State of Maryland

A Revenue Policy Analyst I is the entry 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 close 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. 

Learns to analyze the economies of the United States and Maryland and forecast Maryland’s economy;

Learns to forecast monthly revenue attainment, gather and track attained revenue data, and compare attainments to estimates;

Learns to evaluate legislation and proposed legislation for the policy impact on taxes, fees, and other revenues;

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

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

Learns to conduct research studies, develop methodology, prepare estimates, and produce tables/charts;

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

Learns to respond 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.

Class Descriptions 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.

Class Descriptions provide information about the Nature of Work, Examples of Work, General Requirements and Acknowledgements.  The Required Knowledge, Skills, and Abilities; Minimum Education and Experience Requirements; Special Requirements; and recruitment and testing procedures are set by the using agency.

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 level 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 by 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.