Treatment Plant Mechanic I/II

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Treatment Plant Mechanic I/II

Salary

$67,068.00 - $89,868.00 Annually

Location

West Sacramento, CA

Job Type

Regular Full Time

Job Number

2024-00010

Department

PUBLIC WORKS O&M

Opening Date

04/08/2024

Closing Date

4/29/2024 11:59 PM Pacific

• Description

• Benefits

• Questions

An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire (if applicable). Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire (if applicable).

The City of West Sacramento is seeking a highly motivated and experienced mechanic to maintain and repair the City's lift stations and water treatment facility. This position focuses on all mechanical aspects of our drinking water, sewer collection, and storm water conveyance systems.

Preference will be given to candidates with experience in municipal utility maintenance or

similar industries. An ideal candidate can maintain accurate records, communicate clearly in both written and verbal formats, and balance both the maintenance and administrative responsibilities of this position.

An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire. Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire.

Treatment Plant Mechanic I - https://www.governmentjobs.com/careers/westsacramento/classspecs/1246512?keywords=treatment&pagetype=classSpecifications

Treatment Plant Mechanic II - https://www.governmentjobs.com/careers/westsacramento/classspecs/1223525?keywords=treatment&pagetype=classSpecifications

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: High school diploma or equivalent.

Experience: Treatment Plant Mechanic I: Minimum of three (3) years experience in the maintenance of pumps, motors, piping, hydraulic or pneumatic systems, or other mechanical/process equipment. Treatment Plant Mechanic II: Two (2) years experience comparable to a Treatment Plant Mechanic I.

LICENSES AND CERTIFICATES: Treatment Plant Mechanic I: Possession of a valid California driver's license. Treatment Plant Mechanic II: Possession of a valid Class "A" California driver's license within one (1) year of appointment. Both levels must maintain the required driver's license pursuant to the Department of Transportation regulations. Possession of a Grade TI Water Treatment Operator's certificate or CWEA Grade I Mechanical Technologist certificate is highly desirable, but not required. A Grade D2 Water Distribution Certificate is also highly desirable, but not required.

An applicant who qualifies for veterans’ preference and successfully places on an eligibility list for initial entrance into employment with the city shall be advanced one rank on the final eligibility list. Where there are five (5) or less qualified applicants, no veterans’ preference shall apply and all applicants shall be placed on the certification list forwarded to the departments for hiring consideration. The exercise of veterans’ preference shall be exhausted upon appointment to a regular position from an eligibility list.

City of West Sacramento

Benefits Summary

STATIONARY ENGINEERS, LOCAL 39

TERM OF AGREEMENT: 07/01/2019 – 06/30/2022

Acting Supervisor Differential:Paid additional 5% of base salary after first 3 days per calendar year in acting role.

Auto Allowance:None

Bereavement Leave:2-4 days depending upon relationship of employee to deceased. Additional 2 days discretionary. See Personnel Rules.

Bilingual Pay:A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages eligible, and the qualification requirements will be determined by the City.

Call Back:Paid minimum of 2 hours at the overtime rate of time and one-half.

Employees who are called back on the New Year's Day, Independence Day, Thanksgiving Day and Christmas Day holidays shall retain the holiday hours actually worked, not to exceed eight (8) hours. The holidays hours are to be taken at a later date within the same fiscal year earned and if not taken will be paid to the employee following the end of the current fiscal year.

Deferred Compensation:Voluntary.

Educational Incentive Program:See separate chart.

Holidays:10 set and 4.5 floating. If required to work on a holiday, paid at 1 ½ overtime rate and save holiday hours to be taken off later or cashed out.

Life Insurance:$20,000 term. $1,000 term for spouse/children ages 6 months to 19 years; $100 term for children 14 days to 6 months. 100% paid by City. See rate chart for premium.

Long Term Disability Insurance:Standard LTD paid by City (cost = 1.0% of gross wages).

Management Leave:None

Meal Allowance:Paid $9.00 meal allowance after 10 hours of work. Additional $9.00 meal allowance paid after 15 hours of work if City doesn't provide meal.

Medical, Dental and Vision Insurance:Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan.

The cafeteria plan amount for health benefits (medical, dental and vision) for Employee Only shall either be equal to one hundred percent (100%) of the cost of the Kaiser plan for employee only and one hundred percent (100%) of the cost of employee only dental and vision or equal to $865, whichever is greater; for Employee plus One, the cafeteria plan amount shall either be equal to eighty percent (80%) of the Kaiser plan for employee plus one and eighty percent (80%) of the cost of employee plus one dental and vision or equal to $1255, whichever is greater; and for Employee plus Two or more, the cafeteria plan amount shall either be equal to eighty percent (80%) of the costs of employee plus two or more and eighty percent (80%) of the cost of employee plus two or more dental and vision or equal to $1625, whichever is greater. In no event shall any of the cafeteria plan contributions exceed 100% of the selected plan premium cost.

Medical, Dental and Vision Insurance: Share the Savings (Opt Out)Employees hired prior to the first pay period after ratification and approval by the City Council, who opt out of the City's medical plans and show proof of enrollment in another group medical plan shall receive four hundred dollars ($400) per month plus City paid dental/vision up to the Employee Plus Two or More rate depending on coverage selected. This shall be referred to as "Share the Savings."

Employees hired on or after the first pay period after ratification and approval by the City Council, who participate in Share the Savings will receive four hundred dollars ($400) plus City paid dental/vision at the Employee Only rate. Employees may purchase dental/vision coverage up to the family rate with the Share the Savings funds.

Medical and Dental After Retirement:For employees and retirees hired before the first pay period after ratification and approval by the City Council: Medical and dental premiums to be paid by the City according to the formula below:

10-14 years of service = $50 + 25% of premiums

15-19 years of service = $75 + 30% of premiums

20 or more years of service = $100 + 50% of premiums

This benefit is never to exceed 75% of total premium or $750, whichever is less.

Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees hired on or after the first pay period after ratification and approval by the City Council: The City's maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings (RHS) account:

• From zero (0) to five (5) years of service, employees shall receive Twenty-five ($25) per month into be deposited to the employee's RHS account

• After completion of five (5) years of continuous service with the City, employees shall receive One hundred dollars ($100.00) per month to be deposited into their RHS account.

• After completion of ten (10) years of continuous service with the City, employees shall receive One hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.

• After completion of twenty (20) years of continuous service with the City, employees shall receive Two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who terminate City service for reasons other than retirement or layoff prior to completing ten (10) years of continuous service with the City will forfeit any City contribution.

Employees will fall under the medical retirement tier based on original date of hire as a regular employee.

Night Shift Differential:Paid additional 5% of base salary if 50+% of regular work hours is after 6pm and before 7am.

Overtime:Paid 1 ½ overtime rate or equivalent compensation time after 8 hours* worked in a day or 40 hours worked in a week. Overtime to be taken in cash or CTO. CTO not to accrue in excess of 80 hours. All accrued CTO to be paid off at termination. (*After 10 hours for Recreation Supervisor I/II and Recreation Coordinator.)

Retirement:For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2% @ 62 in accordance with the Public Employees' Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employees pay the contribution rate of fifty percent (50%) of the total normal cost rate on a pre-tax basis.For employees hired on or after February 11, 2012, the retirement program shall be the CalPERS 2% @ 60 formula, highest thirty-six months for final compensation determination, 3rd level of the 1959 Survivor Benefit, Military Service Credit as Public Service, the Unused Sick Leave Credit option. Employee contributes entire 7% of the employee's contribution on a pre-tax basis.

For employees hired before February 11, 2012, the retirement program shall be the CalPERS 2.5% @ 55 plan, includes highest thirty-six months for final compensation determination, 1959 Survivor's Benefit (3rd Level) and Unused Sick Leave Credit. Employee contributes entire 8% of the employee's contribution on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 2% @ 60 plan, in accordance with PEPRA.

Safety Equipment:For specified positions. See MOU for details.

Salary Increases:For employees hired on or after the first pay period after ratification and approval by the City Council, the salary range consists of nine (9) steps (A through I) with approximately two-point five percent (2.5%) between each step.

Effective the first pay period after ratification and approval by the City Council, a general salary increase of three percent (3.0%).

Effective the first pay period after ratification and approval by the City Council, the following classifications shall receive an equity adjustment as follows:

Accounting Technician I2.16%

Accounting Technician II2.77%

Accounting Technician III1.39%

Chief Maintenance Worker1.25%

Chief Parks & Grounds Worker4.52%

Clerk/Senior Clerk2.59%

Electrical Technician1.36%

Engineering Technician II1.28%

Groundskeeper1.58%

Maintenance Worker1.25%

Maintenance Worker, Senior1.25%

Parks & Grounds Worker1.58%

Parks & Grounds Worker, Senior4.15%

Planning Technician2.51%

Recreation Coordinator1.58%

Recreation Supervisor I/II1.58%

Secretary2.51%

Water Treatment Plant Operator II0.64%

Water Treatment Plant Operator III0.64%

Effective the pay period inclusive of July 1, 2020, a general salary increase of three percent (3%).

Effective the pay period inclusive of July 1, 2020, the following classifications shall receive an equity adjustment as follows:

Accounting Technician I2.16%

Accounting Technician II2.77%

Accounting Technician III1.39%

Chief Maintenance Worker1.25%

Chief Parks & Grounds Worker4.52%

Clerk/Senior Clerk2.59%

Electrical Technician1.36%

Engineering Technician II1.28%

Groundskeeper1.58%

Maintenance Worker1.25%

Maintenance Worker, Senior1.25%

Parks & Grounds Worker1.58%

Parks & Grounds Worker, Senior4.15%

Planning Technician2.51%

Recreation Coordinator1.58%

Recreation Supervisor I/II1.58%

Secretary2.51%

Water Treatment Plant Operator II0.64%

Water Treatment Plant Operator III0.64%

Effective the pay period inclusive of July 1, 2021, a general salary increase of three percent (3%).

Sick Leave:12 days per year. Unlimited accumulation. Employees will be allowed to use full sick leave as family sick leave. An employee shall be paid one-half of the value of his/her accumulated sick leave upon retirement, layoff or death based upon his/her salary at the time of termination. At retirement, employee may choose to have 100% of unused sick leave reported to CalPERS as service credit or up to 50% cash out/remainder reported to CalPERS.

Signing BonusEffective the first payroll period after ratification and approval by the City Council, employees hired on or before July 1, 2019, will receive a one-time, non-PERSable signing bonus of six hundred and ninety dollars ($690)

Special Recognition Pay:Employees hired prior to the first pay period after ratification and approval by the City Council who have completed five (5) years with the City based on their original hire date as a regular employee will receive sixty dollars ($60) per month in Special Recognition Pay.

Employees hired on or after the first pay period after ratification and approval by the City Council who have completed ten (10) years with the City based on their original hire date as a regular employee will receive an amount equal to sixty dollars ($60) per month in Special Recognition Pay.

Standby:Paid $2.75 for each assigned hour. Water Treatment Plant Operators will receive $2.75 per hour for up to 8 hours of sleep time in their 24-hour shift. If while on stand by employee must leave home to report to work, employee will be paid minimum 2 hours at overtime rate.

Employees who are required to be available for standby duty on the New Year's Day, Independence Day, Thanksgiving Day and Christmas Day holidays shall retain four (4) holiday hours in addition to standby pay. The holidays hours are to be taken at a later date within the same fiscal year earned and if not taken will be paid to the employee following the end of the current fiscal year.

Tuition Reimbursement:Tuition reimbursement up to $1,500 per fiscal year.

Uniform Allowance:City provided.

Vacation:1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Maximum accumulation = 240 hours per year. Maximum accumulation increases to 300 hours after 20 years. Total payoff at separation.

Employees with a maximum accrual of two-hundred forty (240) hours may sell back a maximum of twenty (20) hours per calendar year. Employees must maintain a minimum vacation accrual balance of two-hundred (200) hours after the twenty (20) hours have been sold back.

Employees with a maximum accrual of three-hundred (300) hours may sell back a maximum of forty (40) hours per calendar year. Employees must maintain a minimum vacation accrual balance of two-hundred forty (240) hours after the forty (40) hours have been sold back.

Eligible employees electing to cash out vacation hours may do so by completing the process implemented by Human Resources no later than December for the next calendar year. The decision by an employee to cash out vacation hours is irrevocable.

Employees in this group should refer to the City Personnel Rules for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.

City of West Sacramento

Local 39 Educational Incentives

General Unit: General Unit members will receive:

• 60 College Semester Units = $75/month – OR –

• 90 College Semester Units = $120/month

In addition, Local 39 members are eligible for the following certificate pays:

PositionCertificate / Incentive

Chief Facilities Maintenance Worker

• Certificate of Completion of coursework in mechanical-electrical technology from an accredited college or university = 2.0%

Chief Maintenance Worker

• D-4 Water Distribution Certificate = 2.0%

• Class A Commercial License = 5.0%

• Spray Applicator or Pest Applicator Certificate = 0.5%

Chief Treatment Plant Mechanic

• D-2 Water Distribution Certificate = 1.0%

• Class A Commercial License = 5.0%

Electrical Technician

• Certified General Electrician = 2.0%

Equipment Mechanic I/II

• ASE Certificate (any) = 0.5% (limit 1)

• Equipment Mechanic II – Class A Commercial License = 5.0%

Facilities Maintenance Aide/Worker/Senior

• Certified Pool Operator or Aquatics Facilities Operator Certificate = 1.0%

• Certificate of Completion of coursework in mechanical-electrical technology from an accredited college or university = 2.0%

Groundskeeper

• Spray Applicator or Pest Applicator Certificate = 0.5%

• Arborist Certificate = 1.25%

Maintenance Worker/Senior

• Spray Applicator or Pest Applicator Certificate = 0.5%

• Grade II CWEA Collection System Maintenance Certification for the duration an employee is assigned to perform sewer collection duties = 1.0%

• D-1 Water Distribution Certificate = 0.5% – OR –

• D-2 Water Distribution Certificate = 1.0% – OR –

• D-3 Water Distribution Certificate = 1.5%

• Senior Maintenance Worker – Class A Commercial License = 5.0%

Parks & Grounds Worker/Senior

• Spray Applicator or Pest Applicator Certificate = 0.5%

• Arborist Certificate = 1.25%

Recreation Coordinator

• CPRS Professional Certificate = 0.5%

• Certified Pool Operator or Aquatics Facilities Operator Certificate = 1.0%

Recreation Supervisor I/II

• CPRS Professional Certificate = 0.5%

• Certified Pool Operator or Aquatics Facilities Operator Certificate = 1.0%

Treatment Plant Mechanic I/II

• D-2 Water Distribution Certificate = 1.0%

• Treatment Plant Mechanic II – Class A Commercial License = 5.0%

Water Treatment Plant Apprentice

• T-2 Water Operator Certificate = 1.0%

Water Treatment Plant Operator II

• D-2 Water Distribution Certificate = 1.0%

• T-3 Water Operator Certificate = 1.5% – OR –

• T-4 Water Operator Certificate = 1.75%

Water Treatment Plant Operator III

• D-2 Water Distribution Certificate = 1.0%

• T-4 Water Operator Certificate = 1.75% – OR –

• T-5 Water Operator Certificate = 2.0%

Water Treatment Plant Operator IV

• T-5 Water Operator Certificate = 2.0%

Water Treatment Plant Operator Apprentice - IV

• Laboratory Analyst/Water Quality Analyst Certificate Grade I = 2.0%

• Water Treatment Plant Operator Apprentice - IV shall be eligible to receive certificate incentives concurrently. The total number of employees who receive the Laboratory Analyst/Water Quality Analyst Certificate Grade I incentive is limited to one (1) employee at any given time.

  01

  To be considered for the position, all candidates are to complete and submit the required supplemental questionnaire with their application and resume. Failure to submit the completed supplemental questionnaire and application and resume will disqualify you from further consideration in the selection process used to fill this position. Please be concise and limit your responses to no more than one-half (1/2) page per question. The answers to the questions below will be evaluated along with the information provided in your employment application. Therefore, your answers must be consistent with your employment application information (especially in the "education" and "work experience" sections), must be unambiguous, and must contain sufficient but concise detail and organization to facilitate the screening process. A resume will not be accepted in lieu of completing the supplemental questionnaire. Lack of clarity, incomplete or inconsistent information, and/or disorganized presentation will negatively affect your evaluation. Do you understand these directions?

• Yes

• No

  02

  Please explain in detail your professional experience working with pumps, motors, and associated equipment. (If no experience, type N/A)

  03

  Please explain your experience working with utilities maintenance (sewer, water, stormwater). (if no experience, type N/A)

  04

  Do you have any certifications or technical training in mechanical maintenance? If yes, please explain the training and certifications.

  05

  Do you have experience in welding and fabrication? If yes, please explain your experience.

  06

  Do you have experience with the electrical and/or instrumentation trades? If yes, please explain your experience.

  07

  Do you possess a commercial driver's license (CDL)?

  08

  Please explain your professional history of safety trainings.

  09

  I certify that the statements made in this Supplemental Questionnaire are true, complete, and correct to the best of my knowledge and are made in good faith by me. I understand that any misrepresentation and/or falsification of my answers may result in my application being ineligible for this recruitment process.

• Yes

• No

  Required Question

Agency

City of West Sacramento

Address

1110 West Capitol Ave 3rd Floor West Sacramento, California, 95691

Phone

(916) 617-4567

Website

http://www.cityofwestsacramento.org

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