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Water Distribution Worker I Job Openings by City of Azusa in Azusa

City of Azusa Jobs 2020 - City of Azusa give an opportunity to apply Water Distribution Worker I that will be placed in Azusa.

City of Azusa Recruitment 2020

Detail of : Water Distribution Worker I Job Openings in Azusa

Definition The first part of the selection process is a complete evaluation of the application package. Those candidates deemed most qualified as reflected on their application will be invited to a written examination tentatively scheduled for Monday, September 21, 2020.
DEFINITION
Under general supervision, performs a variety of semi-skilled and skilled tasks in the upkeep, maintenance, and repair of water distribution systems and related facilities; performs related duties as required.
CLASS CHARACTERISTICS
This is the entry and training level class in the Water Distribution Worker series. Duties are performed under close supervision and in a learning capacity. Incumbents perform a wide range of construction and maintenance tasks, some of which may be semi-skilled in nature. Incumbents assigned to this class perform with greater independence and discretion as knowledge and abilities are acquired. Possession of a current Grade D1 Water Distribution System Operator Certificate issued by the State Water Resources Control Board is required. Essential Functions These functions may not be present in all positions in this class. When a position is to be filled, the essential functions will be noted in the announcement of position availability.
Installs, removes, and repairs large and small services.
Cuts, fits, lays and repairs water mains; cleans and flushes water mains; repairs mains, valves and hydrants.
Inspects, tests, and operates valves, fittings and related water distribution equipment.
Operates trucks and construction equipment such as backhoe and trenching machine; performs minor servicing to truck and reports mechanical or other problems; keeps truck stocked with supplies and materials.
Performs repairs to fire hydrants and flow tests related equipment.
Participates in water system maintenance and repair work; locates, excavates and repairs water lines and related facilities; inspects water projects for leaks, decayed pipes, spillages and pump malfunctioning.
Installs barricades and routes traffic in a safe manner.
May operate a jackhammer; pours and finishes concrete and blacktop.
Assists in training less experienced personnel.
Maintains routine records.
MARGINAL FUNCTIONS:
These are position functions, which may be changed, deleted or reassigned to accommodate an individual with a disability. Qualification Guidelines Education and/or Experience:
Any combination of education and/or experience that has provided the knowledge, skills, and abilities necessary for satisfactory job performance. Example combinations include
High school graduation or equivalent, and one year of experience in the installation, repair, and maintenance of water mains, meters, valves, hydrants, and related facilities, and possession of a current Grade D1 Water Distribution System Operator Certificate issued by the California State Water Resources Control Board (required).
A COPY OF YOUR D1 CERTIFICATION MUST BE SUBMITTED ALONG WITH YOUR ONLINE APPLICATION. APPLICANTS WHO FAIL TO ATTACH THEIR CERTIFICATE WILL BE AUTOMATICALLY DISQUALIFIED.
KNOWLEDGE AND SKILL LEVELS
Working knowledge of the equipment and procedures involved in the installation, maintenance, and repair of water systems; related laws, ordinances, rules, regulations, policies, and procedures.
ABILITY LEVEL
Ability to perform a variety of construction, repair and maintenance tasks; work under routine and emergency conditions; work efficiently and safely with others; understand and follow instructions and directions; work with others in a harmonious and respectful manner; perform a wide variety of physically strenuous tasks; respond to public inquiries and complaints in a tactful and courteous manner; safely operate heavy construction and repair equipment; operate and properly repair valves, fittings and hydrants; read, interpret and understand blueprints and construction drawings; assist in training personnel; maintain records; maintain and repair equipment and tools.
SPECIAL REQUIREMENTS
Possession of, or ability to obtain during the 6 month probationary period, a Class B California Driver's License, with a Tanker's Endorsement and Air Brakes Endorsement and a satisfactory driving record.
Possession of a current and valid California Class C Driver's License. Physical, Mental, Environmental Conditions Position requires sitting, standing, and walking on uneven and slippery surfaces, reaching, twisting, turning, kneeling, bending, stooping, squatting, crouching, grasping, crawling, and making repetitive hand movements above and below shoulder level in the performance of daily duties. The position also requires both near and far vision when inspecting work and operating assigned equipment and acute hearing is required when providing face-to-face service. The need to lift, carry, pull and push tools, supplies and other equipment weighing up to 50 pounds is also required. Additionally, the incumbent in this position works outdoors in all weather conditions, including wet, hot and cold. Outdoor work requires exposure to slippery surfaces, cramped positions, moving objects, vibrations, noise, odors, dust, dirt and oils. Exposure to chemicals may be encountered. The incumbent may be required to respond to after-hours emergency call-outs. Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodations.
Below is a summary of International Brotherhood of Electrical Workers (IBEW) benefits. For a detailed description of benefits, please visit the webite at www.ci.azusa.ca.us under Human Resources and Salary Information/MOU's.
Term of Contract: August 1, 2017 through July 31, 2021
14.9 PERS (2 Tiers):
The City shall continue its contract with the California Public Employees' Retirement System (CalPERS), "2% @ 55 full formula" plan. The City shall also maintain the increased level of the 1959 Survivor Benefit. The City shall continue to pay the "employee" share of the costs and a portion of the "employer" share of the cost. All employees hired prior to December 31, 2012, agree to pay 7% of the "employer" share of the costs effective the date the MOU is approved. Should all employees hired prior to December 31, 2012, be required to pay the "employee" portion of the CalPERS costs during the term of this MOU and if the amount that would have to then be paid by those employees is more than the 7% of their salary that they are paying to help share the cost of the "employer" share, the amount they are paying towards the "employer" share would be reduced correspondingly, but to no more than 0.
All employees hired on or after January 1, 2013 will pay half the normal costs for their CalPERS, but no less than the employee portion of PERS. Employees hired on or after January 1, 2013 will fall under the provisions of the California Public Employees' Pension Reform Act of 2013 (AB340 and AB197). If the normal cost is evaluated by CalPERS actuarial report to increase or decrease, the employee's contribution will be adjusted accordingly. PEPRA members under the contract with the California Public Employees' Retirement System CalPERS formula shall be 2%@ 62. The City shall also maintain an increased level of the 1959 Survivor Benefit.
Social Security: No contributions are paid by the City or employee into Social Security.
Medicare (Employees hired after 4/1/86) 1.45% of salary paid by City and 1.45% by employee (2.9% total).
23.1. Flexible Benefit Plan:
The City will maintain the Flexible Benefit Plan at an amount equal to one- thousand five hundred and six dollars ($1,506) per month for each employee. This plan is voluntary and can be used by the employee to pay, to the extent available, for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP, the excess shall be deducted from pre-tax wages.
For new unit members who are hired on or after December 4, 2017, the City will maintain a total Flexible Benefit Plan contribution of one- thousand five hundred and six dollars ($1,506) per month for each employee. However, new members are not eligible for any cash in lieu option related to this benefit and any remaining portion of the FBP contribution after all qualified benefits have been selected, shall be forfeited.
Employee must be on payroll on the first work day of that month. (Excluding recognized paid City holidays).
22. Life Insurance: (City Paid)
Lincoln Financial GroupEffective Date: February 1, 2016 City pays 100% of employee's premium. Benefit equal to 18 months base salary to employee's designated beneficiary.
30. Short Term/Long Term Disability
Lincoln Financial GroupEffective Date: February 1, 2016 Weekly benefit 66 2/3% of pre-disability earnings as of the date of disability, reduced by deductible income. 31 day waiting period for illness; 1st day for accident. Maximum weekly benefit $2,492. before reduction by deductible income.
21.4. Deferred Comp ( City Paid)
Employees do not receive any employer paid deferred compensation as the employees requested to roll this former benefit into their Flexible Benefit Plan as outlined below. Effective January 1, 2006 the $90 deferred compensation contribution made by the City will be placed into the employees Flexible Benefit Plan monthly benefit amount. The $90 deferred compensation used for flex benefits shall not be included as a factor for future percentage increases to the Flex Benefit Plan.
14.11. Longevity Premium
10 Yrs = $100/month
15 Yrs = $190/month
20 Yrs = $265/month
14.12. Bilingual Stipend
The employee must on a frequent and recurring basis speak and/or translate by reading/writing one or more languages other than English in the performance of his/her public contact duties with the City. An employee is eligible for $100 per month for verbal skills and an additional $100 per month for written skills.
14.13.3.Education Incentive Pay
Effective August 1, 2013, employees awarded the following certificates, related to the employee's job, shall receive the listed dollar amounts per month:
State of California Department of Health Services Water Treatment Operator Grade 3 $50
State of California Department of Health Services Water Treatment Operator Grade 4 $75
State of California Department of Health Services Water Treatment Operator Grade 5 $100
State of California Department of Health Service Water Distribution Operator Grade 3 $50
State of California Department of Health Service Water Distribution Operator Grade 4 $75
State of California Department of Health Service Water Distribution Operator Grade 5 $100
It is the agreement of the City and the IBEW that employees receiving pay for Treatment or Distribution certifications can only be compensated for the highest certification of either Treatment or Distribution so that the maximum compensation per month for; Grade 3 is $50, Grade 4 is $75, Grade 5 is $100. No employee is eligible to receive certification pay for treatment and distribution concurrently.
Employees awarded a Bachelor of Arts or Science degree from an accredited college shall receive $50 per month. This amount will increase to $75 per month effective August 1, 2013.
None of the above shall apply to any employee whose job description has an equivalency requirement for either an Associate in Arts or Science degree or specific certifications; or a Bachelor of Arts or Science degree.
24.3. Computer Loan Program
Up to $5,000 for authorized computer equipment to be repaid within in 24 months interest free by bi-weekly payroll deduction. Employee must have passed probationary period to qualify. See IBEW MOU
15.1. Holidays
10 designated holidays per year. See IBEW MOU for dates.
15.3. Floating Holidays
2 floating holidays- floating holidays shall accrue on July 1 and must be taken by the following June 30, or the hours will be forfeited.
16. Vacation Days
Per Calendar Year Employee accrues 90 hours of vacation per year thru 4th year to a maximum of 210 hours/yr. thru 16th year. An employee shall be required to use one half (½) of his/her annual vacation accrual yearly and shall be able to carry over one half (½) of one year's vacation accrual from one year to the next, cumulatively, up to a maximum of seventy-eight (78) times the then-current pay period rate of vacation accrual. Accrual which exceeds the aforementioned maximum, shall be paid to the employee as it is accrued.
In special cases where it has not been possible, due to work load or other factors, for the employee to use his or her vacation before reaching a maximum, it shall be within the department head's authority to authorize cash payment in lieu of time off.
For employees hired on and after December 1, 2017, the employee may accumulate up to a maximum of three hundred (300) hours. Vacation accrual which exceeds the maximum allowed shall be paid to the employee in the following pay period in which it is accrued until the accrued balance is below the maximum. (SEE IBEW MOU for more detail).
20. Sick Leave and Personal Business Leave
Sick leave with pay shall accrue to employees at the rate of ten hours per month for each calendar month of paid employment, with unlimited accumulation. Personal Business leave: 30 hours/yr. debited against sick leave balance. See IBEW MOU for conversion to cash details when separating from City.
20.7.3. Conversion to Service Credit Upon Retirement
Pursuant to the terms of the City's contract, as amended, with CalPERS, upon voluntary retirement the employee may convert 100% of his or her accrued sick leave balance, less any amount converted to cash under the provisions of Section 20.7.2., to retirement service credit
20.10. Bereavement Leave
An employee may be permitted to take up to four (4) ten (10) hour days of Bereavement Leave in the event of the death of a member of his or her immediate family. "Immediate family" member is herewith defined as a mother, father, brother, sister, spouse, child, mother-in-law, father-in-law, grandparents, registered domestic partner under California law, or relative living within the employee's household. Persons in loco parentis may also be considered under certain circumstances. Such leave shall not be charged against the employee's sick leave or vacation. In addition to bereavement leave, an employee may request up to two (2) ten (10) hour days of sick leave in the event of the death of an immediate family member. Such leave shall be charged against the employee's accrued sick leave balance and shall be considered in calculating his or her ability to convert the balance.
11. to 11.5.4. Overtime/Comp Time
Overtime work must have been authorized by the department head or the City Manager. Accumulated Comp Time not taken off in the pay period in which it was earned, may be carried over to a maximum of one hundred sixty (160) hours (106.66 hours worked at time-and one-half would equal 160 hours).
14.2. Differential Pay
Rubber Gloving After successful completion of training in Rubber Gloving certain classification shall receive 6% differential to their base monthly salary.(pursuant to section 14.2 of MOU)
5.2. Footwear
Pursuant to section 5.2 employees who are required to wear specified footwear shall be reimbursed up to $235 per year. Linemen receive one pair of lineman's boots per year.
23.2. Retiree Health Benefit
23.2. Retirement
Employees hired prior to December 4, 2017, who, at the time of retirement from the , have at least twenty (20) cumulative years of service with the , shall have the opportunity to choose one of the following options. The employee must indicate his or her choice within 30 days of retirement from the and such choice shall be considered irrevocable:
23.2.1.1 City-Paid Health Insurance. Beginning with the first month after retirement, the City will reimburse monthly to the employee, until the employee passes away, an amount equal to the single-coverage premium in the health insurance program of the employee's choice, in the CalPERS health plans. The amount of the City's contribution shall vary, up or down, depending on periodic changes in rates. The current CalPERS Public Employee' Medical and Hospital Care Act (PEMHCA) minimum statutory contribution that the City pays directly to CalPERS shall be considered to be part of the portion paid by the City.
23.2.1.2 Opt Out of the City Paid Health Insurance

Should you are interested and qualified, please apply in confidence by filling online application form at :

Notes :
  • Only qualified candidates that meet with the above requirements would be processed in this recruitment.
  • Only candidates that meet the above qualification will be shortlisted.

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