Salary: $17.07 – $25.60 Hourly
Location : Recreation Department City of Sanford, FL
Job Type: TEMPORARY
Job Number: 23-00123
Department: Recreation Department
Opening Date: 10/06/2023
Closing Date: 10/20/2023 3:04 PM Eastern
Description
RECREATION DEPARTMENT
Under general direction, the purpose of the position is to transport passengers to recreation activities/events and/or after school tutoring programs in the City vehicle and assist with the loading and unloading of the vehicle. Employees in this classification are responsible for providing a safe environment for the passengers, perform pre and post trip vehicle inspections, maintain the cleanliness and maintenance schedule of the vehicle, and obey all State of Florida Traffic Laws. Employee works with independence and initiative to resolve emergency and non-emergency situations that occur while in transport. Performs other duties as dictated by the nature of the position.
Examples of Duties
Transport passengers as scheduled by operating the City vehicles.
Cleans assigned vehicle during and after each trip, maintaining full fuel levels.
Reports mechanical problems promptly to Fleet Maintenance; Maintains vehicle maintenance schedule.
Performs daily vehicle inspections and maintain various reports, including complete trip reports.
Works with mentally and/or physically challenged persons and senior citizens, providing a safe environment for each passenger. Physically assist passengers in boarding and exiting the vehicle, as required.
Ability to communicate and work with school age children.
Ability to sit for extended periods of time.
Ability to work flexible schedule.
ADDITIONAL POSITION FUNCTIONS
Performs related duties as directed when such duties are a logical and appropriate assignment to the position.
Minimum Qualifications
TEMPORARY PART-TIME POSITION
High School Diploma or GED; supplemented by two (2) years responsible experience driving a passenger vehicle; a demonstrated aptitude for working with children and/or seniors.
Must possess and maintain a Florida Class B Commercial Driver’s License with air brake, school bus and passenger endorsements. Must have a clean driving record.
Preferred Qualifications:
- American Red Cross CPR/AED Certification.
- American Red Cross First Aid Certification
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 communicate professionally verbally and in writing.
Ability to establish and maintain effective working relationships with the general public, employees, division and department heads, public/private sector contacts.
Ability to consistently maintain route and schedule to meet scheduled time frames.
Ability to interpret a variety of instructions in written, oral, or schedule form
Working knowledge of first aid procedures.
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 35 pounds.
While performing the essential functions of this position the employee is rarely exposed to disagreeable environmental factors.
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 have a current and valid Class B Driver’s License with air brake, school bus, and passenger endorsements?
- Yes
- No
04
What best describes your aptitude for working with children and/or seniors?
- No aptitude
- Fair
- Good
- Excellent
05
Do you possess a current American Red Cross, CPR/First Aid Certificate?
- Yes
- No
06
Do you possess a current Automated External Defibrillator (AED) Certificate?
- Yes
- No
07
Answering ‘Yes” to question #8 in Agency Wide Questions regarding felonies and misdemeanors will not automatically disqualify your application. Do you understand this?
- Yes
- No
Required Question