Salary : $39,139.00 – $58,709.00 Annually
Location : Recreation Department City of Sanford, FL
Job Type: FULL TIME
Job Number: 23-00124
Department: Recreation Department
Opening Date: 10/17/2023
Closing Date: 10/31/2023 5:30 PM Eastern
Description
RECREATION DEPARTMENT
Under general direction, the purpose of the position is to organize, supervise and lead community and student recreation activities and/or athletics programs. Employees in this classification perform at lead staff level and are responsible for providing a safe recreational environment for the assigned community programs, senior programs, youth activities, facility rental events and/or special events provided by the City. Employee works with independence and initiative within established policies and procedures. This position may include cleaning of the facility, weekend, day and evening hours as assigned by the center supervisor. Performs other duties as dictated by the nature of the program.
Examples of Duties
Plans, organizes, and supervises assigned community activities, programs and special events; develops program/facility calendars to optimize utilization of resources and generation of revenues; effectively resolves scheduling issues and conflicts.
Confirms participant attendance in the various programs.
Supervises participants on sports and recreational facilities and in classroom/study activities; conducts and records various recreation activities.
Monitors assigned facilities and ensures the safety, maintenance and cleanliness of recreational equipment and teaching materials.
Reports any repair or maintenance issues to the appropriate management, e.g. leaks, damaged equipment or facilities, dangerous hazards.
Receives and responds to requests, complaints, concerns, and general inquiries from the public and patrons; provides resolution within prescribed area of responsibility.
Prepares various financial, registration and attendance reports; memos and correspondence.
Performs both routine and non-routine administrative duties, as dictated by the nature of the task to include data entry, records maintenance, filing, basic calculations, and reports.
Receives telephone inquiries from the general public and community, ascertains the nature of the call, and resolves personally or directs it to the appropriate individual or department.
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, supplemented by specialized courses/training or specialized vocational courses in Recreation Management or equivalent. Must possess and maintain a valid Florida Driver’s License. Requires CPR Certification.
Applicants will be required to complete an Affidavit of Good Moral Character; an Authorization for Criminal History Check; to include a Level 2 National Criminal History Background Screen (including Department of Children and Families clearance).
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
Knowledge of the principles and practices of recreational and leisure services programming development, administration and delivery.
Knowledge of pertinent federal, state and local rules, regulations, ordinances, and other regulatory standards applicable to the work.
Knowledge of the objectives and ideals of public recreation, including a thorough understanding of activities applicable to a demographically and culturally diverse community.
Knowledge of the body of available and current information resources applicable to the functions for technical research purposes and for special projects as may be assigned.
Ability to interpret rules, regulations, and policies for effective decision-making in accordance with established precedent.
Ability to plan, assign, direct and review the work of others in a manner conducive to full performance and compliance with established policies, procedures and regulatory standards applicable to the work.
Interpersonal, leadership, planning, management and communications skills; ability to communicate professionally verbally, in writing, and in presentations.
Skill in researching, compiling, and summarizing statistical data and information materials.
Ability to utilize personal computers, standard office equipment and standard software applications, e.g., word processors, database software, spreadsheet applications.
Ability to establish and maintain effective working relationships and communications with project consultants, private contractors, vendors, departmental officials and the public.
Ability to organize work, establish priorities, meet established deadlines, and follow up on assignments with a minimum of direction.
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 25 pounds.
While performing the essential functions of this position there is potential for exposure to fumes or airborne particles, toxic or caustic substances, outside weather conditions, excessive noise, and dampness/humidity.
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
Do you possess a current Cardiopulmonary Resuscitation (CPR) Certificate?
- Yes
- No
04
Please describe any and all specialized courses/training in Recreation Management of which you have been certified or received a certificate.
05
What best describes your years of progressively responsible experience supervising and/or organizing Public Recreation Programs? i.e. sports and recreational facilities, activities and events.
- No experience.
- 6 months, 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.
06
What best describes your years of experience in monitoring assigned facilities to ensure the safety, maintenance, and cleanliness of recreational facilities?
- No experience.
- Some, but less than 6 months of experience.
- 6 month, 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 of experience or greater.
07
Do you understand and agree that you must be able to work flexible hours to include nights and weekends for special events at various times?
- Yes
- No
Required Question