Salary: $32.36 – $39.57 Hourly
Location : Bremerton, WA
Job Type: REGULAR FULL-TIME
Job Number: 2023-00053
Department: Parks and Recreation
Division: Community Recreation
Opening Date: 10/05/2023
Closing Date: 10/20/2023 5:00 PM Pacific
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.
Plans, organizes, coordinates, develops, supervises, implements, and evaluates, year-round, comprehensive recreation programs and services that meet public demand and department goals and objectives. Develops marketing plans for programs and services and conducts community outreach functions.
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.)
• Plans, develops, researches, implements, coordinates, and evaluates activities associated with community recreation programs. Coordinates with the public and other organizations to determine interest and meet demand for programs.
• Acquires materials needed for programs.
• Ensures quality of program content and safety of participants; implements departmental policies related to recreation programs.
• Coordinates, researches, plans and implements special events and projects.
• Leads, recruits, selects, supervises, trains, and evaluates part-time, seasonal staff and volunteers.
• Publicizes and evaluates programs, seeks information concerning recreation trends, reports on findings.
• Prepares and administers grants and solicits sponsorships and funding donations.
• Develops partnerships with outside organizations to more effectively deliver recreation services.
• Formulates program budget, prepares financial reports, and accounts for budget funds and programs fees.
• Promotes programs and events using a variety of methods. Designs promotional flyers. Assists in developing quarterly activity guide and other marketing materials. Makes presentations to service, school, and professional groups on recreation programs and projects. Works with media to increase visibility of city recreation programs.
Other Duties
– Regular attendance is an essential requirement
– Performs related work as assigned and/or required
KNOWLEDGE, SKILLS AND ABILITIES (Minimum Requirements)
Knowledge of:
• Current principles and practices related to the coordination of a comprehensive recreational program.
• Public relations, marketing and group facilitation principles and techniques.
• Scheduling techniques and procedures for recreation activities, facilities and leagues.
• Budget development and monitoring procedures, including analyses of expense and revenues.
• Principles and practices of administration, supervision and training.
• Personnel practices and procedures including conflict resolution techniques, team management, recruitment, hiring, training, evaluation and discipline staff.
• Standard First Aid and CPR procedures.
Ability to:
• Provide leadership.
• Establish and maintain effective working relationships with individuals and groups encountered in fulfilling job requirements.
• Effectively plan, schedule, supervise and evaluate programs and personnel.
• Communicate effectively both orally and in writing which includes using correct English, grammar, spelling, punctuation, and vocabulary.
• Use computer technology, e.g., registration systems, facility scheduling, and report preparation.
• Demonstrate proficiency in MS Office software including Word, Excel, desktop publishing, database management and presentation applications.
• Publicize programs and/or activities utilizing ongoing and one-time promotional or marketing efforts including news releases, program brochures, posters, flyers, effective use of media and group speaking engagements.
• Provide leadership and assistance to ensure ongoing staff training and performance feedback.
• Remain flexible to developing trends and emerging community needs.
Qualifying Education and Experience (Minimum Requirements)
Any combination of education and experience equivalent to a bachelor’s in Recreation or related field AND five years experience in recreation or closely related field.
Valid Washington State Driver’s License required.
Special Requirements
First Aid and CPR certifications.
Physical Requirements
- 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.
- 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.
- Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling.
- 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.
- Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
- Light work. Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for light work.
- 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.
- The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation of machines (including inspection); using measurement devices; and/or assembly or fabrication parts at distances close to the eyes.
- The worker is required to have visual acuity to operate motor vehicles and/or heavy equipment.
- The worker is required to have visual acuity to determine the accuracy, neatness, and thoroughness of the work assigned (i.e., custodial, food services, general laborer, etc.) or to make general observations of facilities or structures (i.e., security guard, inspection, etc.).
- Be able to lift 50 pounds, agility, stamina, upper and lower body movement.
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.
- Work is performed in several office settings and sites. Must be able to work flexible hours including evenings and weekends, if needed. Some outside fieldwork and exposure to inclement weather, including rain, snow, sun, heat and humidity.
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. The 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