Salary : $83,730.21 - $125,000.00 Annually

Location : Lansing, MI

Job Type: Full-Time

Job Number: 00325

Department: COUNCIL

Opening Date: 05/07/2024

Closing Date: 6/7/2024 11:59 PM Eastern

Job Advertisement

JOB ADVERTISEMENT:

The City of Lansing, MI (Pop. 117,741-2023 Forecasted Census) is seeking a seasoned municipal finance professional as their Internal Auditor as required by the City Charter, to work under the direction of City Council (8 standing members).

This full time on-site position is ideal for a professional who is familiar with local municipal government and committed to making a difference. The Municipal Internal Auditor will play a key role in the continuing revitalization of the city and will have ample opportunities to demonstrate leadership and innovation in concert with elected City Council Members who represent their constituents. The position will assist the Council members in evaluating the planning and budgeting affairs of the City in order to develop and maintain unified City policies.

The City's Internal Auditor will provide independent objectives consulting services designed to add value to and improve the City of Lansing operations, while ensuring the integrity of City finances. In this role the ideal candidate will have experience and skills in performing a wide range of special, annual audits, studies and reports, including coordinating work for financial, operational, and performance -based audits.

The City of Lansing is located in the heart of Ingham County and has portions in Clinton County and Eaton County. It borders East Lansing and Michigan State University, along with Holt and DeWitt. Its location offers Lansing residents access to a broad range of amenities, including highly rated colleges and universities, healthcare facilities, professional sports venues, cultural arts and enrichment opportunities, places of worship, and a robust and varied array of restaurant/dining options.

SPECIAL REQUIREMENTS & TRAINING : Failure to obtain or maintain job required qualifications will result in appropriate action consistent with provision of the appropriate Personnel Rules. Failure to obtain the necessary certification may result in lay-off or discharge at the sole discretion of City Council.

Must complete and pass a background check before placement in position.
Required to sign a confidentiality agreement upon hire.
Position appointed by City Council and serves at will.

EDUCATION & EXPERIENCE REQUIREMENTS : The City of Lansing reserves the right to utilize equivalencies where deemed appropriate with regard to education and experience requirements.

Bachelor's degree or equivalent in Accounting, Business Administration, Public Administration, or related field
At least five (5) years or more of professional experience in auditing, accounting or consulting or an equivalent combination of education, training and experience which may include consulting in the field.
Certification as CPA, CIA, CFE and/or CISA preferred.
If not already CPA, CIA, CFE and/or CISA, certification must be obtained within one year of employment as a condition of continued employment.

PHYSICAL CAPACITY REQUIREMENTS : Frequently required to sit, talk, hear and listen. Good vision require to read and interpret documents. Ability to effectively communicate orally and in writing with the Lansing City Council; City of Lansing directors, managers and employees; and outside agencies. Ability to enter and retrieve data from computerized, typed, and written sources. Some travel required. Some night meetings required.

ENVIRONMENTAL CONDITIONS : Office environment with some trips to city facilities. Required to follow safety protocols applicable while visiting city facilities including use of any needed protective equipment

ESSENTIAL JOB FUNCTIONS : Reasonable accommodations will be provided, if necessary, for individuals with disabilities who can perform the essential job functions with or without reasonable accommodations. Should you need any disability related accommodation in the application and/or selection process, please contact the Department of Human Resources

The essential position functions listed below do not include all functions which may be found in this position as duties and responsibilities may be added, deleted or modified at any time.

Perform internal auditing activities for the City of Lansing, including the activities necessary to conduct an annual audit of the city's financial and operational systems, and special audits and fiscal investigations as needed. Research, develop, and implement changes to the City's internal audit system procedures and policies in conjunction with the Lansing City Council.
Continue professional development. Maintain a professional level of requisite knowledge in areas of responsibility. Keep abreast of new developments and technology used in the field of internal auditing. Participate in required trainings.

Application Special Instructions

FULL JOB DESCRIPTION AVAILABLE UPON REQUEST

Attach resume, cover letter, and verification of education/degree (transcripts) and/or relevant certifications with application.

The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.

The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

City of Lansing
Council Staff Fringe Benefits

Fringe benefits provided to Council Staff shall be in accordance with provisions provided to other City employees as set forth in these rules or as otherwise established by the City Council from time to time. The Council president's supervision of Council staff may be delegated in writing by the president to the vice-president and in such case, reference to the president in this summary will mean vice-president. The City Council shall be authorized to offer fringe benefits commensurate with education, experience and at a level appropriate to their position, within the following parameters:

Health Insurance :
The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:

Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.

Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/ family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.

Option 2 - includes a $20.00 co-pay for office visits. Prescription drug co-pays are $10/$20/$40 or $15/$25/$50 for Physician's Health Plan. This plan includes a $500 calendar year limit on preventative services, emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.

The Base Plan is as provided above. If the employee chooses to "buy up" to an optional plan (either Option 1 or Option 2) the employee will be responsible for any cost differential between the Base Plan premium and the premium of the selected optional plan chosen.
Benefit summaries and rate sheets are available in the Department of Human Resources.

Vision Insurance: Employees are eligible for vision coverage under the VSP 12/12/12 plan. This plan provides vision exams, lenses and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.

Opt out: Employees will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City's health care plan will be eligible to receive $1800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period of time the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments.

Dental Insurance : The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with a $1,200 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.

Life Insurance : The City pays the premium on a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full time regular employees. Dependent coverage is available at the employees cost according to the following schedule:

Spouse $25,000

Unmarried child, age
14 days to 6 months $ 500

6 months to 23 years $ 2,000

Coverage is effective one (1) month and one (1) day following the date of hire.

Vacation : Except as provided in paragraph two (2), employees shall be eligible for paid vacation to be accrued and available for use on a monthly basis after the completion of six (6) months of full time service. The vacation schedule is as follows: After the completion of six (6) months of full time service a new employee will be credited with a pro-rated share of vacation time from the employee's one (1) year vacation credit. The year one (1) credit will be ten (10) days. In subsequent years for two (2) years through five (5) years of service, employees receive 10 days vacation. Thereafter, employees will receive one (1) additional day per each year of additional full time service, not to exceed a maximum vacation leave of 20 work days.

For new hired employees, Council may grant ten (10) to fifteen (15) days vacation leave for year one (1). Council may also make vacation leave for the new employee available for use immediately at point of hire.

If an employee leaves the service of the City before completing six (6) months of full time service, no accrued vacation will be allowed. No vacation leave credit will be earned during a leave of absence without pay.

Bereavement : At the time of the death of a spouse, child, step-child, parent, step-parent and parent of a current or deceased spouse, an employee will be entitled to use a maximum of the next five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the Council president and charged to vacation, personal leave or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend the funeral for niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild.

A period of time taken off for bereavement which is less than or equal to one-half day, shall only be considered one-half day. A period of time taken in excess of one-half day will be considered a full day.

The Council may require verification of the death and/or of the relationship of the employee to the deceased, at its discretion, following the leave and before making payment for the bereavement time. The Council may withhold payment if the employee did not make prompt notification for leave, prior to taking the time off, so that work could be covered in the employee's absence.

In the event of the death of a member of the immediate family, including spouse, child, step-child, parent and step-parent, additional time may be taken off with the approval of the Council president. This time off may be charged to vacation, personal leave time or compensatory time earned.

Holidays : New Year's Day

Martin Luther King Birthday

Good Friday

Memorial Day

Independence Day

Labor Day

Veterans Day

Thanksgiving Day

Friday After Thanksgiving Day

Day Before Christmas

Christmas Day

Day Before New Year's Day

Longevity: Longevity bonuses shall be paid to employees as follows:

5 but less than 10 years service 2%

10 but less than 15 years service 4%

15 but less than 20 years service 6%

20 but less than 20 years service 8%

25 or more years of service 10%

All regular full time employees in the active service of the City as of December 31st, of any year, shall be entitled to receive a longevity bonus for length of service with the City. The evaluation of the employee's time will be determined on October 1st, projecting the years of service through December 31st of the current year. Using the projected date of December 31st, employee's who will have completed five (5) years of continuous full time service and continuing in subsequent years of such service, shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by December 31st of any year shall be due the payment by December 1st of the current year. No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.

Employees who are eligible for longevity bonus payment and who retire on a service or disability retirement basis will be paid a pro-rated longevity bonus. Such pro-rated payment will be based on the number of calendar months of full time service credited to an employee from the preceding October 1st to the date of retirement.

Personal Leave : Employees receive two (2) personal leave days annually on January 1 or at time of hire. Such days must be used by December 31st in the year accrued or they shall be forfeited.

Education Reimbursement : Employees shall be reimbursed for tuition and lab fees for approved college level course work or other Council approved training or education programs which are taken off-duty. Costs shall be reimbursed at a rate not to exceed $300.00 annually. Legislative Research Analyst and Internal Auditor, shall be reimbursed for tuition and lab fees for approved college level course work or other departmentally approved training or education programs at a rate not to exceed $500 annually. Reimbursement shall be paid upon proof of successful completion of course work. All requests must be made in writing and courses must be satisfactorily completed.

Parking/Transportation Subsidy : All City Council staff members, whether full or part-time, shall have parking provided to them at no cost in a City owned parking ramp, except that the Office Manager and Internal Auditor will be provided in the City Hall parking garage.

Deferred Compensation : Employees shall be eligible to participate in such deferred compensation plans as may be offered by the City. Currently those plans include VOYA and T. Rowe Price. The employee may contribute up the maximum allowable by law annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. For a weekly employee the minimum contribution is $15.00 per pay period. Summaries are available in the Department of Human Resources.

City of Lansing 125 Cafeteria Plan

Medical and Dependent Care Reimbursement : Employees have the opportunity to pay for medical insurance premiums, unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances may purchased on a pretax basis through payroll deduction.

Employees Defined Benefit Retirement System Retirement : Employees hired prior to February 15, 2020 will belong to the City of Lansing General Employees Retirement System (ERS). Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. The retirement factor for full time members will be one and eight tenths percent (1.8%). Employee contributions for retirement will be six and five-tenths percent (6.50%) and deducted on a pretax basis.

As provided by ordinance, for service after September 30, 2003 the annual retirement amount is calculated at 1.8 times the final average compensation for the first 35 years of credited service. The maximum pension allowance shall not exceed 100% of an employee's final average compensation. Eligibility, for regular retirement, will be age 50 with 25 or more years of service or age 58 with 8 or more years of service.

Employees Defined Contribution Plan Retirement
Retirement: Employees hired on or after February 15, 2020 will only participate in the City of Lansing Defined Contribution Plan and not ERS.

This plan includes the following features:

Mandatory employer pick-up contribution of 5%:
Employee one-time pretax irrevocable pick-up election of 0% - 6%;
The employer will match the employee's voluntary one-time pick-up election dollar-for-dollar, up to a maximum of 6% compensation.
The vesting schedule will be 33% of the employer contribution account upon completion of one Defined Contribution Plan year of service; 66% of employer contribution account with completion of two Defined Contribution Plan years of service; and 100% of employer contribution account with completion of three Defined Contribution Plan years of service.

Retirement Health Care: Employees hired prior to February 15, 2020 will be eligible for retiree healthcare after the completion of 25 years of service, provided the employee is age 55. There will be no coverage for spouse and/or dependents, but may be purchased by the retiree, if desired, and available.

Retirement health care will be consistent with the health care plan designs available to active Council Staff employees. The cost for insurance coverage paid by active Council Staff employees, will also be paid by the retiree, including premium share, "buy up" differential costs, deductibles, co-pays, etc.

Employees hired on or after February 15, 2020 will not be eligible for retiree healthcare

Sick Leave : Employees shall be credited with 3.7 hours of sick leave each pay ending. except that no sick leave credit will be earned during a leave of absence without pay. The total accumulation of sick leave credit shall not exceed 1,360 hours. Such sick leave may be used during the period of an employee's absence from work due to their own illness or injury and illness in the employee's immediate family which necessitates their absence from work. Immediate family will be restricted to the following relationships of the employee: spouse, child, step-child, parent, step-parent, parent-in-law, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law, and grandchild.

All absences will be reported to the Human Resources Director on forms provided for that purpose.

Employees who are eligible for work disability benefits under the provisions of the Michigan Worker's Compensation Law may utilize sick leave credits to the extent of the difference between Worker's Compensation payments and the employee's regular wage.

Sick leave credit will not be allowed in advance of being earned or in anticipation of future leave credits. If an employee does not have sufficient sick leave credit to cover a period of absence chargeable to sick leave, payroll deductions for the time lost will be made for the pay period in which such absence occurred.

When an employee is not able to report for work for reasons chargeable to sick leave, it will be the employee's responsibility to daily notify his/her supervisor or department no later than two (2) hours after the regular starting time. Unless such notice is received, no sick leave will be approved.

A physician's certificate indicating the illness or injury and the treatment received therefore or other pertinent evidence of absence may be required by the department head and the Human Resources Department to substantiate sick leave claims. A sick leave affidavit must be completed and submitted to the Human Resources Department on the date of an employee's return from any absence chargeable to sick leave. Falsification of any sick leave claim or utilization will be cause for dismissal from the service of the City.

Upon separation from the City, employees vested in the Defined Contribution plan will be paid for one-half (½) of his/her unused accrued sick leave at the date of separation, up to a maximum of eight-five (85) days.

An employee who has accumulated 60 days of sick leave shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first five unused sick leave days accrued that year over 60 days.

Human Resources, 8th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933 (517)483-4014

EQUAL OPPORTUNITY EMPLOYER

Revised August 2020 based upon summary draft provided to Human Resources

01

What is your highest level of education?

No Degree
High School Diploma or GED
Associate's Degree
Bachelor's Degree
Master's Degree
Doctoral Degree

02

Identify your major or area of concentration

03

What is your skill level using MS Word?

No experience
Beginner
Intermediate
Advanced

04

What is your skill level using MS Excel?

No experience
Beginner
Intermediate
Advanced

05

Do you have certification in any of the following? Check all that apply

Certified Public Accountant
Certified Internal Auditor
Certified Fraud Examiner
Certified Information System Auditor
None
Able to obtain within one year of employment

06

Identify the area(s) that you have professional work experience:

Accounting
Auditing
Accounting consulting
Auditing consulting
Municipal Finance
None

07

Identify your number of years work experience in this area

No experience
1 year but less than 2 years
2 years but less than 3 years
3 years but less than 4 years
4 years but less than 5 years
More than five years

08

Do you have experience with participating in public televised meetings?

Required Question