Salary: $17.07 – $25.60 Hourly
Location : Recreation Department City of Sanford, FL
Job Type: PART TIME
Job Number: 23-00112
Department: Recreation Department
Opening Date: 09/14/2023
Closing Date: 9/28/2023 5:30 PM Eastern
Description
RECREATION DEPARTMENT: PARKS
Under direct supervision, the purpose of the position is to perform grounds keeping and basic custodial work in the assigned functional area. Employees in this classification are responsible for accomplishing a daily routine of general and preventative maintenance tasks that provides employees and general public with an environmentally safe, attractive, comfortable, clean, and efficient area. Performs related work as directed.
Examples of Duties
Performs basic lawn care and landscaping tasks; performs general installations and repairs to irrigation systems; trims trees and hedges.
Performs custodial tasks, i.e., emptying and cleaning waste receptacles; washing windows; dusting furniture; cleaning vents, fans, walls.
Responds to emergency situations in order to confine, resolve or prevent injurious or otherwise hazardous conditions, i.e., fallen debris, spills, broken windows, broken locks.
Cleans equipment and tools after use and maintains cleanliness and order in storage areas.
Reports equipment malfunctions and facility maintenance needs to immediate supervisor.
Performs general maintenance work, i.e., changing light bulbs, cleaning air filters, repairing towel dispensers, filling paper and soap dispensers, painting.
Operates various lawn and general maintenance equipment, i.e., lawn mowers, tractor, edger, bob cat, pressure cleaners, blowers.
Stocks supplies as necessary; maintains inventory of all supplies required to perform the duties of the position.
Participates in the set-up and removal of tables, chairs, stages etc. for daily meetings and classes.
Inspects work upon completion to ensure conformance to prescribed standards and to ensure environmental safety.
ADDITIONAL POSITION FUNCTIONS
Performs related duties as directed when such duties are a logical and appropriate assignment to the position.
Minimum Qualifications
NEW HIRE INCENTIVE
up to 10% of the minimum of the new hire employees’ position paygrade.
***Incentive Agreement Required***
High School Diploma or GED preferred; supplemented by demonstrated ability to fulfill the physical requirements of the work and six (6) months grounds keeping and/or general maintenance experience; or an equivalent combination of education, training, and experience.
Must possess and maintain a valid Florida Driver’s License.
This position may be required to work a split shift if needed i.e. 9:00 am to 1:00 pm (Monday – Friday) and/or 6:00 pm to 9:00 pm (Monday – Thursday) and/or 9:30 am to 12:30 pm on Saturday; and weekend events at various times.
Employee shall obtain the National Incident Management System ICS-100 Introduction to the Incident Command System and IS-700 National Incident Management System, An Introduction within six (6) months of employment. The following courses are designed to provide a baseline, as they introduce basic NIMS and ICS concepts and provide the foundation for higher-level Emergency Operations Center (EOC), MACS-, and ICS related training.
Supplemental Information
Ability to understand and follow written and oral instructions.
Ability to adhere to prescribed routines and practices.
Knowledge of, and ability to utilize materials, methods and equipment used in lawn care and general maintenance work.
Ability to carry out assignments with minimal instructions.
Ability to establish and maintain effective working relationships with supervisors.
Ability to work independently to carry out assignments to completion.
Ability to perform duties with a professional and cooperative work ethic.
Ability to climb, reach, bend, stoop, kneel, sit and stand for extended periods of time; ability to lift up to 50 pounds.
Ability to work at heights up to 12 feet.
Ability to work in temperatures exceeding 100 degrees for extended periods of time
Ability to with stand exposure to dust, mold, fiberglass and various chemicals.
Ability to work flexible hours necessary for the efficient operation of the department.
Ability to interpret a variety of instructions in written, oral, diagram, or schedule form.
PHYSICAL REQUIREMENTS
While performing the essential functions of this job the employee is regularly required to stand, walk, use hands to finger, handle, or feel, reach with hands and arms, climb or balance, stoop, kneel, crouch, or crawl, and lift and/or move up to 50 pounds.
While performing the essential functions of this job the employee is occasionally required to push and/or pull over 100 pounds.
While performing the essential functions of this position the employee is frequently exposed to fumes or airborne particles, and toxic or caustic chemicals, work near moving mechanical parts, and risk of electrical shock.
THE CITY OF SANFORD IS A DRUG FREE WORKPLACE
Part of the City of Sanford’s success is due to the efforts and loyalty of employees of our City. The City of Sanford offers a comprehensive benefits package to its Regular (not Temporary) employees, elected officials, and retirees. In assessing our comprehensive programs, the City has taken great care to seek a fair balance between business needs and employment security. There are many options available which afford City staff with coverage to best suit individual and family needs. In many cases, deductions are available on a pre-tax basis. The City engages in periodic Request for Proposals for benefits to ensure premiums and coverage’s remain competitive and comprehensive and help provide employees with financial security. We welcome ideas and suggestions from our covered members.
City benefit offerings provide a competitive edge for employment recruitment and retention. In some cases the City funds 100% of the benefits; in most cases City subsidies are common.
Medical Insurance, Dental Insurance, Vision Insurance, Health Reimbursement Account, FRS Retirement Plan, Paid Time Off (General/Fire Employees), Paid Sick Leave/Paid Vacation Leave (Police), Bereavement Leave, Paid Military Leave, EAP Program, Short Term Disability Insurance, Paid Employee Life Insurance (1 x annual salary), Paid Holidays for most positions (# of days depends on position), Paid Jury Duty, Worker’s Compensation, Social Security/Medicare (50%), Protective Safety Equipment, Uniforms.
Supplemental Benefits
Hospitality Indemnity Plan, Personal Cancer Indemnity Plan, Critical Illness,Voluntary Employee Supplemental Life Insurance, Dependent Life Insurance, 457 Deferred Compensation Retirement Plan, Short Term Disability, 10 Year Level Term Life Insurance.
Other Benefits
Fitness Center, Wellness Center for members of City’s Health Insurance program, Wellness Incentive Program, Employee Assistance Program, Bi-Weekly Pay Checks, Direct Deposit, Employee Recognition Events, Free Flu Shot, Free Parking, Bi-Lingual Pay, New Hire Incentive w/Signed Agreement, Safety Incentive program.
Flexible Spending Account
Section 125 Cafeteria Plan Flexible Spending Accounts (FSAs) allow employees to set aside dollars on a pre-tax basis to pay for dependent day care and medical, dental, and vision expenses that are not covered by insurance. Employees can contribute up to $3,050 on a pre-tax basis for medical expenses. Dependent day care expenses are set by the IRS at a maximum of $5,000 per plan year. Employees should estimate expenses to be incurred carefully, as penalties may be imposed by the IRS. For more information please contact our benefits department.
New Hire Incentive
A. Pre-employment conditions
If an employee voluntarily executed an Employee Recruitment Incentive Program Agreement prior to the date of hire upon employment, the new employee will receive:
(i). 5% of the minimum of the newly hired employee’s authorized position pay grade to be paid in the employee’s initial paycheck.
(ii). 5% of the minimum of the newly hired employee’s authorized position pay grade in which they were initially hired to be paid after the latter of either:
- Successful completion of the probationary period, or
- All conditions within the new employee employment letter have been fully and successfully satisfied such as, by way of example only, CDL license, plant operator license, etc.
(iii). No payment if a new employee declines to execute an Employee Recruitment Incentive Program Agreement.
B. Post-employment conditions.
If an employee voluntarily executed an Employee Recruitment Incentive Program Agreement after employment with the City and within 30 days from the date of hire, the employee will receive:
(i). 3% of the minimum of the newly hired employee’s authorized position pay grade to be paid in the employee’s initial paycheck.
(ii). 3% of the minimum of the newly hired employee’s authorized position pay grade in which they were initially hired to be paid after the latter of either:
- Successful completion of the probationary period, or
- All conditions within the new employee employment letter have been fully and successfully satisfied such as, by way of example only, CDL license, plant operator license, etc.
C. The Employee Recruitment Incentive Program Agreement shall, at a minimum, provide that if the employee should leave City employment for any reason, whether voluntarily or involuntarily, within 36 full months after the date of hire, the employee will reimburse the City according to the following schedule:
(i). If termination is less than 12 full months of employment with the City: 100% of all incentives paid by the City to the employee shall be reimbursed to the City.
(ii). If termination is 12 months or more, but less than 24 full months of employment with the City: 75% of all incentives paid by the City to the employee shall be reimbursed to the City.
(iii). If termination is 24 months or more, but less than 36 full months of employment with the City: 50% of all incentives paid by the City to the employee shall be reimbursed to the City.
(iv). Once the 36 full month period from date of hire has expired and with the employee still employed with the City, the employee shall have no further incentives reimbursement obligations to the City.
Excludes temporary positions, positions in which the incumbent has received a new hire or recruitment incentive, all Sanford Police Department sworn personnel and Cadets as the Police Department has an existing New Hire Incentive program for its sworn personnel and Cadets, and all Sanford Fire Department positions requiring either Firefighter/EMT and Firefighter/Paramedics certifications.
01
Which of the following best describes your highest level of completed education?
- No High School Diploma and No GED
- High School or GED
- Some College
- Associates Degree
- Bachelors Degree
- Masters or Doctorate Degree
02
What best describes your current and valid State of Florida Driver’s License?
- No current and valid State of Florida Driver’s License.
- Currently licensed, but not in the State of Florida.
- Current and valid State of Florida Class A Driver’s License.
- Current and valid State of Florida Class B Driver’s License.
- Current and valid State of Florida Class E Driver’s License.
03
What best describes your grounds keeping and/or general maintenance experience?
- No experience.
- Some experience, but less than 1 year of experience.
- 1 year, but less than 2 years of experience.
- 2 years, but less than 3 years of experience.
- 3 years, but less than 4 years of experience.
- 4 years, but less than 5 years of experience.
- 5 years or greater of experience.
04
What best describes your level of responsible work experience in equipment operation? (i.e. lawn mower, tractor, edger, bob cat, pressure cleaner, blower)
- No experience.
- Some experience, but less than 1 year of experience.
- 1 year, but less than 2 years of experience.
- 2 years, but less than 3 years of experience.
- 3 years, but less than 4 years of experience.
- 4 years, but less than 5 years of experience.
- 5 years or greater of experience.
05
Do you understand and agree that you must be able to work nights and weekends for this position?
- Yes
- No
06
Answering ‘Yes” to question #8 in Agency Wide Questions regarding felonies and 1st degree misdemeanors will not automatically disqualify your application. Do you understand this?
- Yes
- No
Required Question