| Location | Lansing, MI |
| Salary | $46,148.96–$68,369.18 Per Year |
Administrative Specialist 30 (Parks & Recreation)
Salary
$46,148.96 - $68,369.18 Annually
Location
Foster Community Center, 2nd floor, 200 N. Foster, Lansing, MI
Job Type
Full-Time
Job Number
2026-27
Department
PARKS
Division
Administrative Clerical
Opening Date
09/24/2026
Closing Date
10/7/2026 11:59 PM Eastern
Job Advertisement
The City of Lansing Parks & Recreation Department Administration Office is seeking an Administrative Specialist 30 to showcase a variety of skills and abilities that will contribute to the success of their team. This is a perfect opportunity crafted for any individual who possesses administrative support skills and specializes in office aspects of Accounting, Bookkeeping Payroll functions as areas of expertise. The individual in this position will serve as the liaison to the Director of Parks & Recreation and community support groups; all while serving as the lead worker to administrative support staff members who, together, ensure community center operational and business needs for residents and the public are met. If you are confident in those areas and thrive in a public, customer friendly environment, we encourage you to apply.
Responsibilities include but not limited to:
Provides a wide range of administrative, clerical, and training support for the department and serves as liaison between other department directors, city staff and outside agencies by scheduling meetings, generating reports and creating presentations
Processes daily, weekly, monthly and year end reporting of transactions, rentals, fees, class registrations and attendance reports. Generates RecTrac reports to balance cash drawer and prepares weekly deposits ensuring proper accounting of funds. Determine discrepancies with web deposit and refund duplicates on web payment portal. Composes letters and prepares paperwork to Economic Crime Unit for NSF check collection
Create and maintain spreadsheet and PowerPoint of ongoing Capital Improvement Projects for the department to be used for budget presentations to park board, finance, mayor's office and city council.
Create and upload city council resolutions into Laserfiche, work with City Attorney for approval of resolution language and monitor council meeting schedule for the resolution passage
Author licenses, leases and contracts on behalf of the department and collaborates with the City Attorney on edits. Maintains a spreadsheet on status and expiration dates for these documents and prepares new documents in advance of expiration.
Train and supervise staff work on deposits, balancing of cash drawers and use of proper account numbers in RecTrac by auditing deposits, creating manuals and conducting one on one and groups trainings.
Enter online work orders for Building Maintenance, Park Maintenance using City Works for Parks and Recreation facilities, special events, repairs and various other department needs.
Demonstrate proficiency and/or have familiarity in utilizing Laserfiche, Civic Clerk, City Works, and Microsoft PowerPoint software.
Obtain bids, research costs and utilize the City of Lansing Procurement Card to purchase equipment, furniture and supplies when needed. Analyzes bids, obtains quotes and drafts recommendation memos for purchases above the level of the procurement card purchase. Maintain spreadsheet for purchases, deliveries and pick up of items such as portable toilets.
Author and prepare memos/letters, reports and resolutions on behalf of department director, Mayor, City Attorney and others as requested utilizing Microsoft Word software.
Operates as lead worker to additional administrative support as needed. Maintains department calendar of due dates, meeting schedule, events and other department deadlines
Candidates for consideration may qualify with:
The City of Lansing is an Equal Opportunity 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. Determination on requests for reasonable accommodation will be made by case-by-case basis.
City of Lansing
Teamsters Local 243 CTP & Supervisory
Fringe Benefit Summary
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 Base plan, they will be eligible for a $400 cash bonus annually. Cost of the Option 1 plan will be based upon the State Mandated Hard Cap amount, which changes annually. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:
Effective August 1, 2014:
If the employee chooses to "buy up" to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Benefit summaries and rate sheets are available in the Department of Human Resources.
Vision Plan: Effective February 1, 2013 employees will be eligible for Blue Cross Blue Shield VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses and frames, and contact with a co-pay.
Opt Out: Members of the bargaining unit, up to a maximum of fifteen percent (15%) of the bargaining unit, 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 an $1,500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,000.00 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 Personnel Department.
City of Lansing 125 Cafeteria Plan:
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $2,500 per plan year.
Life Insurance: The City pays the premium for $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with 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. Summaries are available in the Personnel Department.
Probationary Employees: All newly hired employees, other than detention officers, will be considered probationary employees for six (6) calendar months after hire. An additional six (6) month extension may be considered, with notification to the Union. Detention Officer's probationary period is twelve (12) calendar months.
Vacation: A new employee shall be credited with (10) ten days vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 10 days vacation per year. 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.
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, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head 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, to make arrangements and attend the funeral for brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law, grandchild, niece, nephew, aunt, and uncle.
Holidays:
New Years Day
Martin Luther King Birthday
Good Friday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Years 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 or more years 8%
25 or more years 10%
Following completion of five (5) years of continuous full time service by October 1 of any year and continuing in subsequent years, each employee will receive annual longevity payments as provided in the schedule. Payments to employees will be paid by December 1.
No longevity payment as above scheduled shall be made for that portion of an employees regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.
Personal Leave: Employees receive three (3) personal leave days annually on January 1 or at time of hire. Personal days must be used by December 31 or they shall be forfeited.
Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending
(approximately (1) one day per month). Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence.
Employees who have accumulated sick leave bank of at least four hundred eighty (480) hours of sick leave shall have the option each year to receive reimbursement for up to four (4) unused sick days. The annual period for review for entitlement to this benefit is the period between October 1 and September 30. Sick leave reimbursement is based upon the employees bargaining unit seniority date.
Parking/Transportation Subsidy: An employee shall be eligible for a monthly CATA bus pass at the Citys expense or elect to receive a parking subsidy.
Deferred Compensation: Employees are eligible to participate in the City's 457 Deferred Compensation Plans. Currently the City contracts with two vendors that employees may choose from; these plans are Voya and T. Rowe Price. Employee may contribute up to a maximum allowable by law annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Personnel Department.
Retirement
Employees hired after May 19, 2014: Employees will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012 the retirement multiplier for full time members that retire after that date will be one and two and one half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis. Vesting in after completion of eight (8) years of service.
In addition the City of Lansing and the employee will each contribute three (3) percent of the employee's gross pay on a bi-weekly basis to the Defined Contribution plan. The Plan will be administered by Principal Bank. Employees will enroll and self direct their investment options. Failure to enroll shall result in the City transferring monies into the Plan which shall default to the Target Date Fund. At the end of eight full years of service members will be vested for all City contributions. Should the member leave at the end of eight full years the member will have the following options:
Lump sum payment subject to applicable taxes;
Rollover monies into another tax deferred investment option; or
Leave monies in the plan and continue to be invested tax deferred.
Retirement Healthcare
All employees hired after May 19, 2014 will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee's wages per year. The account will be established to allow for portability in the event that the employee separates from the City after a three (3) year vesting period.
NOTE: The benefits listed above reflect the current benefits for Teamster 243 bargaining unit members. These benefits are subject to change depending upon the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and Teamsters Local 243.
Department of Human Resources, 4th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone: 483-4014
Rev 03/08/2022
Rev 09/01/2020
Rev 05/19/2014
Rev 02/01/2013
Rev 08/01/2011
Rev 03/01/2010
EQUAL OPPORTUNITY EMPLOYER
01
Do you possess a degree in Accounting, Bookkeeping, Business Administration or a related field?
02
List the degree and area of concentration:
03
How much experience do you possess with bookkeeping, accounting, accounts payable/receivable tasks?
04
Do you have experience in tracking expenditures?
05
What level of customer service experience do you have?
06
Do you possess a valid drivers license?
Required Question
Employer City of Lansing
Address 124 W Michigan Avenue
Lansing, Michigan, 48933
Phone 517-483-4010
Website http://www.lansingmi.gov