Revenue Officer - St Thomas, ON, Canada - Government of the Virgin Islands

Description

Salary: $42,553.00 Annually Location : St. Thomas/ St. John, VI Job Type: Classified Job Number: Department: |Department of Labor- STT| Opening Date: 01/24/2024 Closing Date: Continuous Description

DEFINITION:
Under general supervision from the Chief of Tax, the Unemployment Insurance Revenue Officer performs responsible work in the collection of delinquent tax reports, and the registration of new employers. The incumbent deals with those employers whose liabilities are relatively small and who tend to cooperate in the payment of their liability.
The effective administration and collection of outstanding funds is dependent on the accurate investigation, computation, and follow-up provided by the incumbent. Work is reviewed for conformance with state laws along with department policies and procedures through conferences and appraisal of performance.

Duties and Responsibilities

DUTIES (NOT ALL INCLUSIVE):
Computes amount of interest on taxes; locates and contact employers for delinquent tax reports.
Checks public records to ascertain employers' ownership and equity in real property, verifies bank accounts, and ascertains the existence of unreported bank deposits or safety deposit boxes.
Reviews and prepares financial statements by examining employers' records and other available data.
Makes necessary adjustments on assessments after re-evaluation of the case.
Recommends the closing of accounts as being uncollectible if employers are unable to pay, has little or no income or assets to seize, is a hardship case, or cannot be located.
Requests Tax Liens against the employer's real property when the account is delinquent.
Serves summons to compel employers to produce records.
Maintains records of daily activities and prepares investigation reports.
Performs other related duties as assigned.

Minimum Qualifications

MINIMUM QUALIFICATIONS
Bachelor of Arts degree in accounting, economics, finance or other related field, and two (2) years of progressively responsible experience in Unemployment Tax or Internal Revenue collections. OR Associate degree with at least twelve (12) credits in accounting, and four (4) years of progressively responsible experience in Unemployment Tax or Internal Revenue collections. Experience may be substituted for education on a 1:1 ratio provided such substitution does not go below the twelfth (12th) grade and must possess the required accounting credits. Position Factors

FACTOR 1 - KNOWLEDGE REQUIRED BY THE POSITION
Knowledge of the V.I.C. Title 214 Chapter 12, and of local laws, policies and procedures applicable to the collection of delinquent taxes.
Knowledge of available sources from which to obtain information with which to determine the financial condition and earning power of taxpayers.
Knowledge of basic accounting/auditing principles, concepts, and methods.
Ability to deal effectively with people and to establish laws, rules, and regulations, apply the principles and techniques of interviewing.
Ability to speak and write clearly and concisely.
Ability to prepare clear and concise reports.
Ability to assimilate special training and to apply such training to a variety of situations encountered with revenue collection work for the purpose of collecting facts, drawing conclusions, and planning a course of action.
FACTOR 2- SUPERVISORY CONTROLS
The Chief of Tax provides general instructions about objectives, deadlines and priorities for performing the Revenue Officer's tasks. The incumbent is expected to work independently with considerable latitude, and minimal supervision. Work is performed with a high degree of initiative and creativity. May be privy to confidential information and must use discretion and professionalism with regard to the disclosure and dissemination of information.
FACTOR 3- GUIDELINES
The guidelines used by the Revenue Officer include the Internal Revenue Code, Federal Tax regulations, and other local tax regulations. Other guidelines consist of pre-determined on-the-job procedures and manuals.
FACTOR 4 - COMPLEXITY
The Revenue Officer must meet established goals and targets as well as plan on a strategic or tactical level. This position requires the ability to work with employers, attorneys, and tax practitioners. Initiative and judgment is allowed in applying routine methods in recommending courses of action based on investigation. Judgment must be used in interpreting and applying guidelines. Ingenuity, resourcefulness, good judgment and strong leadership are required to resolve issues that will arise.
FACTOR 5 - SCOPE AND EFFECT
The Revenue Officer is responsible for his/her caseload and has the power to seize assets and funds to satisfy account delinquencies, and can place liens and holds on assets to ensure the collection of outstanding debt. Work affects the overall efficiency and image of the organization served, impacts the well-being of many groups of people, and influences important professional or administrative activities of the agency.
FACTOR 6 - PERSONAL CONTACTS
Contacts are somewhat unstructured and primarily with employers, attorneys, tax practitioners, co-workers, as well as officials and employees from other government and federal agencies.
Contacts are often in situations subject to resistance, and/or uncooperative attitudes and behavior.
FACTOR 7 - PURPOSE OF CONTACTS
Contacts are made in person, and through phone calls with employers, other UI staff, and the public for the purposes of gathering information, and attempting to collect on delinquent taxes by arranging a payment plan or taking payment in full.
Unemployment Insurance Revenue Officer
The Revenue Officer is also in contact with the Internal Revenue Service (IRS), Department of Finance, Department of Licensing and Consumer Affairs, and Lt. Governor's Office to exchange data and liaison with officials on a range of technical issues.
FACTOR 8 - PHYSICAL DEMANDS
The work is performed in an office setting; however, a valid driver's license and operation of a motor vehicle will be required to accomplish work assignments.
FACTOR 9 - WORK ENVIRONMENT
The work environment is within an office setting and periodically in the field The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:

• Meet and anticipate their individual needs;
• Assure the GVI's competitiveness with other employers to attract and retain employees;
• Maximize cost effectiveness; and,
• Assure optimal health and productivity of employees.

To achieve this goal, from time to time, the carrier for the GVI's insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at for more information regarding carriers. Medical and Dental Coverage
Enrollment
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.

Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.

If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of "open enrollment" is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.

Effective Date of Coverage
If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.
Example:
Date Forms Received May 1st May 8th January 6th February 7th
Coverage Effective Date June 1st July 1st February 1st April 1st

Dependent Coverage
Dependents of eligible employees may participate in the Group Health and Dental Insurance Program according to the terms and conditions imposed by the Health Insurance Board of Trustees and/or the carrier. Eligible dependents are the employee's:

1. Legal spouse;
2. Natural children;
3. Adopted children; and
4. Step children.

When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:

1. Birth certificate;
2. Marriage certificate;
3. Adoption papers; and/or
4. Legal papers of appointment.

Various other documents may be required to determine the eligibility of the dependents. Cost of Coverage
The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.

Waiver or Discontinuation of Benefits
An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.

Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee's separation.

After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.

Dental Insurance
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.

Leave without Pay
The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee's share of their health insurance premium to maintain coverage. Retirement Benefits
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage. Life Insurance
The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.

Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.

Upon retirement life insurance benefits may be reduced.

Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company. Supplemental Insurance
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.

These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance. Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.

This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses. Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.

Application
Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.

EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.

Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.

Time Away from Work
Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. If illness is involved, compensatory, sick, and/or annual leave may be used for treatment or rehabilitation on the same basis that it is granted for other health problems.

Mandatory EAP meetings will be completed using administrative leave.

The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee's health insurance coverage as well as his/her ability to pay.

Mandatory EAP
When an employee's job performance or attendance is unsatisfactory or there appears to be signs of other problems during the work day, the supervisor should counsel the employee in consultation with the human resources officer or designee. If the employee appears to be unable or unwilling to correct the situation, the employee may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with the GVI may be contingent upon the employee calling the EAP for assistance.

REMINDER: All contact between an employee and the EAP is held strictly confidential. In cases where an employee's continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether or not the employee has contacted the EAP, if ongoing treatment is necessary, and that the employee is following through on the treatment. Government Employees Retirement System (GERS)
Eligibility
All full-time employees on regular appointments are eligible to participate in the Government Employees Retirement System.

Enrollment
The appropriate enrollment application forms should be completed at the time of orientation and will remain on file in the Departmental Human Resources Office. Contribution will begin on the next available payroll period following enrollment in the retirement program.

Contribution Rates
Contribution rates to GERS are established and amended according to the Virgin Islands Code.

Vesting
Members become vested in the retirement system after ten (10) years of credited service.

Plan Type
The Virgin Islands Government Employees Retirement System is a defined benefit retirement program to which both the GVI and the employee contribute. The benefit at time of retirement is based upon the employee's age, years of service and salary history.

Retirement Age
Employees with forty (40) years of service may retire at any age at full annuity. A member who is fifty (50) years old with ten (10) years credited service may retire at a reduced annuity. Members who have thirty (30) years of service may retire at any age.

Final Average Salary
The Final Average Salary is the average of highest annual salary up to a maximum of $65,000 during any consecutive five (5) year period in the last ten (10) years. Total maximum benefit may not exceed 100% of maximum salary which may not exceed $65,000.

Retirement Benefits
Vested participants should contact GERS for detailed retirement benefit information at least one year but no later than six months prior to the retirement date.

Military Service Credit
Qualified members may receive military service credit toward retirement. Vested participants should contact GERS for details. 01

Do you have a Bachelor of Arts degree in accounting, economics, finance or other related field?

• Yes
• No

02

Do you have two (2) years of progressively responsible work experience in Unemployment Tax or Internal Revenue collections?

• Yes
• No

03

Do you have an Associate degree in accounting, economics, finance or other related field?

• Yes
• No

04

Do you have four (4) years of progressively responsible work experience in Unemployment Tax, or Internal Revenue collections?

• Yes
• No

05

Do you have a high school diploma or its equivalent ?

• yes
• no

06

Do you have six (6) years of progressively responsible work experience in Unemployment Tax or Internal Revenue collections?

• Yes
• No

07

Do you have a minimum of twelve (12) credits in Accounting?

• Yes
• No

08

Please Note:
The answers you provide to the supplemental questions will be used to determine eligibility for this position. Please note that in order to qualify for a position, you must satisfy the criteria outlined in the minimum qualifications section of the vacancy announcement and submit supporting documentation. Required documents (may vary based on minimum requirements):
High School Diploma, High School Transcript, College Degree, College Transcripts, Evaluation of International Credentials (Only education from an accredited school will be accepted), DD214, Certifications, Specialized Licenses, Proof of Citizenship (Birth Certificate, U.S. Passport, or Naturalization Certificate), Valid ID, or Resume. Attaching a resume does not supersede any of these requirements. Your responses pertaining to specific work experience must be clearly shown in the area for work history on your application. An incomplete application, missing documents, or false responses to questions may disqualify you from further consideration for employment. Do you Accept?

• Yes
• No

Required Question
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