State of Maryland

A Revenue Policy Analyst III is the full performance level of revenue analysis work involving analysis of State revenue trends and patterns; forecasting Maryland’s economy, State, and certain local revenues; researching tax policy and tax law issues; estimating the fiscal impact of proposed and enacted State and federal law changes for the taxes administered by the Comptroller of Maryland; and conducting studies required by the General Assembly.  Employees in this classification do not supervise other positions.

Employees in this classification receive general supervision from the Director of the Bureau of Revenue Estimates or other designated agency official.

Positions in this classification are evaluated by using the classification job evaluation methodology.  The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of the class specification.

The Revenue Policy Analyst I, Revenue Policy Analyst II, and Revenue Policy Analyst III are differentiated on the basis of degree of supervisory control exercised by the supervisor over these employees.  The Revenue Policy Analyst I learns to perform duties under close supervision.  The Revenue Policy Analyst II performs duties under close supervision at times and under general supervision at other times depending on the complexity of the specific duty being performed.  The Revenue Policy Analyst III performs the full range of duties and responsibilities under general supervision. 

Analyzes the economies of the United States and Maryland and forecasts Maryland’s economy;

Forecasts monthly revenue attainment, gathers and tracks attained revenue data, and compares attainments to estimates;

Evaluates legislation and proposed legislation for the policy impact on taxes, fees, and other revenues;

Prepares estimates of the fiscal impact, on State and local revenues and expenditures, of proposed law changes during the General Assembly;

Communicates complex fiscal and legal issues to audiences of varying levels of understanding;

Conducts research studies, develops methodology, prepares estimates, and produces tables/charts;

Completes special projects that relate to tax policy issues or contribute to facilitating the estimation of revenues;

Responds to requests for information from State, local, and federal governments and other organizations relating to tax returns, tax policy, and tax revenues;

Performs other related duties.

Knowledge of the principles and practices of economics, accounting, and public finance as related to revenue forecasting and public sector revenue generation;

Knowledge of Maryland, federal, and other states’ tax laws;

Knowledge of the principles and practices of statistics in relation to the development of sampling methodologies and statistical analysis;

Skill in the performance of research to plan and conduct special projects;

Ability to develop sophisticated spreadsheet models;

Ability to identify, analyze, and develop solutions to highly complex and technical matters;

Ability to exercise judgment and discretion in applying and interpreting policies and procedures;

Ability to effectively communicate complex fiscal and legal issues to audiences of varying levels of understanding.

Experience: Seven years of experience, three years of experience in economic forecasting or in the research and analysis of tax policy and an additional four years of experience performing qualitative or quantitative analysis.

Notes:

1. Candidates may substitute the possession of a Bachelor's degree from an accredited college or university and three years of experience in economic forecasting or in the research and analysis of tax policy for the required experience.

2. Candidates may substitute graduate education in Economics, Statistics, Accounting, Business Administration or a related field at the rate of eighteen credit hours for each year of the required experience for up to six years of the required experience.

3. Candidates may substitute additional experience in financial analysis or business forecasting at a rate of two years of this experience for one year of the required experience.

4. Candidates may substitute the possession of a Certified Public Accountant certificate for five years of the required experience.

5. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in financial management classification or financial management specialty codes in the internal revenue agent field of work on a year-for-year basis for the required experience.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies. Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

This is a Skilled Service classification in the State Personnel Management System.  All positions in this classification are Skilled Service positions.  Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.

This classification is not assigned to a bargaining unit, as indicated by the designation of S (Supervisor), M (Manager), T (Agency Head), U (Board or Commission Member), W (Student), X (Used by Agency or Excluded by Executive Order), or Z (Confidential).  As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual,   supervisory, managerial and confidential employees are excluded from   collective bargaining.  Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.

This classification is one level in a Non-Competitive Promotion (NCP) series.  NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance levels in a classification series.  In order to be non-competitively promoted to the next level in a NCP series, an employee must: 1) perform the main purpose of the class as defined in the Nature of Work section of the class specification; 2) receive the type of supervision defined in the class specification, and 3) meet the minimum qualifications of the classification.