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Check with seller Park Maintenance Crew Supervisor Los Angeles

Published date: April 3, 2022
  • Location: Los Angeles, California, United States

Definition

Offering Excellent Benefits
10% COLA (Cost of Living Adjustment) over a four (4) year contract
2021 - 4% COLA Increase to Base Pay
2022 - 3% COLA Increase to Base Pay
2023 - 3% COLA Increase to Base Pay
$1,500 - Monthly Flexible Benefit Plan Contribution for Medical Benefits.
Bilingual Incentive Pay, City Paid Deferred Compensation & so much more!

DEFINITION:
Under general supervision, leads the work of a crew engaged in the construction, maintenance and servicing of City parks, trees and facilities; performs a variety of skilled tasks and operations in City parks, buildings, facilities and on equipment. These tasks related to horticultural maintenance as well as construction, electronics and mechanical repair, removal and alteration to these facilities and equipment; and to perform and/or assist in the performance of skilled and semi-skilled work in other trade areas as assigned. This job class requires a moderate degree of technical knowledge and skill related to a variety of operations as well as the ability to perform semi-skilled general maintenance operations. This job class functions at a skilled journey level of classification. Performs related duties as required.

Essential Functions

Participates and leads the work of a crew in the operating power and hand tools, edging, and weeding lawns, flower beds, and other landscaped areas; cutting and planting sod; spreading seed and fertilizer; planting or removing flowers; operating, maintaining, and repairing in-ground sprinkler systems; cleaning walks, parking areas, and other areas of leaves and other debris; removing trash; operating power mowers, blowers, sweepers, edgers, hedge trimmers, clippers, sprayers, and other equipment or vehicles; making minor repairs such as sharpening blades; performs routine maintenance and equipment safety inspection.

Participates and leads the work of a crew engaged in planting trees; preparing ground; determining which species of trees to plant and where to plant; watering and fertilizing new trees; using auger for tree planting; applying pesticides and herbicides by using mechanical and machine operated spraying equipment; maintaining athletic fields and play ground equipment; setting up, breaking down, and general maintenance for City sponsored events; sweeping, cleaning and stocking rest rooms with supplies; cleaning courts, walks, and other recreational equipment and facilities; setting up tables and chairs for recreational activities; performing various building maintenance tasks and semi-skilled plumbing carpentry, and electrical repairs; preparing interior and exterior surfaces for painting.

Checks on emergency situations and assigns crew to remedy problems; assigns crews to perform regular maintenance work on City parks, trees and facilities; inspects and reviews work performed; maintains and updates records of maintenance and construction work performed.

Makes arrangements with contractors for contract work not performed by City staff; technically approves and signs off on completed work that is in conformance to specifications and code requirements.

Makes specific work assignments to crew members and assists in the evaluation of performance; ensures work of crew is performed in a safe and efficient manner; trains subordinates in work methods and safety practices; prepares and submits reports concerning work performed, material and equipment usage, safety and other related matters.

Investigates complaints related to the City parks, trees and facilities; responds to inquiries and requests from the public and City staff.
Performs a variety of skilled electrical work such as troubleshooting and repair of irrigation controllers, valves and electrical systems, repair of park and building electrical and lighting systems, repair and modification of equipment and electrical components. Modifies existing electrical controls to accept radio control and other devices.

Performs irrigation system reviews to establish coverage and efficiency of the system.
Answers emergency calls from the public and other agencies, taking appropriate action such as placing barricades and traffic cones; may direct work at the site.

Carries out various construction projects including, but not limited to, the following: earthmoving, drainage, woodwork, soil prep, planning, plumbing, electrical and maintenance work.

Qualification Guidelines

Education and/or Experience:
Any combination of education and/or experience that has provided the knowledge, skills, and abilities necessary for satisfactory job performance. Example combinations include graduation from high school or equivalent, and three years of increasingly responsible experience in park and landscape maintenance preferably including some lead supervisory experience.

Knowledge, Skills and Abilities:
Thorough knowledge of the methods, materials, and equipment used in the construction, maintenance, and repair of parks, trees and facilities; principles of supervision and training. Considerable knowledge of grounds maintenance methods and techniques; trees, plants, flowers, and shrubs; operation and maintenance of tools and equipment used in grounds maintenance; grounds caretaking equipment operation and maintenance; principles of supervision and training. Skill in the operation of a variety of light and heavy equipment; use of hand and power tools. Ability to communicate clearly and concisely, both orally and in writing; prepare reports and keep accurate records; analyze data and information and draw logical conclusions; select, train, supervise and evaluate employees; train personnel on unit activities, procedures and regulations; make decisions regarding operational and personnel functions; operate programs within allocated amounts; respond to emergency and problem situations in an effective manner; communicate effectively with a variety of personnel and establish/maintain effective working relationships; explain and apply policies and procedures; interpret and apply rules, regulations, legislation and policies; understand and follow verbal and written directions; use and care of a variety of tools, materials, and equipment common to the park maintenance and the care of trees; plan, assign and inspect the work of subordinates; allocate equipment, materials, and personnel in a cost effective manner; read and interpret blueprints and building plans; prepare cost estimates for time, materials and equipment.

Special Requirements: Possession of or ability to obtain a Class B California driver's license with Tank Combination Endorsement and a satisfactory driving record.

Physical, Mental, Environmental Conditions

Position requires sitting, standing, and walking on uneven and slippery surfaces, reaching, twisting, turning, kneeling, bending, stooping, squatting, crouching, grasping, crawling, and making repetitive hand movements above and below shoulder level in the performance of daily duties. The position also requires both near and far vision when inspecting work and operating assigned equipment and acute hearing is required when providing face-to-face service. The need to lift, carry, pull and push tools, supplies and other equipment weighing up to 50 pounds is also required. Additionally, the incumbent in this position works outdoors in all weather conditions, including wet, hot and cold. Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodations.

Recruitment Process:
All applicants are required to submit a complete City application at https://www.governmentjobs.com/careers/Azusaca. Applications must be accompanied by a resume describing experience, education, and training in relation to the requirements of the position, however, resumes will not be accepted in lieu of a City employment application. Applications that are submitted without a resume, or have unanswered supplemental questions, may be deemed incomplete.

The City of Azusa is an equal opportunity employer that is committed to inclusion and diversity. The City does not discriminate on the basis of race, color, gender, age, ancestry, national origin, political or religious affiliation, sexual orientation, marital status, other non-job related physical or mental disability, medical condition, or other functional limitation in employment or the provision of service. The City is dedicated to making its programs, services and activities accessible to individuals with qualified disabilities. If you require reasonable accommodations to complete the employment application and/or participate in the testing process, please contact the Human Resources at (626) 812-5200 prior to the filing deadline. We will attempt to reasonably accommodate applicants with disabilities upon request.
Below is a summary of Service Employee International Union (SEIU) benefits. For a detailed description of benefits, please visit the City of Azusa website at www.azusaca.gov under Human Resources and Salary Information/MOU's.Term of Contract: July 1, 2018 through June 30, 2020RETIREMENT21.1.1 Definition of a "Classic" Member Any employee hired by the City on or prior to December 31, 2012; or any employee previously employed by a CalPERS participating public agency, hired by that agency prior to January 1, 2013, and who becomes employed by the City with less than a six (6) month break in service, or any employee who is eligible for reciprocity with another California public retirement system. 21.1.2 Definition of a "New" MemberAny employee hired by the City or any other CalPERS participating public agency, on or after January 1, 2013; or any employee previously employed by a CalPERS participating public agency who becomes employed by the City after a break in service of greater than six (6) months; or any employee who is ineligible for reciprocity with another California public retirement system. Retirement formulas and calculations are based upon a combination of the employee's age, years of service, and annual pensionable compensation. Plans for both "classic" and "new" members use a three (3) year highest average, with calculations as set forth and administered by CalPERS. 21.1.3 Retirement Formula for "Classic" MembersThe City contracts with CalPERS for a "2% @ 55 full formula" plan. There is no cap on annual salary that can be used to calculate final compensation. 21.1.4 Retirement Formula for "New" MembersPEPRA mandates a "2% @ 62" plan. There is a pensionable compensation cap on annual salary used to calculate final compensation. The rate of contributions by both the City and each individual employee is based upon applicable law and MOU provisions. 21.1.5 Contributions for "Classic" Members21.1.5.1 For employees hired on or before June 30, 2016:Each employee shall continue to pay seven percent (7%) of the "employer" contribution. Unless required by law, or mutual agreement by the parties, each employee shall not pay more than seven percent (7%) in total contributions.The City shall continue to pay one hundred percent (100%) of the "employee" member contribution, known as an Employer Paid Member Contribution (EPMC), and the remaining portion of the "employer" contribution and costs. 21.1.5.2 For employees hired on or after July 1, 2016:Each employee shall participate in equal sharing of normal cost with the City. Each employee will pay up to fifty percent (50%) of the total normal cost of their pension benefit, as determined by CalPERS each year, but not to exceed an eight percent (8%) contribution rate for miscellaneous plan members. 21.1.6 Contributions for "New" MembersDue to PEPRA, all employees must participate in equal sharing of normal cost with the City. Both the City and the employee will pay fifty percent (50%) of the normal costs, as determined by CalPERS each year. SOCIAL SECURITYNo contributions are paid by the City or employee into Social SecurityMEDICARE1.45% of salary paid by the City and 1.45% by the employee.LIFE INSURANCELincoln Financial GroupThe City shall provide group life insurance to all unit members in an amount of coverage one and one half times the unit member's annual earnings not to exceed two hundred thousand dollars.DISABILITY (SHORT/LONG TERM)Lincoln Financial GroupThe City shall maintain in effect for the term of this agreement a disability plan covering employees set forth herein. Said plan shall provide an employee with a maximum of two-thirds (2/3) of his/her base salary. An employee may utilize his/her accrued Sick Leave, Vacation Leave and/or compensatory time to supplement the disability insurance payment so as to receive 100% of his/her base salary. The plan includes the following: Provides 66.67% of the employee's monthly salary; Commences after a 30 calendar day waiting period and provides a benefit to age 65. LONGEVITYThe monthly longevity pay for employees shall be in accordance with the following schedule:10 years $8515 years $17520 years $250Notwithstanding the foregoing, employees currently receiving a higher dollar amount of longevity pay than the amounts provided for above shall continue to receive the higher dollar amount until eligible for an increase based on the schedule set forth above.BILINGUAL PAYThe City shall pay one hundred dollars ($100.00) per month to each employee who demonstrates verbal proficiency in a foreign language. An additional payment of one hundred dollars ($100.00) per month shall be paid to those employees who are proficient in writing the foreign language, if they are assigned and required to translate the foreign language in writing during the performance of their duties. Such payment is conditional upon demonstration of proficiency by a qualified third-party examiner mutually agreed upon by both the City and the Union. Employees may apply for bilingual pay at any time; however, examinations shall be conducted semi-annually.NIGHT SHIFT DIFFERENTIALAn employee whose regular shift commences between the hours of 9:00 P.M. and 2:00 A.M. shall receive an additional one dollar ($1.00) per hour for hours worked on that shift. STANDBY PAYThe City agrees to pay time and one-half (1½) for standby time with a minimum of two (2) hours per day, which will result in three (3) hours of regular pay. 12.10.3 QualificationsThe Department Head shall determine which employees are qualified for standby assignment. If an employee cannot serve on standby due to insufficient practical knowledge, the Department Head shall make an alternate assignment.Standby assignment shall apply to those employees who can show, to the Department Head's satisfaction, that they can respond to a call out in the City within one-half (½) hour or less. Qualified employees shall serve on a rotating basis.UNIFORM ALLOWANCEThe City shall provide an adequate number of uniforms to each employee at no cost to the employee. The City shall continue to pay one hundred percent (100%) of the costs to clean, maintain, repair, and/or replace such uniforms.CLOTHING DAMAGE REIMBURSEMENTIf in the course of business, an office employee's personal clothing or effects are accidentally damaged or destroyed the employee may submit a claim for reimbursement up to $100 to the Department head. EQUIPMENT ALLOWANCEThe City agrees to provide each employee with a personal equipment allowance of two hundred and thirty-five dollars ($235.00) per fiscal year. Effective July 1, 2019, the City shall increase the personal equipment allowance to three hundred dollars ($300.00) per fiscal year. Employees who are employed for less than the fiscal year shall have their equipment allowance prorated. Personal equipment may include, but is not limited to, the purchase of safety shoes/boots, work-related clothing, equipment, garments, hats/caps, safety glasses, undershirts, belts, socks, shoe laces, sun glasses, boot insoles, gloves, mission/cooling towels, sun block, and bug spray. Employees may purchase their shoes/boots through the City's vendor (currently Red Wing and Boot Barn) or from a provider of their choice. Any costs for the purchase of personal equipment in excess of the City's maximum reimbursement amount shall be paid by the employee.CERTIFICATION INCENTIVE PAY18.1.1 The City agrees to pay the cost of maintaining certification and licenses that are within the minimum requirements for the licensee's job. 18.1.2 The City agrees to pay the costs for certification and renewal, as required to maintain the certification, for which the employee is receiving Certification Incentive Pay. 18.2.1 The City shall pay a certification incentive pay to each employee who maintains valid certification in Confined Space Entry, as follows: Effective July 1, 2017, the certification incentive pay shall be paid at a rate which is equal to two percent (2%) of salary each pay period, but not to exceed a maximum payment of one hundred and twenty-five dollars ($125.00) per month.Effective July 1, 2019, the certification incentive pay shall be paid at a flat rate of one hundred and fifty dollars ($150.00) per month. 18.2.2 The employee shall receive the incentive pay beginning the first full pay period after submission of the documentation showing completion to their supervisor or designee. It is the employee's responsibility to ensure the certification is kept current and submit the required documents in a timely manner to continue to receive the salary increase. Employees whose certifications expire will not be paid the incentive until a copy of the renewed certificate is submitted.HOLIDAYS10 paid holidays per calendar year. Employee shall receive time off with pay, but only if the employee is paid for the workday that precedes or follows the holiday. If the holiday falls on an employee's scheduled day off, the employee shall receive the holiday on the next scheduled business day. The dates upon which these holidays shall be observed are in the SEIU MOU.VACATION 17.5.1.1 An employee shall be required to use one-half (½) of their annual vacation accrual yearly and shall be able to accumulate unused vacation each year, up to the allowed maximum. 17.5.1.2 For employees hired on or before June 30, 2016, the employee may accumulate up to a maximum of fifty-two (52×) times the current pay period rate of vacation accrual. 17.5.1.3 For employees hired on or after July 1, 2016, the employee may accumulate up to a maximum of three hundred (300) hours. 17.5.2 Cash-In PolicyIn June and December of each year, an employee may convert into pay accrued vacation in excess of fifty percent (50%) of their annual accrual. Vacation Leave shall accrue as follows:Through the 4th year of employment 90 hours per yearThrough the 5th year of employment 120 hours per yearThrough the 6th year of employment 128 hours per yearThrough the 7th year of employment 136 hours per yearThrough the 8th year of employment 144 hours per yearThrough the 9th year of employment 152 hours per yearThrough the 10th year of employment 160 hours per yearThrough the 11th year of employment 168 hours per yearThrough the 12th year of employment 176 hours per yearThrough the 13th year of employment, 184 hours per yearThrough the 14th year of employment 192 hours per yearThrough the 15th year of employment 200 hours per yearThrough the 16th year of employment 210 hours per year SICK LEAVEEach employee shall accrue sick leave at the rate of ten (10) hours per month for each calendar month of paid employment. 17.4.3.2 Maximum Accumulation17.4.3.2.1 For employees hired on or before June 30, 2016:There is no maximum accumulation on sick leave hours. Each employee shall maintain the right to unlimited accumulation of all accrued sick leave hours. 17.4.3.2.2 For employees hired on or after July 1, 2016:Sick leave may be accumulated up to a maximum of nine hundred and sixty (960) hours. Sick leave accrual which exceeds the maximum accumulation allowed shall not be paid out to the employee nor shall the employee continue to accrue additional sick leave until such time as the accumulated hours fall below nine hundred and sixty (960) hours. BEREAVEMENT LEAVEAn employee shall be provided up to forty (40) hours of paid Bereavement Leave in the event of the death or imminent death of a member of their immediate family. The City may require the submission of medical certification establishing an incident of imminent death or proof of death. "Immediate family" member is herewith defined as a parent, step-parents, sibling, step-siblings, spouse, domestic partner, child, mother-in-law, father-in-law, grandparents, grandparents-in-law or relative living within the employee's household. Any person in loco parentis, defined to include any person with whom the employee stood in the place of the parent or child, will also be considered "immediately family" for the purpose of this benefit. Bereavement Leave for close personal relationships, other than the listed relationships, may be approved by Department Head and Director of Human Resources. Such leave shall not be charged against the employee's sick or vacation leave balances. In addition to Bereavement Leave, an employee may request up to two (2) days of Sick Leave in the event of the death of an immediate family member. Such leave shall be charged against the employee's accrued Sick Leave balance and shall be considered in calculating their ability to convert the balance.COMPENSATORY TIMEEmployees shall be entitled to overtime pay, or compensatory time off, for all hours worked in excess of ten (10) hours in one (1) work day or forty (40) hours within the employee's regular work week. Except as provided elsewhere in this MOU, overtime shall be calculated at one and one-half times (1.5×) the employee's FLSA rate of pay.For the purpose of this MOU, Holiday Pay, Sick Leave, and other compensated time off shall count for the hours.RETIREMENT HEALTH INSURANCE21.3.1 City Paid Medical PlansFor employees hired on or prior to June 30, 2019:Beginning with the first month after retirement, for employees who had at least twenty (20) years of service with the City of Azusa, and who enroll or continue in the City's health insurance program, the City will reimburse monthly to the employee the amount of one-half (50%) of the premiums for such health insurance, regardless of how many family members are enrolled. Please refer to the SEIU MOU for more details. 21.3.2 Health Reimbursement Arrangement AccountsFor employees hired on or after July 1, 2019:Effective July 1, 2019, upon hire the City shall establish a Health Reimbursement Arrangement (HRA) account on behalf of each individual employee for the reimbursement of medical premiums and IRS approved medical expenses during retirement. The HRA shall be selected by the City. Please refer to the SEIU MOU for more details. TUITION REIMBURSEMENTEmployees shall be reimbursed up to the dollar amount charged for the same number of units per term by CSU system and cost of books. See SEIU MOU for details.FLEXIBLE BENEFIT PLAN (FBP)Effective August 1, 1993, the City's Cafeteria Benefit Plan (CBP) was converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the City or its designee.This plan can be used by the employee to pay for qualified benefits as determined by the IRS and as set forth below. The provisions of this plan, including but not limited to the excess contribution to deferred compensation plans, are subject to the availability of such plans and legality of such deposits. In no case will a legal prohibition be considered a breach of the City's duty under these provisions. 16.2 FBP Contributions16.2.1 Amount of Monthly FBP Contribution16.2.1.1 For employees hired on or before June 30, 2016:The City will maintain the FBP contribution at one thousand three hundred and forty-six dollars ($1,346.00) per month for each employee through June 30, 2019. 16.2.1.2 For employees hired on or after July 1, 2016:The City will make an FBP contribution of twelve hundred dollars ($1,200.00) per month for each employee through June 30, 2019. 16.2.1.3 For all employees:Effective July 1, 2019, the City will make an FBP contribution of one thousand, four hundred dollars ($1,400.00) per month for each employee. 16.2.2 Premiums in Excess of FBP ContributionIn the event the total premiums and/or expenses for qualified benefits selected by the employee exceed the amount of the FBP contribution, the excess shall be deducted from pre-tax wages of the employee. 16.2.3 FBP Contribution in Excess of Premiums16.2.3.1 For employees hired on or before June 30, 2016:Through December 31, 2019, in the event there remains any portion of the FBP contribution after all premiums and/or expenses for qualified benefits selected by the employee have been paid each month, then the employee may choose to have the excess amount paid to them, up to a maximum of one thousand, three hundred and forty-six dollars ($1,346.00) per month. Effective January 1, 2020, in the event there remains any portion of the FBP contribution after all premiums and/or expenses for qualified benefits selected by the employee have been paid each month, then the employee may choose to have the excess amount paid to them, up to a maximum of one thousand dollars ($1,000.00) per month. 16.2.3.2 For employees hired on or after July 1, 2016:Through June 30, 2019, any remaining portion of the FBP contribution, after all premiums and/or expenses for qualified benefits selected by the employee have been paid each month, shall be forfeited. Effective July 1, 2019, in the event there remains any portion of the FBP contribution after all premiums and/or expenses for qualified benefits selected by the employee have been paid each month, then the employee may choose to have the excess amount paid to them, up to a maximum of three hundred dollars ($300.00) per month. Please refer to the SEIU MOU for more details.DEFERRED COMPENSATIONThe City shall provide forty-five dollars ($45.00) per month in deferred compensation to each employee. Effective July 1, 2019, the City shall provide ninety dollars ($90.00) per month in deferred compensation to each employee.EMPLOYEE ASSISTANCE PLANAssociation employees will be eligible for the City's Employee Assistance Plan.

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