Salary : $86,375.52 – $109,893.84 Annually
Location : Santa Clara, CA
Job Type: Full-Time
Job Number: 59-23-260
Department: Public Works/Building Maintenance
Opening Date: 08/02/2023
Closing Date: 8/16/2023 4:00 PM Pacific
Description
THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESDIES THE POSITIONS LISTED BELOW. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT.MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW.
The Department:
The Department of Public Works is dedicated to providing the highest quality public works services to the residents and businesses of Santa Clara, the development community, and our customers in a responsible and efficient manner.
The Department designs, constructions, maintains, and improves various components of the City’s infrastructure and provides quality, cost-effective, timely services to the residents and businesses of Santa Clara. The Department is responsible for a wide variety of programs throughout the City which include design, construction management, development review, encroachment permitting, traffic engineering, stormwater pollution prevention, inspections and maintenance of City streets, bridges, storm drain systems, traffic signal systems, building facilities, street trees, and landscaping.
The Position:
The Building Maintenance Worker maintains within the Facilities division performs modifications to City owned facilities. The work includes but is not limited to plumbing, carpentry, painting, lighting, minor electrical, general repairs, and other building trade aspects. The Division specializes on preventative maintenance in addition to work orders and projects. This position works collaboratively and cooperatively with every department within the city with safety and employee satisfaction as a primary goal.
Typical Duties
Specific job duties of this position may not be included in the list below, nor do the examples cover all duties which may be performed.
Under general supervision:
- Performs brush and spray painting
- Builds forms and performs cement construction work
- Performs carpentry work in the repair and construction of building components, such as floors, roofs, partitions, doors, windows, etc.
- Performs plumbing repair work and installs new plumbing fixtures
- Performs minor electrical repair, such as installing light tubes and ballasts
- Operates a light truck incidental to performance of the work
- Uses powered shop tools such as saws, drills, grinders and welding equipment
- Understands and is able to make duplicate and new keys for building security (locksmith)
- Able to operate basic computer programs
Minimum Qualifications
EDUCATION AND EXPERIENCE
- Graduation from high school or possession of a GED; and
- Four (4) years of experience in the building construction trades, preferably in the maintenance of occupied buildings.
LICENSE
Possession of an appropriate, valid California driver’s license is required.
SPECIAL CONDITIONS
Incumbents of this classification may be required to work on a shift basis, a staggered work week, and shall be required to work unusual hours in emergency situations.
OTHER REQUIREMENTS
- Must be able to perform the essential functions of the job assignment.
- Prior to hire, candidates will be required to successfully pass a pre-employment background check, which may include employment verification, a DMV record check, a criminal history check and Department of Justice (DOJ) fingerprinting. Any information obtained will be used to determine eligibility for employment in accordance with the law. A conviction history will not necessarily disqualify an applicant from appointment; however, failure to disclose a conviction when required will result in disqualification from the recruitment process.
- A medical examination will be required prior to appointment.
PERMANENT CITY EMPLOYEES PREFERENCE POINTS:
Current permanent employee candidates who receive a passing score on the examination will have an additional five (5) points added to their final score.
Candidates must attain a passing score on each phase of the examination process to qualify for the Eligible List. A department interview will be required prior to appointment.
Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application.
Knowledge, Skills, and Abilities
Knowledge of:
- Standard methods, materials, and equipment used in the building construction trades
- Environmental and safety practices, procedures and standards
Ability to:
- Read and interpret construction drawings
- Work independently and take action on work-related issues
- Take direction and follow established policies and procedures
- Establish and maintain courteous and effective working relationships with those contacted in the course of work
- Work effectively as part of a group or team to achieve common goals
- Evaluate situations, identify problems, and exercise initiative and sound independent judgment within established guidelines
- Interpret and follow oral and written instructions
- Communicate clearly and effectively, both verbally and in writing
- Perform basic arithmetic calculations with accuracy
- Perform heavy physical labor
- Lift and carry 50 lbs. of static weight
- Walk or stand for extended periods of time
- Bend, stoop, reach, carry, crawl, climb and lift as necessary to perform assigned duties
- Effectively handle multiple priorities, organize workload and meet strict deadlines
Additional Information:
You must answer all job-specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”). To receive consideration for the screening process, candidates must submit a 1) Resume. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at Applications must be submitted by the filing deadline of Wednesday, August 16, 2023 at 4:00 PM
The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or
City of Santa Clara Benefit Summary Overview for Bargaining Unit #6
American Federation of State, County, and Municipal Employees (AFSCME)
This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #6 employees in 2023. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement:
- Membership in the California Public Employees Retirement System (CalPERS)
- Classic Employees: 2.7% @ age 55 formula – employee pays 8.00% of gross pay, minus $61 bi-weekly
- New Employees: 2.0% @ age 62 formula – employee pays 7.00% of gross pay
- Employee pays 6.20% up to $9114.00 (Social Security) and 1.45% (Medicare) of gross pay
Health Insurance:
- The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
- Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
- No cash difference is paid if an employee elects a plan cheaper than the max City contribution
- To be eligible for the City’s contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
- Coverage is effective the first of the month after date of hire
- Employees who opt-out of City-offered health insurance, and provide annual attestation and proof of alternative required coverage for themselves and their tax family, are eligible to receive $946.86 (for employees hired on or after 1/1/2023: $250)/month. Contact Human Resources for more details
Dental Insurance:
- Choice of two Delta Dental plans; enrollment is mandatory
- City pays lowest cost of employee only plan ($22.22 for 2023); additional cost is paid by employee
- Coverage is effective on the first day of the month following three full calendar months of employment
Vision Insurance:
- Choice of two VSP plans
- City pays the lowest cost employee only plan ($9.00 for 2023); additional cost is paid by employee
- Coverage is effective the first of the month after date of hire
Voluntary Employee Beneficiary Association (VEBA):
- City contributes $50.00 a month toward employee’s VEBA account. Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)
- If account balance is less than $2,000 upon separation, then account funds can be used immediately
Life Insurance:
- City pays for $20,000 of Basic Life Insurance coverage. Employer premium is $3.82/month
- Coverage is effective the first of the month after one calendar month of employment
- Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children
State Disability Insurance (SDI):
- Employee pays 0.9% of gross pay; max deduction of $1,378.48 (includes Paid Family Leave)
- 7 day waiting period. Maximum benefit is $1,620/week for absences due to non-work related injuries/illnesses. Benefit is based on earned wages in a specific 12-month period
Paid Family Leave (PFL):
- Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
- No waiting period. Minimum benefit is $50/week. Maximum benefit is $1,620/week. Benefit is based on past quarterly wages
Long Term Disability (LTD) Insurance:
- Benefit is 60% of basic wage up to $7,500; max of $4,500/month
- Enrollment is mandatory. Employee pays $.446/$100 of insured earnings
- 60 calendar day waiting period
- Coverage is effective the first of the month after one calendar month of employment
Deferred Compensation:
- Voluntary plan through Nationwide Retirement Solutions
- Employee may contribute up to the lesser of $22,500/year or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules. Employees over 50 years of age may contribute up to $30,000/year
Flexible Spending Account (IRS Section 125 Plan):
- Employee may contribute up to $3050 per year in pre-tax dollars to a health care spending account
- Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account
- Employee may contribute up to $300 per month in pre-tax dollars to a commuter benefit plan
Vacation:
- Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
- For 1 – 4 years of service: 10 days (80 hours)/year
- For 5 – 9 years of service: 15 days (120 hours)/year
- For 10 – 15 years of service: 20 days (160 hours)/year
- For 16 – 20 years of service: 22 days (176 hours)/year
- For 21+ years of service: 24 days (192 hours)/year
Sick Leave:
- Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
- Up to 48 hours/year of accumulated sick leave may be used for family illness
- Up to 40 hours/year of accumulated sick leave may be used for personal leave
Non-Management Leave:
- 50 hours of non-management leave credited to employees each January 1st
- New employees hired between January 1st and June 30th receive 50 hours of non-management leave their first year
- New employees hired between July 1st and December 31st receive 25 hours of non-management leave their first year
- Unused non-management leave may not be carried over from one calendar year to the next
Compensatory Time Off (CTO):
- Employees may accrue CTO in lieu of overtime hours up to a maximum of 240 hours
- 16 hours of CTO is credited to employees each January 1st (prorated if hired after January 1st)
Holidays:
- Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)
Equipment Reimbursements/Allowances:
- $600 per fiscal year Personal Safety Equipment & Raingear Allowance
- Up to $500 per fiscal year for Automotive Technician Tools
- Reimbursement for Automotive Technician I/II/III (See MOU for details)
Night Differential Pay:
- Employees are eligible for 5.0% night differential pay for all continuous hours worked between 6:00 p.m. and 8:00 a.m. so long as such hours include a minimum of 2 continuous applicable hours between 6:00 p.m. and 8:00 a.m.
Tuition Reimbursement Program:
- Up to $2,000 per fiscal year for tuition reimbursement. See CMD 26 for details
Employee Assistance Program:
- Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year; City paid premium is $4.03/month
- Appointments can be face-to-face appointments with an MHN network provider, phone appointments, or web- video appointments
- Employees may call Managed Health Network (MHN) confidentially at 1-800-227-1060
Retiree Medical Reimbursement Program:
- Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
- Up to age 65, retirees are eligible for reimbursement up to $406/month in 2023 (amount adjusted annually)
- After age 65, retirees are eligible for reimbursement up to $243/month in 2023 (amount adjusted annually)
Alternate Work Schedule:
- Golden Friday Program: Employees in the Street Department, Water and Sewer Department, and Traffic Engineering Division work a 9/80 schedule.
- All other employees in Unit 6, including probationary employees, shall have the right to work a 9/80 alternative schedule, which 9/80 schedule may be modified temporarily or to a different 9/80 work schedule at the discretion of the Department Head or Department Head’s designee
01
Select the option that best describes how you meet the minimum qualifications?
- I possess graduation from high school or possession of a GED; and Four (4) years of experience in the building construction trades, preferably in the maintenance of occupied buildings.
- I do not meet the minimum qualifications.
02
Describe your four (4) years of experience in building construction trades, including any experience in maintenance of occupied buildings.
03
Do you possess a valid State of CA driver’s license?
- I possess a valid State of CA drivers license.
- I do not currently possess a valid State of CA driver’s license, but have the ability to obtain one by appointment.
- I do not meet the minimum qualifications.
04
Select all that you have experience in:
- Brush and spray painting
- Cement construction work
- Carpentry work (repair and construction)
- Plumbing repair and installation
- Electrical repair
- Experience with power tools such as saws, drills, grinders and welding equipment
- None of the above
05
Describe a time when you dealt with a difficult customer. What was the situation, how did you handle it, and what was the outcome?
06
How would you prioritize the following tasks and provide your rationale?:a. Overflowing toiletb. Light bulb is out in an officec. Set up for an eventd. Create badges for new hires starting the following week
Required Question