Maintenance Worker I

Job Description

JOB SUMMARY

The Maintenance Worker I is to assist in the maintenance of City facilities. The class is responsible for maintenance of streets and roads, grounds, water and sewer facilities, and related maintenance tasks. The class works according to set procedures under direct supervision.

COMPETENCIES:

• Professionalism

• Trustworthy & Ethical

• Customer Services

• Communication

• Self-Awareness

• Responsible

KEY FUNCTIONS/KNOWLEDGE/SKILLS:

• Maintain a program of preventive maintenance to ensure the comfort, health, and safety of City Staff.

• Keeps City buildings and grounds (including sidewalks, driveways, and parking lots) clean, and sanitized.

• Performs routine landscaping maintenance such as trimming trees, hedges, bushes and mowing lawns.

• Operates a variety of powered and hand operated machinery and equipment to facilitate maintenance and repair of public facilities.

• Moves and sets up meeting room, furniture and equipment within the building(s) as directed by the Supervisor.

• Drives City vehicle to transport materials and equipment.

• Follows all safety codes, standards, procedures, and techniques to perform job duties.

• Performs related tasks as necessary.

• Custodial procedures and methods.

• The use of custodial materials, tools, and chemicals.

Education and Experience

High school or GED, or sufficient education to read and write with no experience. Six months of work related experience preferred.

Special Certifications and License

Valid Texas Driver's License

Independence and Judgement

Minimal judgment; instructions, once established and defined, normally allow the job to be accomplished without direct and/or constant supervision; mostly routine work requiring that employee recognize obvious problems.

Initiative and Ingenuity

Low chance for error because work is routine/repetitive/simple/reviewed carefully; standard procedures: not demanded to come up with creative solutions; refers anything unusual to supervisor.

Supervisory and Responsibility

Does not supervise

Financial Responsibility

Does not deal with money

Level and Frequency of Outside Contacts

Infrequent or non-difficult contacts with other people inside and/or outside department; straightforward information exchange, etc.

Physical Demands

Mostly moderate and fairly steady active physical exertion; may require brief periods of heavy muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 35-50 lbs. of force occasionally to move objects.

Responsibility for Equipment and Property

Responsible for assigned equipment/property used outside of office; use of a City vehicle.

Working Conditions

Frequent exposure to outdoor elements (several times per week);

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville participates in a generous retirement plan with retirement opportunities available at 5 years of service at age 60 or 20 years of service at any age. The City has an exceptional employee and family medical, dental, and life insurance plan. Employees may also contribute to deferred compensation plans from Equitable and supplemental insurance plans from AFLAC and Colonial Life. Full time employees have the opportunity to accumulate 10 sick days and 10 annual days per year. Additionally, the City of Brownsville observes 12 holidays annually and two (2) floating holidays.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.