Human Resources
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The office of Human Resources assists the Chancery, Parishes, and other entities within the Diocese with issues regarding personnel policies, employment and hiring procedures, salary/wage administration, performance evaluations, 403 b retirement plan, cafeteria plan, worker’s compensation, safety, and other related topics.
BOOKKEEPERS PORTAL PRIEST PORTAL EMPLOYEES PORTAL
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Job Openings
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JOB TITLE: Associate Service Manager
DEPARTMENT: Real Estate and Facilities Management
REPORTS TO: Director of Real Estate and Facilities Management
FLSA: Full-Time Exempt
PURPOSE: To provide the highest excellence in service to the diocese and its priests, as it
relates to facilities management, planning and construction oversight.
JOB FUNCTIONS:
DEPARTMENTAL & ADMINISTRATIVE
• Maintain updated and current budgets for prospective projects from inception
through completion
• Keep current data on development costs (hard and soft) for each type of project the
diocese develops
• Accurately account for expenses and variances within approved budget
• Adhere to all diocesan and department policies and procedures
• Display the highest levels of professional ethics and personal integrity, consistent
with the teachings of the Catholic faith, as well as demonstrate a commitment to
the goals and mission of the diocese
PLANNING & DEVELOPMENT FUNCTIONS
• Support departmental efforts to achieve diocesan goals and timetables
• Conduct preliminary traffic, utility, and civil reviews to determine land suitability
for intended development
• Review designs to assure they meet functional needs as established by priests and
other stakeholders, as well as maintain related design and construction budgets
• Proactively seek and present value engineering alternatives
• Assist in maintaining a library of standard design details to be used in appropriate
project circumstances
• Assure that faulty design and construction practices are recorded and not repeated
on new projects
CONSTRUCTION & FACILITIES MANAGEMENT
• Provide a construction management review of all aspects of construction work
status on a weekly basis
• Oversee the maintenance, repair and alteration of diocesan buildings and grounds;
this includes energy conservation measures and deferred-maintenance schedules
• Maintain project budgets and schedules, and make recommendations as needed
KNOWLEDGE, SKILLS, DEGREES, LICENSES, CERTIFICATIONS
• Minimum of 3 years’ experience in construction design, contracts, property
valuations, project or facilities management (Preferred)
• Associate’s or Bachelor’s Degree or equivalent industry experience (Preferred);
additional industry-related licenses and certifications (Preferred)
• Computer proficient in MS Office applications, and industry-related software
(Required)
• Solid organizational and communication skills; fluent in English and Spanish
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee
to successfully perform the essential functions of this job. Reasonable accommodations may be
made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to use hands to handle,
or feel and talk or hear. The employee frequently is required to sit and reach with hands and arms.
The employee is occasionally required to stand, walk, and climb stairs. The employee must
frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds.
Specific vision abilities required by this job include close vision, peripheral vision, depth
perception, and ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job. Reasonable accommodations may
be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate, typical of an office with computers
and printers. Exposure to outside elements is necessary at on site visitations.
Use of personal vehicle with mileage reimbursement available for business use.
This is an exempt position. Office hours for this position vary but are normally from 8:00 am until
5:00pm Monday through Friday. Some late afternoon, evening or weekend work may be
necessary.
How to Apply
Annita Gonzalez
Director of Human Resources
Catholic Diocese of Brownsville (956) 542-2501
[email protected]
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JOB TITLE: Associate Director of Real Estate and Facilities Management
REPORTS TO: Director of Real Estate and Facilities Management
FLSA: Exempt
PURPOSE: To provide the highest excellence in service to the diocese and its priests, as it relates to real estate, facilities management and construction oversight.
JOB FUNCTIONS:
Departmental & Administrative Functions
- Assist supervise and coordinate all personnel issues for all direct and indirect subordinates as necessary. Delegate responsibilities to service managers & support staff as necessary
- Provide ongoing departmental leadership to a team of service managers and support staff
- Establish and maintain current data on project or development costs (hard and soft) for each type of project the diocese develops
- Accurately account for expenses and variances within a project’s approved budget
- Adhere to all diocesan and department policies and procedures
- Display the highest levels of professional ethics and personal integrity, consistent with the teachings of the Catholic faith, as well as demonstrate a commitment to the goals and mission of the diocese
Planning & Development functions
- Prioritize departmental efforts to achieve diocesan goals and timetables
- Assure that faulty design, construction & property related practices are recorded and not repeated on new projects
- Support departmental efforts to achieve diocesan goals and timetables
- Proactively seek and present cost related alternatives
- Review designs to assure they meet functional needs as established by priests and other stakeholders, as well as maintain related design and construction budgets
- Scrutinize designs to assure they meet functional needs as established by priests and other stakeholders, as well as control the related budgets
- Conduct preliminary property reviews to determine land suitability for intended development
- Negotiate and execute professional agreements to best serve the interests of the diocese; these may include: Environmental Impact, Right of Way Acquisitions, Rental/Lease Agreements, Ad Valorem Tax Protests or Liturgical - as may be required
- Assist oversee feasibility studies for land acquisition and disposition projects, including:
- Preliminary site due diligence
- Impact of change of land use (Rollbacks)
- Take the lead in obtaining property exemptions, process building permit applications and review property valuations required for diocesan and parish properties
Construction & Facilities Management Functions
- Negotiate, draft and recommend customized sale/purchase agreements that best protect the interests of the parishes and the diocese
- Coordinate and evaluate construction & property management reviews provided by Service Managers related to all aspects of construction & real estate work status
- Maintain project budgets and schedules, and make recommendations as needed
Real Estate Management Functions
- Establish and maintain an inventory of all diocesan properties
- Make recommendations regarding possible sale of current diocesan properties
- Maintain property records, notices, correspondence & appraisal district information for all diocesan properties in electronic & hard copies
- Determine basic parameters for acquisition of properties for parishes of the diocese
- Provide a preliminary assessment of properties being considered for acquisition or disposition prior to due diligence monies being expended
- Establish fair market value of properties to be purchased or sold
- Inform and propose the business terms of real estate purchases and sales agreements
- Manage fiscal obligations related to diocesan properties; process exemptions & review ad valorem tax statement where applicable
- Take the lead in Rezoning/Special Use Permit changes required for property to be acquired
- Prepare property tax exemption applications
Knowledge, Skills, Degrees, Licenses, Certifications
- Bachelor Degree or equivalent industry experience (Required); additional industry-related licenses and certifications preferred
- A minimum of 5 years’ experience in real estate, exemptions and property deed research at a departmental responsibility level (Required)
- A minimum of 5 years’ experience in real estate purchase and sale contracts & local property laws (Preferred)
- Knowledge of Texas Property Tax Code & local Appraisal Districts laws, rules & regulations
- Computer proficient in MS Office applications, tax office and appraisal district software (Required)
- Solid organizational, management, and communication skills; fluent in English and Spanish
- Valid driver’s license and a clean driving record
Mileage reimbursement for use of personal car or company car if available.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to use hands to handle, or feel and talk or hear. The employee frequently is required to sit and reach with hands and arms. The employee is occasionally required to stand, walk, and climb stairs. The employee must frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate, typical of an office with computers and printers. Exposure to outside elements is necessary at on site visitations.
Use of personal vehicle with mileage reimbursement available for business use.
This is an exempt position. Office hours for this position vary but are normally from 8:00am until 5:00pm Monday through Friday. Some late afternoon, evening or weekend work may be necessary.
How to Apply
Annita Gonzalez
Director of Human Resources
Catholic Diocese of Brownsville (956) 542-2501
[email protected]
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Contact Us
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Annita M. Gonzalezagonzalezcdob.orgHuman Resources Director
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Employee Benefits
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Eligible employees of the Diocese of Brownsville are provided a wide range of benefits. A number of the programs (such as social security, worker’s compensation) cover all employees in the manner prescribed by law.
Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook.
Some benefit programs require contributions from the employee such as insurance benefits, but most are fully paid by the Diocese of Brownsville.
The Diocese of Brownsville does not offer continuation of insurance coverage (COBRA) at termination of employment. The Diocese of Brownsville does not participate in Unemployment Compensation.
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403b Retirement Plan
A 403(b) plan, also known as a Tax-Sheltered Annuity (TSA), is a tax-deferred retirement plan that allows you to contribute a portion of your compensation as a pre-tax or post-tax (Roth) contribution (if allowed by your Employer) in order to save for retirement. Participation in the 403(b) plan is completely voluntary. If you are already contributing to the 403(b) plan, now is a perfect time to increase your contributions. Click the following link for more information.
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Auto Mileage
Some positions in the Diocese of Brownsville require the use of a personal vehicle to get to events, meetings, retreats, etc. Mileage reimbursement is available for occasions such as these. A monthly expense report should be generated and signed by the employee and submitted to the director/Moderator of the Curia for approval and processing. Eligible mileage is from the work base to the location and back. Mileage from home to the office and office to home is not eligible.
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Bereavement
Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately.
Up to three days of paid bereavement leave will be provided to eligible employees in the following classification(s):
- Regular full-time employees
- Regular part-time employees
Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation.
Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisor’s approval, use any available paid leave for additional time off as necessary.
The Diocese of Brownsville defines “immediate family” as the employee’s spouse, brother, sister, parents, children, step-children, father-in-law, mother-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, grandparents, or grandchildren.
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Cafeteria Benefits
The Diocese of Brownsville participates in a section 125 Cafeteria Plan. This allows employees and the Diocese of Brownsville to save the taxes on insurance premiums. Along with the tax savings, a variety of products are offered to employees on a voluntary basis. The employees have options of choosing as many or as few of the products offered. Products include: disability insurance, medical reimbursement accounts, cancer policies, heart and stroke, etc. Most of these products are portable and if and when an employee leaves the Diocese of Brownsville, they can continue with these products independently of the Diocese. Contact the Human Resources Department for more information on the Cafeteria Plan.
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Health Insurance
The Diocese of Brownsville’s health insurance plan provides employees and their dependents access to medical and dental insurance benefits. Employees in the following employment classifications are eligible to participate in the health insurance plan:
- Regular full-time employees
- Regular part-time employees
Eligible employees may participate in the health insurance plan subject to all terms and conditions of the agreement between the Diocese of Brownsville and the insurance carrier.
Details of the health insurance plan are described in the Summary Plan Description (SPD). An SPD will be provided to eligible employees no later than three weeks after enrollment. Contact the Insurance Department for more information about health insurance benefits.
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Holidays
The Diocese of Brownsville will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee’s straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Eligible employee classification(s):
- Regular full-time employees
- Regular part-time employees
A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday.
If a recognized holiday falls during an eligible employee’s paid absence (such as vacation or sick leave), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied.
If eligible nonexempt employees work on a recognized holiday, they will receive holiday pay plus wages at one and one-half times their straight-time rate for the hours worked on the holiday.
Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.
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Life Insurance
Life insurance offers you and your family important financial protection. The Diocese of Brownsville provides a basic life insurance plan for eligible employees.
Accidental Death and Dismemberment (AD&D) insurance provides protection in cases of serious injury or death resulting from an accident. AD&D insurance coverage is provided as part of the basic life insurance plan.
Employees in the following employment classifications are eligible to participate in the life insurance plan:
- Regular full-time employees
- Regular part-time employees
Eligible employees may participate in the life insurance plan subject to all terms and conditions of the agreement between the Diocese of Brownsville and the insurance carrier.
Details of the basic life insurance plan including benefit amounts are described in the Summary Plan Description provided to eligible employees. Contact the Insurance Department for more information about life insurance benefits.
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Sick Leave
The Diocese of Brownsville provides paid sick leave benefits to all eligible employees for periods of temporary absence due to illnesses or injuries. Eligible employee classification(s):
- Regular full-time employees
- Regular part-time employees
Regular full-time employees will be awarded sick leave benefits at the rate of 10 days per year. Sick leave benefits are calculated on the basis of a “benefit year”, which is actually every fiscal year.
Regular part-time employees will be awarded sick leave based on the amount of hours that are worked during the workweek. The following schedule will be used to calculate sick leave for regular part-time employees:
If the employee works :
- 30 hours a week 10 days at 6 hours a day
- 40 hours a week 10 days at 8 hours a day
Paid sick leave can be used in minimum increments of one hour. Eligible employees may use sick leave benefits for an absence due to their own illness or injury or that of a family member who resides in the employee’s household.
Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence. If an employee is absent for three or more consecutive days due to illness or injury, a physician’s statement must be provided verifying the disability and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well and may be required as a condition to receiving sick leave benefits. Before returning to work from a sick leave absence of three calendar days or more, an employee must provide a physician’s verification that he or she may safely return to work.
Sick leave benefits will be calculated based on the employee’s base pay rate at the time of absence.
Sick leave benefits are intended solely to provide income protection in the event of illness or injury, and may not be used for any other absence. Unused sick days may be rolled over for a maximum of 30 days. Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment. If an employee has depleted their sick days, they will begin the new fiscal year with 10 days.
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303 Vacations Benefits
Vacation time off with pay is available to eligible employees to provide opportunity for rest, relaxation, and personal pursuits. Employees in the following employment classification(s) are eligible to use vacation time as described in this policy:
- Regular full-time employees
- Regular part-time employees
The amount of paid vacation full-time employees receive each year increases with the length of their employment as shown in the following schedule:
- After 1 year of eligible service – entitlement is 10 vacation days each year
- After 5 years of eligible service – entitlement is 15 vacation days each year
- After 10 years of eligible service – entitlement is 20 vacation days each year
After completing the first year of employment, fulltime employees are entitled to paid vacation time equivalent to the amount of hours they work in one workweek. (30 hours plus)
The length of eligible service is calculated on the basis of a “benefit year”. This is the 12-month period that begins when the employee starts to earn vacation time. An employee’s benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.)
Once employees enter an eligible employment classification, they begin to earn paid vacation time according to the schedule. Earned vacation time is available for use in the year following its accrual.
Employees on any unpaid leave (medical, personal, or furlough) stop accruing vacation time until they return to work. If a new fiscal year begins while the employee is out on leave, he/she is not entitled to the new vacation bank until he/she returns to work.
Paid vacation time can be used in minimum increments of one-half day. To take vacation, employees should request in advance, approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements.
Vacation time off is paid at the employee’s base pay rate at the time of vacation. It does not include overtime.
As stated above, employees are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year:
- After 5 years of eligible service - employees are eligible to carry over a maximum of five vacation days per year into the next fiscal year.
▪ After 10 years of eligible service - employees may carry over a maximum of 10 days into next fiscal year.
This change was effective 2017. A maximum of 10 days will be allowed to be carried over. Employees will forfeit the remainder of unused time.
Upon termination of employment, employees will be paid for unused vacation time that has been earned through the last day of work.
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Workers' Compensation Insurance
The Diocese of Brownsville provides a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period, or, if the employee is hospitalized, immediately.
Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.
Neither the Diocese of Brownsville, nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational, social, or athletic activity sponsored by the Diocese of Brownsville.
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The office of Human Resources assists the Chancery, Parishes, and other entities within the Diocese.- Annita M. Gonzalez, Human Resources Director -
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