|Link to job brochure:|
|Classification Title||Building Maintenance Worker|
|Job Category:||Short-Term Temporary (non-teaching)|
|Job Open Date:||04/27/2017|
|Job Close Date:|
|Initial Screening Date|
|Job Open ID:||NBU042717|
|Position Title:||Building Maintenance Worker (Substitute)|
|Department||Human Resources (Dist) (Dist-014-090)|
|Salary Schedule Link:||Click here for current Salary Schedules|
|Pay Range:||$24.55/hr; $25.28/hr eff. 07/01/17|
|% of Range:|
|Hours per week:||20-40|
|Additional Position Information:|
|Summary Description:|| |
The Districtâ€™s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.
This position is a short-term, hourly, non-bargaining unit position, not to exceed 160 days per Fiscal Year. You will be contacted should the hiring department/division be interested in scheduling an interview with you to discuss your qualifications and skills. Please do not call the Human Resources Office regarding the status of your application. The most current status of all applications will be available for you to view on our website. This position is open until filled or withdrawn.
Under general supervision from higher level supervisory or management staff, performs a full range of semi-skilled duties related to the maintenance, repair and cleaning of assigned buildings and facilities; may assists in skilled maintenance trades including plumbing, carpentry, HVAC, and electrical; operates a variety of maintenance and repair tools and equipment; and maintains current records of maintenance and repair work. May receive functional supervision, technical training and work direction from a higher-level building maintenance worker.
|Distinguishing Characteristics:|| |
This is the journey level class within the Building Maintenance Worker series. Employees within this class are distinguished from the Lead Building Maintenance Worker in that the latter position serves as a lead worker over lower level building maintenance staff and is assigned the more difficult and complex work of the unit. Employees at the Building Maintenance Worker level are fully aware of the operating procedures and policies of the work unit.
|Representative Duties:|| |
The duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. Please see Job Duties for details.
|Knowledge of:|| |
Operations, services, and activities of a building maintenance program.
|Ability to:|| |
Perform a variety of semi-skilled repair and maintenance work on assigned buildings and facilities. Use and operate a variety of tools and equipment required for the work in a safe and efficient manner. Estimate time, material, and labor costs for maintenance and repair projects. Clean and care for assigned areas and equipment. Perform basic shop mathematics. Maintain a variety of records. Move heavy objects and perform heavy manual labor. Ensure adherence to safe work practices and procedures. Work cooperatively with other maintenance staff. Work independently in the absence of supervision. Understand and follow oral and written directions. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work.
|Education and Experience Guidelines:|| |
Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.
Equivalent to the completion of the twelfth grade supplemented by specialized training in general building maintenance.
One year of building maintenance or general carpentry experience .
|License or Certificate:|| |
Possession of a valid driver’s license and proof of insurability.
|Conditions of Employment:|| |
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
|Work Environment:|| |
Work is performed in both indoor and outdoor field environments; travel from site to site; work at heights on scaffolding and ladders; exposure to noise, dust, grease, smoke, fumes, noxious odors, gases, and all types of weather and temperature conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain. Occasional exposure to risks controlled by safety precautions. Positions may be required to work evenings and weekends.
|Physical Demands:|| |
Primary functions require sufficient physical ability and mobility to walk, and stand for prolonged periods of time; frequently stoop, bend, kneel, crouch, crawl, climb, reach, and twist; push, pull, lift, and/or carry moderate to heavy amounts of weights; operate assigned equipment and vehicles; verbally communicate to exchange information. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction.
|Additional Position Information:|| |
Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employeeâ€™s responsibility to incur the cost of any testing required for the position, and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.
NBU at-will employment: After successful completion of the requirements of Section A, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an â€œif and as neededâ€ basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at anytime. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.
Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment.
Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.
160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the employeeâ€™s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the employeeâ€™s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.
Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at www.socccdjobs.com.
Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Retirement information: NBU employees may not work more than 960 hours from June 15th â€“ June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employeesâ€™ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employeeâ€™s responsibility to inform their supervisor of their CalPERS status for current and future assignments.
Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.
Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.
Mandated reporter: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees.
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