelines and state statutes;

• Develops complex mass mathematical models using additive multiplicative and hybrid regression techniques;

• Analyzes real estate market trends for impact on market areas or neighborhoods;

• Develops tools such as calculation views tables and spreadsheets etc. to assist in appraisal data collection analysis and review of values;

• Analyzes modeling results and modifies various data to optimize performance and meet goals and objectives;

• Analyzes the results of other modelers and modeling staff providing technical assistance when needed;

• Provides quality control of values by producing reports analyzing information and data identifying and correcting data problems;

• Oversees and participates in researching preparing and analyzing a variety of technical statistical or narrative reports;

• Develops and presents reports and projects to management.

Minimum Qualifications:

Bachelors degree from an accredited college or university in multiple regression analysis mathematics statistics economics computer science or a closely related field as defined by the department head at the time of recruitment OR four years of experience working with regression analysis statistics economics computer science or a mass appraisal unit/using regression analysis.

(Relevant experience and/or education from an accredited college or university may be substituted.)

OR:

Two years of experience with Pima County as a Regression Modeler I.

Qualifying education and experience must be clearly documented in the Education and Work Experience sections of the application. Do not substitute a resume for your application or write see resume on your application.

Preferred Qualifications: (Be specific in describing your experience in your application. Ensure the descriptions provided illustrate your competencies specifically addressing the required and preferred qualifications.):

• Experience working in a mass appraisal office.

Licenses and Certificates: Possession of Arizona Department of Revenue Level I and Level II Basic Certification issued or recognized by the State of Arizona Department of Revenue (ARS 42-13006) is required at the time of application. Some positions require a valid Arizona Class D driver license at the time of application or appointment. Failure to maintain the required licensure shall be grounds for termination.

Special Notice Items: Some positions may require satisfactory completion of a personal background investigation by the court or law enforcement agencies due to the need for access to County Attorney and Court facilities records and communication systems. The County requires pre-employment background checks. Successful candidates will receive a post-offer pre-employment background screening to include verification of work history education and criminal conviction history. A prior criminal conviction will not automatically disqualify a candidate from employment with the County.