Parks Laborer

Salary: $22.30 – $27.16 Hourly

Location : Bremerton, WA

Job Type: REGULAR FULL-TIME

Job Number: 2023-00040

Department: Parks and Recreation

Division: Parks Maintenance

Opening Date: 07/21/2023

Closing Date: Continuous

General Function

The salary indicated above includes longevity (1% earned after five years and increases to a maximum of 4% after 20 years). Additionally, a cost of living adjustment of 2.50% has been approved for 2024.

Under close supervision, performs a broad range of duties in grounds keeping, landscaping, maintenance, repair and construction of City parks and recreation facilities and related duties as assigned. This is an entry-level position in the Park Maintenance series.

Representative Essential Duties and Responsibilities

(Note – this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.)

• Mow, trim, weed and maintain lawn and landscaped areas.
• Plant, transplant, and maintain trees, shrubs, and flowers.
• Perform custodial care on parks and recreation facilities.
• Operate a variety of equipment such as trucks, lawn mowers, trimmers, hand and power tools, etc.
• Perform water quality testing on fountain systems.
• Assist with installation and maintenance of irrigation systems.
• Assist in construction, repairs, and maintenance of park and recreation structures and facilities.
• Assist in cemetery burials, grave preparation, liner installation and marker setting.
• Perform other duties as assigned.

Other Duties

• Regular attendance is an essential requirement
• Performs related work as assigned and/or required

KNOWLEDGE, SKILLS, AND ABILITIES:

• Basic knowledge of park maintenance operations and procedures including grounds keeping, landscaping, building maintenance, athletic field preparation and basic construction.
• Knowledge of the safe operation and maintenance of assigned equipment.
• Skill in performing basic repairs to park facilities and buildings.
• Skill in preparing athletic fields for league and tournament play.
• Ability to interact with the general public and dealing with difficult situations on a daily basis.
• Ability to understand and follow verbal and written instruction.
• Ability to perform daily responsibilities with limited supervision.
• Ability to perform heavy manual labor.
• Ability to perform basic record keeping.

Qualifying Education and Experience (Minimum Requirements)

Any combination of education and experience equivalent to a High school diploma or G.E.D. One-year experience in park maintenance operations and a valid Washington State driver’s license. Must be First Aid and CPR qualified within one (1) year of hire.
PHYSICAL REQUIREMENTS:

• Climbing. Ascending or descending ladders, stairs, scaffolding, ramps, poles and the like, using feet and legs and/or hands and arms. Body agility is emphasized. This factor is important if the amount and kind of climbing required exceeds that required for ordinary locomotion.
• Balancing. Maintaining body equilibrium to prevent falling and walking, standing or crouching on narrow, slippery, or erratically moving surfaces. This factor is important if the amount of balancing exceeds that needed for ordinary locomotion and maintenance of body equilibrium.
• Stooping. Bending body downward and forward by bending spine at the waist. This factor is important if it occurs to a considerable degree and requires full motion of the lower extremities and back muscles.
• Kneeling. Bending legs at knee to come to a rest on knee or knees.
• Crouching. Bending the body downward and forward by bending leg and spine.
• Crawling. Moving about on hands and knees or hands and feet.
• Reaching. Extending hand(s) and arm(s) in any direction.
• Standing. Particularly for sustained periods of time.
• Walking. Moving about on foot to accomplish tasks, particularly for long distances or moving from one work site to another.
• Pushing. Using upper extremities to press against something with steady force in order to thrust forward, downward or outward.
• Pulling. Using upper extremities to exert force in order to draw, haul or tug objects in a sustained motion.
• Lifting. Raising objects from a lower to a higher position or moving objects horizontally from position-to-position. This factor is important if it occurs to a considerable degree and requires substantial use of upper extremities and back muscles.
• Grasping. Applying pressure to an object with the fingers and palm.
• Feeling. Perceiving attributes of objects, such as size, shape, temperature or texture by touching with skin, particularly that of fingertips.
• Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly.
• Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound.
• Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers.
• Medium work. Exerting up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects.
• Heavy work. Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects.
• Very heavy work. Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly to move objects.
• The worker is required to have visual acuity to operate motor vehicles and/or heavy equipment.

WORKING CONDITIONS:

• The worker is subject to environmental conditions. Protection from weather conditions but not necessarily from temperature changes.
• The worker is subject to outside environmental conditions. No effective protection from the weather.
• The worker is subject to both environmental conditions. Activities occur inside and outside.
• The worker is subject to noise. There is sufficient noise to cause the worker to shout in order to be heard above ambient noise level.
• The worker is subject to vibration. Exposure to oscillating movements of the extremities or whole body.
• The worker is subject to hazards. Includes a variety of physical conditions, such as proximity to moving mechanical parts, moving vehicles, electrical current, working on scaffolding and high places, exposure to high heat or exposure to chemicals.
• The worker is subject to atmospheric conditions. One or more of the following conditions that affect the respiratory system of the skin: fumes, odors, dust, mists, gases, or poor ventilation.

Examination Process and Required Documents
The City of Bremerton is committed to integrating diverse perspectives into our workplace culture and encourages our employees to bring their whole, authentic selves to work. We strive to create a diverse team that allows us to effectively connect to the community we serve.

Applicants can apply on-line at http://www.BremertonWA.gov/169/Current-Jobs, or application packets may be obtained from the Human Resources Department, Cobweb, or by calling (360) 473-5348.

Required Application Materials: City application and personal résumé are required. Incomplete application packets will not be considered. Required application materials must be returned to the Human Resources Office by 5:00 p.m. on the closing date. The City of Bremerton is NOT responsible for errors of any kind with faxed or e-mailed application packets. Original signature is required on paper application forms. It is the responsibility of the applicant to carefully list all pertinent experience and training.

Appraisal of Experience and Education/Training: At this initial review, application packets may be evaluated entirely on the basis of information you provided in the completed City application form. Applicants should include all relevant information on the City application. Applicant’s education, training, and experience will be assessed. he passing score is 70%. The top qualifying candidates will be invited to participate further in the examination process. Meeting or exceeding qualifications does not guarantee the applicant will be invited to participate in the oral examination process.

Oral Examination: A panel will evaluate the applicant’s training, experience, and ability to perform the job.

Placement on the eligibility list is determined by weighted examination scores as follows:

Appraisal of application packet regarding Experience and Education/Training –
Passing Score 70% – Weight 40%

Oral Examination – Passing Score 70% – Weight 60%

Applicants must achieve a score of 70% or better on each portion of the exam in order to be placed on the hiring list.

Employee Preference: Regular City employees applying for and passing an Open Examination will have seven point five (7.5) percent of their PASSING score added to establish their final score.

Veteran’s Preference: Veterans, who have passed an examination, shall be entitled to preference pursuant to Chapter 41.04 RCW.

NOTE TO APPLICANTS WITH DISABILITIES: Applicants with disabilities who will need special accommodation for examination must advise Human Resources no later than one (1) week prior to the scheduled examination so that appropriate arrangements can be made. (360) 473-5348.

LEGAL and REGULATORY EMPLOYMENT CONDITIONS

Fair Labor Standards Act: The classification is non-exempt under the laws of Fair Labor Standards Act minimum wage and overtime provisions.

Representation: The classification is included in the bargaining unit pursuant to the Recognition Article of the current labor agreement between the City of Bremerton and the Teamsters Local 589.

Civil Service: The classification is excluded from the City’s Civil Service System.

Appointment and Removal Authority: The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Human Resources Policies.

This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change.

Equal Employment Opportunity Statement
It is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.

ADA Statement
The City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.

The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce.

MEDICAL AND DENTAL INSURANCE
Effective the first of the month following the date of hire, regular employees are eligible for the City’s medical and dental plans. Employees are also eligible for vision insurance on the first day of the month in which the third consecutive monthly premium payment is made on their behalf.

Currently, the City pays the premium for your choice of one of two health insurance plans, Kaiser Permanente or Regence HealthFirst 250 Plan. To cover dependents employee’s pay 20% of the dependent premium. Dependents may be added when you are hired, within 30 days of birth or adoption, during the annual open enrollment, or if you have a qualifying event (e.g. marriage, divorce, spouse loss of job or medical coverage). Detailed coverage and rate information is available from Human Resources.

The City provides a dental plan through Washington Dental Service for employee and dependents at no cost to the employee. Dependents can be added when hired, within 30 days of birth or adoption, or at annual open enrollment.

STIPEND IN LIEU OF MEDICAL COVERAGE
An employee who waives the right to obtain medical insurance coverage through the City and who provides proof of credible coverage through his/her spouse or other source shall be entitled to receive a a monthly stipend as outlined below:

Employee Only $250.00
Employee & Spouse $300.00
Employee, Spouse & 1 Dependent $350.00
Employee, Spouse & 2 Dependents $400.00
Employee & 1 Dependent $300.00
Employee & 2 Dependents $350.00

Employees are required to notify Human Resources, in writing, of their desire to waive medical coverage.

TEAMSTERS WELFARE TRUST VISION BENEFIT PLAN
Eligible candidates must participate. See Summary Plan Description for details.

LIFE INSURANCE
Life Insurance is available at the employee’s expense in amounts from $10,000 to $500,000. You may enroll when hired or at annual open enrollment.

VOLUNTARY LONG-TERM DISABILITY (LTD)
LTD coverage is available at the employee’s expense. LTD will pay you up to 60% of your salary if you become disabled for more than 90 days due to the same or a related sickness or injury, which must be accumulated within a 180 day period.

RETIREMENT
The City provides a comprehensive retirement program through the Public Employment Retirement System (PERS) or Public Safety Employees Retirement System (PSERS). If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 would apply. Effective September 1, 2002, you have the option of Plan 2 or Plan 3. You have 90 days from your employment date to choose between Plan 2 and Plan 3. If you have not decided within 90 days of employment, you will automatically be enrolled in Plan 3, Option A, at 5%. PSERS Plan 2 was created by the 2004 Legislature for certain public employees whose jobs contain a high degree of physical risk to their own personal safety. Employees hired into eligible PSERS positions on or after July 1, 2006 will automatically become members of PSERS.

The PERS plans 1 and 2 are defined benefit plans to be taken when you qualify for retirement. Service credit and average final compensation with a minimum of 5 years service for vesting determine the amount of the benefit. Plan 3 is a combination of defined benefit plan and a defined contribution plan. See your plan booklets for further information

DEFERRED COMPENSATION
You may choose from three different plans. You may contribute with a minimum of $30 per month and a maximum annual contribution of $22,500.

For additional benefit information, click