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R91-154RESOLUTION A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA, ADOPTING THE PAY PLAN OF THE CITY OF BOYNTON BEACH FLORIDA FOR THE FISCAL YEAR OF 1991/92 EFFECTIVE OCTOBER 1, 1991 AND ADOPTING JOB DESCRIPTIONS, NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT: Section 1. That the Municipal Employee's Classified Pay Plan referenced as Exhibit "A" and attached hereto be adopted for the Fiscal Year of 19g~/92. Section 2. That the Municipal Employee's Classified Pay Plan for Fiscal Year 1991/92 does not provide for a Cost of Living or Anniversary increase. Section 3. The job descriptions, attached hereto, for the following positions are hereby adopted: City Engineer; Director of Administration; Deputy Fire Chief; Risk Management Specialist; Supervisor of Meter Reading Services; Citizen Service Clerk III; TV Specialist; Range Attendant; Equipment O~perator I, II, and III, Parks; Equipment Operator I, II, and IIJLPublic Works; Equipment Operator I, II and III, Utilities; Equipment OperaTor III, IV, Sanitation. Section 4. This Resolution shall take effect October 1, 1991. PASSED AND ADOPT£D this J~ day of September, 1991. A ~EST. Ci~-C1 erk - ~- {Corpor'~te S6al ) CITY OF BOYNTON BEACH, FLORIDA Mayor · Con~er CITY OF BOYNTON BEHCH PAY PLAN - RESOLUTION ~R- EFFECTIVE OCTOBER 1, 1991 NON-EXEMPT EMPLOYEES 91792 A GENERAL CLERICAL 0101 0110 0120 0181 0182 0183 0121 0125 0130 0t40 0150 0160 0161 0170 0171 0430 0470 CLERK. I ..................... CLERK II .................... CLERK III ................... CITIZEN SERVICE CLERK I ..... CITIZEN SERVICE CLERK II .... CITIZEN SERVICE CLERK III... CLERK STENOGRAPHER ........... SHIFT CLERK .................. SWITCHBOARD INFORMATION CLERK. SECRETARY I ................... SECRETARY II .................. SECRETARY III ...................... HDMINISTRATIVE ASSISTANT I ......... RECORDING SECRETARY ................ DATA SYSTEM/RECORDS CLERK .......... PERSONNEL TECHNICIAN ............... BUYER .............................. .... 16 .... 18 .... 20 .... 17 .... 19 .... 22 .... 21 .... 19 .... 17 ...... 19 ....... 21 ....... 23 ........ 25 ........ 25 ........ 23 ........ 23 ........ 23 COMMUNICATIONS 2403 2402 2401~ SENIOR DISPATCHER ............................... 26 DISPATCHER II ................................... 22 DISPATCHER I .................................... 20 FINANCE -0302 0310 0315 0360 0361 PAYROLL ADMINISTRATOR ........................... 25 ACCOUNTING CLERK I .............................. 18 ACCOUNTING CLERK II ............................. 21 ACCOUNTANT I .................................... 24 ACCOUNTANT II ................................... 28 DATA PROCESSING/UTILITY BILLING 0321 0341 0370 COMPUTER OPERATOR ............................... 20 CUSTOMER RELATIONS CLERK ....................... 19 PROGRAMMER ...................................... 24 t PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 91/92 INSPECTION - BUILDING AND ZONING 0502 0510 0515 0520 0525 0530 0535 0540 05~1 0542 0543 OCCUPATIONAL LICENSE FIELD INSPECTOR ........ - .... 24 BUILDING INSPECTOR I ............................ 27 BUILDING INSPECTOR II ........................... 29 PLUMBING & MECHANICAL INSPECTOR I ............... 27 PLUMBING & MECHANICAL INSPECTOR II .............. 29 ELECTRICAL INSPECTOR I 27 ELECTRICAL INSPECTOR II ......................... 29 PLAN CHECK INSPECTOR ............................ 28 PLAN REVIEW ANALYST I ........................... 22 PLAN REVIEW ANALYST II ............. 25 L U SC - S VIROmW- TAL UTILITIES 0801 0805 0830 0831 0832 0901 0910 0920 0930 0931 1105 1110 1120 1130 1131 1201 1210 1220 1221 1222 1250 1251 1252 1253 1254 1255 1256 WATER METER READER ................. INVENTORY & RECORDS CLERK .......... UTILITY MAINTENANCE MECHANIC I ..... UTILITY MAINTENANCE MECHANIC II .... UTILITY MAINTENANCE MECHANIC III.. WATER PLANT OPERATOR TRAINEE ..... WATER PLANT OPERATOR I ........... WATER PLANT OPERATOR II ......... WATER PLANT OPERATOR III ....... WASTEWATER PLANT OPERATOR I .... LAB TECHNICIAN TRAINEE ......... LAB TECHNICIAN I ............... LAB TECHNICIAN II .............. LAB TECHNICIAN III ..................... CHEMIST .................................. UTILITY MAINTENANCE TECHNICIAN I ........... UTILITY MAINTENANCE TECHNICIAN II .......... UTILITY MAINTENANCE TECHNICIAN FOREMAN III. LOCATION SPECIALIST ..... FIRE HYDRANT SPECIALIST. F.C.C. RADIO TECHNICIAN. PROCUREMENT ASSISTANT... SYSTEM OPERATOR TRAINEE. SYSTEM OPERATOR I ....... SYSTEM OPERATOR II ...... SYSTEM OPERATOR III ..... CROSS CONNECTION CONTROL TECHNICIAN ........ 19+ 20~+ 22+ .. 24+ .. 26+ .. 20+ · . .23+ ·.. 25+ ·..28+ · . .23+ ...20 ·..23 · . .25 · . .27 ·..28 ·.. 22+ ·.. 24+ · . .26 ·.. 22+ ·. · 22+ · . .28 ·..26 ·..20+ ...23+ ·.. 25+ ..... ·.. 28+ ·..24+ 2 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 91/92 PUBLIC WORKS: 1420 1425 1445 1450 1451 REFUSE COLLECTOR I .......................... ~ .... 18+ REFUSE COLLECTOR II ............................. 19+ ANIMAL WARDEN I ................................. 19+ ANIMAL WARDEN II ................................ 22+ ANIMAL CONTROL SUPERVISOR ....................... 26 ENGINEERING: 0601 0620 0621 ENGINEERING AIDE I .............................. 25 ENGINEERING INSPECTOR I ......................... 26 ENGINEERING INSPECTOR II ........................ 28 SKILLED TRADES 1510 1515 1520 1525 1530 1535 1545 1546 1552 1555 1554 1553 SIGN SHOP OPERATOR .............................. 20+ HVAC MECHANIC' II .................... AUTOMOTIVE MECHANIC I ............... AUTOMOTIVE MECHANIC II .............. AUTOMOTIVE MECHANIC III ............ BUILDING MAINTENANCE MECHANIC I .... BUILDING MAINTENANCE MECHANIC II... ELECTRICIAN II ..................... ELECTRICIAN III .................... CHIEF ELECTRICIAN .................. WELDER II ..................................... WELDER III ................................... ........... 24+ ........... 22+ ........... 25+ ........... 28+ ........... 20+ ......... 24+ ......... 26+ ......... 28+ ......... 29 .25+ .27+ WAREHOUSE: 2502 2503 STOREKEEPER I ................................... 18+ STOREKEEPER II .................................. 22+ GENERAL LABOR EQUIPMENT OPERATION 1401 1402 1410 1415 1416 1426 1427 1601 1610 1620 1625 1627 1626 CUSTODIAN I .............................. CUSTODIAN II ............................ MAINTENANCE WORKER i .................... MAINTENANCE WORKER II ................... PIPE LAYER .............................. MAINTENANCE TECHNICIAN .................. CREW LEADER ................ EQUIPMENT OPERATOR I ....... EQUIPMENT OPERATOR II ...... EQUIPMENT OPERATOR III ..... EQUIPMENT OPERATOR IV ...... T.V. SPECIALIST ............ ASSISTANT T.V. SPECIALIST.. ...... 16+ ...... 18+ ...... 17+ ...... 18+ ...... 20 ...... 20+ ...... 20+ ...... 19+* ...... 21+* ...... 23+* ...... 25+* ...... 25+ ...... 20+ *SEE SPECIFIC JOB DESCRIPTIONS FOR SANITATION, PUBLIC WORKS, PARKS AND UTILITIES PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 91/92 GENERAL LABOR EQUIPMENT OPERATION 1430 1432 1434 1435 1436 FOREMAN I ....................................... 22 FOREMAN II ...................................... 24 FOREMAN III ..................................... 26 IRRIGATION SPECIALIST I ......................... 21+ IRRIGATION SPECIALIST II ........................ 23+ LIBRARY 1701 1720 1730 1740 LIBRARIAN I ..................................... 24 LIBRARY ASSISTANT I ............................. 18 LIBRARY ASSISTANT II ............................ 19 LIBRARY ASSISTANT III ........................... 20 RECREATION AND PARKS 1801 1805 1820 1850 1855 t857 LIFEGUARD I ............................ LIFEGUARD II ........................... RECREATION SUPERVISOR I ................ RECREATION LEADER ...................... RECREATION SPECIALIST .................. RECREATION WORKER I .................... ........ 21+ ........ 23+ ........ 22 ........ 15+ ........ 19 ........ 18+ PLANNING 2292 PLANNING GRAPHICS TECHNICIAN .................... 25 POLICE 2020 2040 2050 2044 2041 2042 2043 2045 2046 0505 0506 0585 POLICE OFFICER ........ POLICE DETECTIVE ...... POLICE SERGEANT ....... I.D. SUPERVISOR ....... PHOTO LAB TECHNICIAN.. I.D. TECHNICIAN ....... CRIME SCENE TECHNICIAN ....... EVIDENCE CUSTODIAN ........... POLICE FORFEITURE SPECIALIST. CODE & LICENSE INSPECTOR I... CODE & LICENSE INSPECTOr"II.. CODE & REHABILITATION INSPECTOR ......... ·..28 . . .29 ...32 · . .25 · . .22 · . .22 . . .22 · . .22 ·..25 ...24 · . .26 ..... 25 4 CITY OF BOYNTON BEACH PAY PLAN FOR EXEMPT EMPLOYEES "B" 1991/92 ADMINISTRATIVE/GENERAL 0260E 0261E 0270E 0275A 0280E 0290A 0480E 0420E 0421A 0294E 0295A 250IE 0422A ASSISTANT CITY MANAGER .................... PUBLIC INFORMATION OFFICER ................ ASSISTANT TO THE CITY MANAGER ............. DEPUTY CITY CLERK ............ CITY CLERK ................... ADMINISTRATIVE ASSISTANT II.. PERSONNEL D~RECTOR ........... PERSONNEL COORDINATOR DIRECTOR OF ADMINISTRATION............ RISK MANAGEMENT SPECIALIST ............ PROJECT MANAGER ....................... ASSISTANT PURCHASING AGENT ............ ...39 ...35 ...35 ...30 ...39 ...27 ..... 39 ..... 34 ....... 30 ....... 39/40 ....... 27N ....... 36 ....... 30/34 FINANCE 0365A 0350A 0355A 0362A 0380E 0381E BUDGET COORDINATOR .......................... CITY TREASURER .............................. ASSISTANT CITY TREASURER .................... ACCOUNTANT III .............................. FINANCE DIRECTOR/TREASURER .................. ASSISTANT FINANCE DIRECTOR .................. . .28 · .34 . .28 · .30 · .41 . .34 DATA PROCESSING 0372E 0373A DIRECTOR OF DATA PROCESSING .................... 39 PROGRAMMER ANALYST ............................. 30 BUILDING 0545A 0580E 0570E 0553A 0550A 050lA CHIEF PLAN CHECK INSPECTOR ..................... 30 BUILDING OFFICIAL .............................. 39 DEPUTY BUILDING OFFICIAL ....................... 35 PERMIT ADMINISTRATOR ........................... 32 DEVELOPMENT COMPLIANCE ADMINISTRATOR ........... 32 OCCUPATIONAL LICENSE ADMINISTRATOR ............. 28 FIRE 1910 1921 1922 1923 1925 1926 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 91/92 DEPARTMENT **FIREFIGHTER ................................... 24 **FIREFIGHTER I ............................ 2 .... 26 **FIREFIGHTER II ................................ 28 **FIREFIGHTER III ................................ 30 **PARAMEDIC OFFICER I ........................... 32 **PARAMEDIC OFFICER II (ENCUMBERED) ............. 32 1930 1940 1950 1951 1952 1953 **FIRE LIEUTENANT ............................... 32 **FIRE CAPTAIN .................................. 34 FIRE PREVENTION OFFICER I ..................... 30 FIRE PREVENTION OFFICER II (NEW CONSTRUCTION) ............. 32 FIRE PREVENTION OFFICER II (EXISTING CONSTRUCTION) ........ 32 FIRE INSPECTOR ................................ 26 **48 hour work week GOLF COURSE 2303 2304 2305 2308 2309 2310 GOLF COURSE MAINTENANCE FOREMAN ................. 26 GOLF COURSE MAINTENANCE MECHANIC ................ 24+ GOLF CART MECHANIC .............................. 24+ ASSISTANT GOLF PROFESSIONAL ..................... 15 GREENSKEEPER .................................... 17+ GOLF COURSE CHEMICAL SPRAY TECHNICIAN ........... 19+ COMMUNITY REDEVELOPMENT & REHABILITATION 2610 2611 LOAN SPECIALIST ................................ 25 CONSTRUCTION COORDINATOR ....................... 27 +Bargaining unit members - IBF&o 5 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1991./92 UTILITIES 0803A 0802A 0880A 0885A 0950A 0951A 0886A 0980A 1280A 1281P 1282P 1285P 0586A 1581P 1382A 1287A 1286E lZ88A 138OE 1384A 1385A 1279A SUPERVISOR OF METER READER SERVICES .... ASSISTANT SUPERVISOR OF METER READERS.. UTILITY SYSTEMS SUPERVISOR ............. ASSISTANT UTILITY SYSTEMS SUPERVISOR... ASSISTANT WATER PLANT SUPERVISOR ....... SUPERVISOR OF UTILITY MECHANICS ........ ...... 30/31 ...... 27 ...... 34 ...... 27 ...... 30 ...... 32 ASSISTANT SUPERVISOR OF UTILITY MECHANICS ..... WATER PLANT SUPERVISOR ........................ ASSISTANT~SUPERVISOR OF UTILITY STATIONS ...... UTILITY ENGINEER (PE) ......................... ASSISTANT UTILITY ENGINEER (PE) ............... UTILITY INSPECTOR CHIEF FIELD INSPECTOR ....................... SUP~ENDENT OF PIPELINES & CONSTRUCTION.. SU~~. OF PUBLIC WATER & PUMPING SYSTEMS ..... DEPUTY UTILITY DIRECTOR ...................... ~SSIST~NT TO THE UTILITY DIRECTOR ........ REc¢o ..... ........... ...... E~IRONM~EN~2L IMPACT COORDINATOR ........ SUPER,V~iSQ~C~,WATERm~ DISTRIBUTION ..... ASSISTANT SIr~ERvIsoR/UTILITY PUMPING .30 .34 .32 .37 .35 .34 .30 .30 .35 .35 .37 .35 ~41 .32 .30 .30 30 · PUBLIC WORKS: 1460A 1470A 1570A 1480E 1486E SANITATION SUPERVISOR .......................... 32 STREET SUPERVISOR .............................. 32 AUTOMOTIVE SHOP SUPERVISOR ..................... 32 ASSISTANT DIRECTOR OF PUBLIC WORKS ............. 35 DIRECTOR OF PUBLIC WORKS ....................... 40 ENGINEERING: 0631A 0635P 0638E ADMINISTRATIVE COORDINATOR OF INSPECTION & ENGINEERING .................................... 34 CIVIL ENGINEER ................................. 35 CITY ENGINEER (P.E.;...L% ...................... 39 FACILITIES MANAGEMENT 1560A FACILITIES MANAGEMENT SUPERINTENDENT ........... 34 7 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1991/92 WAREHOUSE 2504A WAREHOUSE SUPERVISOR ............................ 30 LIBRARY 1710A 1715A 1780E LIBRARIAN II ................................... 26 LIBRARIAN III .................................. 30 LIBRARY DIRECTOR ............................... 39 RECREATION AND PARKS 1830A 1840A 1856P 1860A 1865P 1870E 1875E 1880E RECREATION SUPERVISOR II .................. RECREATION SUPERVISOR III .... TENNIS PROFESSIONAL .......... PARKS SUPERVISOR ............. FORESTER/ENVIRONMENTALIST .... PARKS SUPERINTENDENT'. ........ RECREATION SUPERINTENDENT .... RECREATION & .... 24 .... 30 .... 19 .... 32 .... 33 .... 34 .... 34 PARK DIRECTOR .................... 40 PLANNING 2280E 2290A 2293P 0556A DIRECTOR OF PLANNING & ZONING .................. 39 SENIOR PLANNER ................................. 33 ASSISTANT PLANNER .............................. 30 ZONING & SITE DEVELOPMENT ADMINISTRATOR ........ 32 POLICE 0557A 2060A 2070E 2080E CODE ENFORCEMENT ADMINISTRATOR ................. 32 POLICE LIEUTENANT .............................. 35+ POLICE CAPTAIN ................................. 38 POLICE CHIEF ................................... 41 FIRE 1945P 1955P 1980E 1987E TRAINING OFFICER ............................... 35 E.M.S. COORDINATOR ............................. 35 FIRE CHIEF ............ ~-. ....................... 41 DEPUTY FIRE CHIEF .............................. 37 +Bargaining Unit 8 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1991/92 GOLF COURSE 2301E 2302A 2306P 2307P GOLF DIRECTOR .................................. 39 GOLF COURSE SUPERINTENDENT ..................... 34 HEAD PROFESSIONAL (Co) ........................ 22 FIRST ASSISTANT PROFESSIONAL ................... 20 COMMUNICATIONS 2420E 2410A COMMUNICATIONS MANAGER ......................... 35 DISPATCH SUPERVISOR ............................ 32 COMMUNITY REDEVELOPMENT & REHABILITATION 2610E DIRECTOR OF COMMUNITY REDEVELOPMENT AND REHABILITATION ............................. 39 CITY OF BOYNTON BEACH NON-CLASSIFIED PAY PLAN CLASSIFICATION EFFECTIVE OCTOBER 1, STARTING (1 yr.) 2101 CBE Clerks 5.44 2115 Library Pages 5.44 2116 Relief Clerk/Library 6.01 2120 Beach Parking/Boat Ramp 6.28 Attendants 2130 Playground Leader 2150 Recreation Attendant 2151 Kennel Maintenance Worker 2160 School Crossing Guards 2171 Dispatchers/will call 2170 Summer Program 2175 Summer Intern/Planning 2176 Range Attendant/Golf Course 6.01 5.74 6.80 6.51 8.64 4.25 9.00 4.25 1991/92 1991 ~ yr. ~2 5.72 6.31 6.60 6.31 6.03 7.14 6.84 9.08 2 yr. 6.01 6.63 6.93 6.63 6.34 7.50 7.19 9.54 Final 6.31 6.97 7.28 6.97 6.66 7.88 7.55 10.02 jobclass.pmp 10 PAY PLAN -- CITY OF BOYNTON BEACH 1991/92 BUDGET COMPENSATION FOR CLASS OF EMPLOYEES: Ail rates prescribed in the compensation schedule represent the standard rates of compensation for the classified (full time employees and non-classified (part-time employees). Employees hired as part-time, temporary or seasonal will be paid the rate indicated for such job title, hour for hour, and are not eligible for any City benefits. Addition or deletion to the Pay Plan will not affect members of bargaining units unless ratified as an amendment to their current contract. Current contracts that specifically deviate from this Pay Plan will supersede that area noted. In no case can the union contract and the Pay Plan be used together for the same issue. Unless it is outlined in the contract the Pay Plan is the final indicator in the administration of payroll matters. All positions within the Pay Plan are designated either as classified or non-classified. The classified positions are full time and follow the provisions outlined in the Civil Service Rules and Regulations and in SeCtion 72 of the City Charter. ENTRANCE AT THE MINIMUM RATE OF PAY IN THE CLASSIFIED AND NON-CLASSIFIED SERVICE: The minimum rate of pay for a classification shall be paid any person on their original appointment to a position except when the City Manager determines there has been demonstrated an inability to recruit at the minimum rate of pay or the new employee possesses exceptional qualifications warranting employment at a higher rate in the pay range. GRADUATED RATE OF PAY IN THE CLASSIFIED AND NON-CLASSIFIED SERVICE:* Employees entering step one (1) through step five (5) will remain at each of these steps for one year. Employees entering step Longevity One (L-i) and step Longevity Two (L-2) will remain at the pay level for two years. Employees entering step Longevity Three (L-3) and Longevity Four (L-4) will remain at that pay level for three (3) years. Employees entering step Longevity Five (L-5) will remain at that pay level for one (1) year. Employees who have completed a year in step L-5 will receive 5% of their ba~e pay or $1,000 whichever is less. This is a one time lump sum payment issued to employees in good standing on their anniversary date. 1 PAY PLAN - CITY OF BOYNTON BEACH - 1991/92 BUDGET NON-CLASSIFIED EMPLOYEES:* Employees will spend a year each in the first two sueps, years in the nexu step and final out in the fourth'step. then two * For fiscal year 1991./92 there.wilt be no ahniversary increases given; there will be ~o advancements to the next step in the pay matrix; all increases are frozen except for promotions. CLASSIFIED EMPLOYEES' HOURS OF WORK~ OVERTIME~ CALL BACK AND COMPENSATORY TIME: HOURS OF WORK: The City Manager shall establish hours of work which insofar as the practicable shall be uniform within occupational groups which shall be determined in accordance with the needs of the service and which shall take into account the reasonable needs of the public who MAY be required to do business with various City depar~menus. For purposes of the Pay Plan the City's work week starts at 12:01 A.M. Thursday and ends at 12:00 P.M. the following Wednesday for a total of seven consecutive days. OVERTIME - NON EXEMPT EMPLOYEES This section of the pay..plan deals with overtime pay for non-exempt employees (see Pay Plan A) as provided by the Fair Labor Standards Act (FLSA) Employees in this cauegory are elig&ble to be paid at the rate of time -and one half (1 1/2) for any hours worked over their regular work week of forty (40) hours. The overtime rate of pay is calculated by multiplying the employee's regular hourly rate by one and a half times. (See the Pay Plan for hourly rates)> The following exclusions are not included in determining the time and a haZ rate. 1. Discretionary bonuses paid in recognition of service performed during certain periods. 2. Payments made for fringe benefits. Employees cannot be in a work status more than seven minutes prior or seven minutes after regular work day unless they have their supervisor's approval. Each employee must be advised of the official start and ending time of their department work day. For purpose of overtime the City will follow the Department of Labor 7/8 minute rule. This rule means that an employee would not be eligible for overtime until he has been on the job for more than seven minutes, i.e., at the start of the 8th minute they would then receive 15 minutes au the overtime rate as outlined above. Likewise, if they work 23 minutes they would be paid at 30 minutes overtime or if they work 22 minutes they would be paid 15 minutes at time and a half. This procedure will be followed if an employee reports uo work laue. PAY PLAN - CITY OF BOYNTON BEACH - 1991/92 BUDGET EXEMPT EMPLOYEES con't. The recreational employees who are exempt from both the minimum wage ($4.25) and the FLSA overtime provision are those who "are employed by recreation that does not operate for more than seven months in a calendar year". CALL BACK Any employee eligible under the overtime section who has physically left work (punched out) and is called back to work by his Department Head or the Department Head's designated represen- tative for a non-scheduled or emergency department related assignment shall be compensated for two hours of call back pay plus the ti~e worked in excess of the first fifteen minutes. Call back is only for non-scheduled overtime assignments. GENERAL CONDITIONS Employees are eligible for an approximate five percent (5%) increase with a promotion or whatever percentage (%) is required to attain the entrance range. If an employee does non fulfill his six month probationary period on a promotion he/she will be reinstated in the pay grade and. s~ep promoted from. This in- crease does not affect their regular anniversary date and in- crease. Employees demoted whether voluntarily or not, will be placed in the step of the grade of the lower classification that the employee would have normally attained for that position based on their number of years of service with the City. Employees that are promoted from a pay grade of 27 or less to a pay grade of 29 or over will receive a minimum of 8% in- crease. Pay grade 29 was included in the adoption 88/89 Pay Plan. This grade ls approximately a 3% difference over grade 28. Employees promoted from grade 28 to 29 will receive a 3% in- crease. Employees that are demoted would be reduced a minimum of 3% plus whatever other percentage is required to attain the new grade and step as outlined above. Effective with the reclassified the pay system outlined above. 10/89 budget when an employee is increase will follow the promotional RECLASSIFICATIONS/PROMOTIONS: Fiscal year reclassifications and promotions will receive 5% or 8% if going from grade 27 or less to grade 29 or over or whatever percentage it takes to go into the entrance step of that grade. 4 PAY PLAN - CITY OF BOYNTON BEACH 1991/9'2 Emp'loyees will be paid at the rate of time and one half (1 1/2) for any hours worked over their regular work week schedule of forty (40) hours. If the employees work on a holiday they will be paid for the holiday if the City Manager approves and will be paid for the hours worked ~t the time and one half rate. In calculating hours actually worked for the purpos~ of overtime, paid leave benefits such as holiday, sick and vacation leave shall be counted as hours worked. However, sick leave with pay will not be granted on a holiday. Leave without pay shall not be counted as time worked and overtime hours worked during such a period would be authorized at straight time. Such o~ertime will be subject to the rate as outlined above unless such employee is covered under the provisions of a union contract. The sworn members of the Police and Fire Departments follow the provision specified above except they are covered under the FLSA 7K provision. The non-exempt Police will have a work period of seven consecutive days commencing at 12:01 A.M. Thursday, and ending at 12:00 P.M. the following Wednesday and continuing every seven days thereafter. The non-exempt Fire personnel will have a work period of 21 consecutive days commencing a~ 12:01 A.M. Thursday, and ending at 12:00 P.M. on the Wednesday ending 21 days later and continuing every 21 days thereafter. COMPENSATORY TIME The City has adopted the following schedule which is in compliance with FLSA for the non-exempt employees. The "comp time" is used at the same rate the overtime rate would be paid (see overtime). The "comp time" MUST be used within the same pay period it was earned. Employees ~annot carry forward a balance. The employee takes the time or is paid within the seven day period. THERE ARE NO EXCEPTIONS to this rule unless so stated in a union contract. EXEMPT EMPLOYEES The Fair Labor Standards Act (FLSA allows for specific exemption from the overtime procedure. These exemptions are based on the nature of that employee's job. These include the managerial/supervisory employees (see Pay Plan "B"). These are staff members who meet the definition of a "bonafide" executive, administrative or professional employee, as well as certain recreational classifications. Along with the Department Heads the exemption includes those employees who perform administrative tasks and those with specific training in a specialized field. The Department of Labor allows exempt employees up to a day's leave of absence for either sickness or personal reasons without adjustment to their wages. If, however, that employee has a bonafide accrual account for such leave all such hours shall be deducted and applied to that leave with no reduction in pay. 3 PAY PLAN - CITY OF BOYNTON BEACH - 1991/92 BUDGET UPGRADING POSITIONS: If the position title_ is upgraded the employees will remain in his current step in the new grade. Part positions seniority. time employees filling regularly established classified under this Pay Plan recelve no benefits-.and accrue no They will be paid at the entrance step only. Persons filling vacancies created by regular civil service employees on leave of absence are considered part time. Employees may be reclassified at the start of a new budget year only if such reclassification has been approved by the City Manager and City Commission during the budget sessions for which the reclassification is scheduled. The only exceptions would be the sworn Police and Fire personnel who must follow promotional standards outlined in the Civil Service Book. HOLIDAY PAY~ Employees shall be paid for legal holidays and those called to work shall also be paid for time worked as provided. Hourly rate employees must work their full regular work days immediately before and after the holiday or be in an authorized pay status on their full regular work day immediately before and after the holiday to receive pay for the holiday, Part-time, temporary and emergency appointed employees shall not be entitled to holidays with pay. Exempt employees that are required to work holidays are to be treated in one of two ways: 1. Be paid for the hours worked on the holiday at straight time, plus holiday pay. 2. Be paid for the holiday and be given the hours worked on that holiday as straight time comp time. VACATION PAY Employees may request advance vacation money in 40 hour increments only (48 for Fire) i~ their vacation requesu has been made to the Department Head~- ~approved and processed by the Personnel Department at least two weeks prior to the requested vacation time. Employees will accrue but are not entitled to paid vacation tzme until they have been employed by the City of Boynton Beach for six months. Consult the Civil Service manual for vacation schedule. PAY PLAN - C~TY OF BOYNTON BEACH 1991/92 BUDGET VACATION PAY FOR EMERGENCIES Employees faced with a sudden unforeseen ~mergency that have in excess of 40 hours of vacation pay are eligible for this program. Such employees may conve~t up to 80 hours over the 40 hour minimum reserve to cash. A request must be made in writing outlining the emergency and submitted to the Personnel Director. A committee comprised of the City Manager, Finance Director and Personnel Director will then review the request and approve the hours requested in total or modified as they see fit. This benefit can only be used once every five (5) years. APPRENTICE New appointments to a classified position may be designated as apprentice or trainee provided the position isn't classified such and shall be paid at a rate 5% below the starting rate for that classification for a period not to exceed 6 months. When the employee attains the proficiency or certification, during the six months they can be advanced to the normal starting rate of pay and will receive their next regular pay adjustment on their anniversary date. DISABILITY Employees who are on disability leave will have their positions held for a maximum of six months after disability claim is accepted and approved by the proper agency, after which they will have their name placed on a re-employment list as provided, under the Civil Service Rules and Regulations. In no case, however, will a position be held open longer than nine (9) months from date of incident. If the employee fails to comply with any provisions required by the agency handiLng the claim they will waive their rights for reinstatement in their open position or any other position. WORKER'S COMPENSATION Whenever an employee is totally disabled from duty for a period of no more than seven (7) calendar days because of an injury determined to be compensated under the provisions of the Worker's Compensation Act, he shall be entitled to full regular pay. If the period of disability is greater than seven (7) calendar days, the employee will be eligible to receive a sum of money up to an amount equal to the difference between his 6 PAY PLAN C~TY OF BO~NTON BEACH - 1991/92 BUDGET Worker's Compensation check and his normal net take home pay. The Worker's Compensation insurance check will not necessarily be delivered on the regular pay day. The injured employee will be eligible to receive the salary supplement for a period no~ to exceed three (3) months from date df injury. At the end of the three months, br sooner, the City Manager, Department Head and Personnel Director will review the case for a determination of the employee's physical ability to perform his City employment after a report from the City physician and attending physician and considering all o~her relevant factors. In no case will the salary supplement be extended beyond six (6) months from date of injury. The injured employee may elect to receiv~.-~accrued sick leave until that is exhausted and then vacation leave, in accordance with his regular hourly wage to the extent that this combined sick leave or vacation leave, City supplement (if less than the full amount authorized) and the Worker's Compensation benefits equal his regular weekly net take home salary. The employee must contact the payroll clerk to qualify for the combined check. It is incumbent on the employee to m~ke application for disability. Failure to do this automatically -cancels the additional City benefits. If the disability claim is denied the additional City salary supplement benefit will be cancelled. If the disability is approved the salary supplement will be cancelled after issuance of the disability check or at ~he end of the time duration outlined above whichever comes first. If an employee who is receiving Worker's Compensation payment along with the City supplement, sick or vacation leave, is found to be working or receiving compensation for his servic- es, during this period, they will be subject to reimbursing the City for all medical expenses and supplemented sick or vacation pay taken. EMPLOYEES IN A NON-PAID STATUS Employees on a non-paid status for 16 or more hours in a payroll period will be personally liable for payment to the City for all insurances, i.e. medical, life, dental, etc. (Fire *) No increments will be added to sick and vacation leave balances if an employee is on a non-paid status for more than 16 hours in a payroll period. *For members of the fire department no increments will accrue for any nine day cycle which includes (5) or more days of leave without pay or two thirds of pay cycle if other than nine days. 7 PAY PLAN - CITY OF BOYNTON BEACH - 1991/92 BUDGET TUITION REIMBURSEMENT The City will provide reimbursement for tuition and books for any full time permanent (completed their year's probation) non-union employee who choose to attend an accredited college or universi- ty. Employees meeting this criteria will initially pay and be reim- bursed by the City upon presentation of documented completion of the course. The employee who attains a grade of "A" or better will receive 100%; a grade of "B" or better, seventy five percent 75%) or a grade of "C" or better, fifty percent (50%) of the tuition and books for the course. In the event that the course is a mandatory pass/fail course, a grade of "passing" shall be treated the same as a "C". Employees will receiue no compensa- tion for a grade below "C". Courses must lead to a degree in the field of discipline that may, in the opinion, and with the approval of committee enhance the member's performance in their department. The committee ~o review the validity of the course and degree program for which the reimbursement is applied will be made up of ~the employee's Department Head, Personnel and Finance Directors. Approval for participation in the reimbursement program should be made prior to enrolling in the course. The committee will forward the recommendation to the City Manager who will have the final approval for payment. Employees are eligible for a maximum of $750 per fiscal year on a first come basis, but in no case will reimbursement funds be approved that exceed the budgeted allow- ance. This benefit will not be retroactive taken in the fiscal year applied for. Regulations, Rule XI, Section 6. and will only cover (see Civil Service classes Rules & SICK LEAVE TRANSFER OF TIME Employees that suffer a long term illness and subsequently exhaust all their accumulated sick and vacation leave are eligi- ble to participate in this benefit. Co-workers City wide may donate a minimum of 4 hours of--'thelr sick leave time, provided they have a minimum balance of 120 sick hours, to a specifically named employee. This is a totally voluntary program and enables staff to freely give sick leave in 4 hour increments to persons they believe are worthy to receive it. 8 CITY OF BOYNTON BEACH MANAGEMENT PACKAGE EXEMPT EMPLOYEES 1991./92 VACATION MANAGEMENT CATEGORY I 2 additional days Grades 30 thru 33 vacation MANAGEMENT CATEGORY II 3 additional vacation days Grades 34 thru 36 MANAGEMENT CATEGORY III 4 additional vacation days Grades 37 thru 45 SPECIAL NON-MANAGEMENT 2 additional vacation CATEGORY IV days Administrative & Executive positions · not subject to over- time and not in Cate- gory I, II or III above Employees will be issued during the last week of September. If an employee is hired or promoted during the year and eligible for this benefit, they will receive'vacation hours equal to the number of months they worked in the fiscal year they started to work or worked in their higher position, if promoted starting with the 1st of the month after date of promotion or hire. If an employee leaves the City prior to the end of September they will not be eligible for this benefit. 9 RULE VI COMPENSATION PLAN SECTION 2. SALARY SCHEDULES: To provide for adequate recognition of growth on the job, and recognizing that the C~ty expects all employees ko educate and train themselves so they may be more productive and valuable, the following method of advancement will apply: A. Employee growth in knowledge and diversity. B. Employee efficiency and a specific demonstration, act or performance that clearly indicates ~o the departmenthead Superior attainments. A one (1) step increase may be approved by the City Manager at any time during~the anniversary year for performance outlined in "B" above. The above schedule will provide incentive for advancemen~ of skills though education and training and tenure, and at the same time will provide increases where justified. To insure Systematic progression, each classification has been assigned to a Salary Range containing five (5) steps of approximately 5% each. All normal advances will be made automatically, upon satisfactory completion of the employee evaluation report, to the next step in the assigned range, one (i) year from the employment date. However, due to budgetary constraints no automatic increase described above Shall be authorized for fiscal y~ar 1991/92. Upon activation of this plan, all personnel will retain their present anniversary date and all new employees' anniversary dates will be the date of employment. All new employees will start at the first step for his class, unless it is impossible to recruit at the starting step. The City Manager may approve a higher starting rate or adjust an individual rate when he deems it in the best interest of the City provided-funds are within the approved budget, Losgevity increases beyond Step 5 will be authorized as follows: Step Service Required L-1 Two (2) years in Step L-1 L-2 Two (2) years in Step L-2 L-3 Three (3) years in Step L-3 L-4 Three (3) years in Step L-4 L-5 L-5 is the final step in the pay plan L-6 One year in Step L-5 eligible for a one time 5% or $1,000, whichever is less. E. If excessive sick leave is taken in such a way as to indicate a pattern, random or otherwise, the employee will be placed on restricted sick leave and a doctor's certificate will be required for a one day absence. An employee prior to being placed on restricted sick leave shall be so advised through a counseling session with his/her Director or Department Head. During that counseling session, the employee will be informed of the reasons being considered for restricted sick leave. At that time, the employee will be given an opportunity to explain the sick days taken, however, the Department Director shall have the sole discretion to place the empIoyee on ~estricted sick leave. When an employee is placed on restricted sick leave, the employee will be notified in writing of that fact. An employee placed on restricted sick leave shall be re-evaluated in three months. At the end of each three (3) month period if sick leave has continued to be taken the employee will be told that they will remain on restricted sick leave for another three (3) months. If no violation is noted the employee shall be removed from restricted Sick leave status. If not re-evaluated within five (5) working'days after the three (3) ~ period the employee will be automatically removed from re leave. The employee shall receive a letter removing from restricted sick leave. Employees serving a probationary period on s~hall accrue sick leave in accordance with section. an original appointment the provisions of this In computing sick leave no increments will accrue for any week which includes 24 hours or more of leave of absence without pay. For uniformed members of the Fire Department, no incremen=s will accrue for any nine day cycle which includes five (5) or more days of leave of absence without pay, or two thirds of the pay cycle if other than nine days. In computing sick leave taken, all employees shall be charged one hour sick leave for each hgur not worked because of illness. Permanent employees that have exhausted their accumulated sick leave and are still unable to return to work, may draw against their annual leave account. Such request must be made to the Department Head by the employee, who in turn must notify the Personnel Director on the prescribed form. Claiming sick leave when physically fit shall be cause for discharge. RULE XI Section 4. SICK LEAVE WITH PAY The following outlines the sick leave policy for both the 40 hour employees and the Fire Department shift employees. SICK LEAVE WITH PAY: Sick leave with pay shall be granted to regular- ly employed full time employees at the rate of 8 hours for each completed month of service (96 hours per year) with the exception of Fire Shift personnel who will be granted 12 hours per month (144 hours per year). Sick leave shall be computed on an employment year basis. Sick leave pay will be .paid at the same rate as a regular wor~ day. Unless otherwise authorized by the city.Manager and City Co,~,~,ission accumulation of sick leave is unlimited. Sick leave sh&ll not be considered as a right which an employee may use. at his discretion, but rather as a privilege which shall be allowed only tine illness within the immediate family. in any calendar year days for ~llness serious sick time' only if and City Mar!age~ doc purposes of this rule ~mploye~',s granted if it on family" shall consist of the ~n only. Sick leave will off or on a holiday. or disability, legal guaran- disease, or in the case of No more than five working days . employees and two shift sick leave because of In the case of a prolonged, ' take mo=e family Director tted. For no~ be Sick leave is credited as one fifth (1/5) of the assigned average work week per month .excluding overtime, holiday time, etc. In order to be paid for sick leave an employee must meet the following conditions: Notify his immediate supervisor not later than one (1) hours after the beginning of the scheduled workday of the reason for his absence or within lesser limits if required by the Department Head. Permit such medical examination, nursing visit or inquiry which the City deems desirable. C. File a written notification for such sick leave on the form and in the manner to be prescribed. Sick leave for more than three (3) working days, personal or family must be accompanied by a doctor's certificate explaining the absence and/or unfitness for duty. F. REIMBURSEMENT OF SICK LEAVE Plan A. For all full time employees hired prior to October 1, 1991 employees (or their beneficiaries in the case of death) that have attained permanent Civil Service status and are regular employees will have payment made for unused sick leave at the rate of one half (1/2) of the total number of hours accumulated, not taken, upon termination in good standing, retirement~ or death. Plan B. Employees hired October 1, 1991, and thereafter, that have ~ttained permanent Civil Service status and are regular employees will have payment made for unused sick leave at the rate specified in the table below, upon resigning in good standing, retirement or death. Plan B Continuous Years of Service Percent of Accumulated Sick Leave Less than 5 full years 0% More than 5 full years, but less than 10 full years 10% More than 10 full years, but less than 15 full years 15% More than 15 full years, but less than 20 full years 20% Upon retirement from City Service 30% (Retirement shall include normal retirement, disability retirement or early retirement as defined in the appropriate Pension Plan). RULE XI SECTION 3~ VACATION L~AVE The following outlines the vacation leave policy for both the 40 hour employees and the Fire Department shift employees. Plan A: The following language and schedule apply to all full u£me employees with an employment date prior to October 1, 1991. Each full time employee, with the exception of shift members Of the Fire Department, shall earn vacation leave at the rate of one working day per month during the first year of service. Bach employee shall, ~t the end of eac~ year thereafter be credited with additional vacation days (accumulated in hours) for each full year of continuous service as outlined in the chart below. The. ~uur~er of take vacation for the first s Vacation may be accrued in accordance with the following schedule: PLAN A VACATION ACCRUALPOLICY (Based on 40 hour work week) Years of Service Vacation Days Vacation Hours 1 year 12 96 2 years 15 120 3 years 15 120 4 years 16 128 5 years 17 136 6 years 18 144 7 years 19 152 8 years 20. 160 9 years 21 168 10 years 22 176 11 years 22 176 12 years 22 176 13 years 22 176 14 years 22 176 15 years 22 176 16 years 24 192 17 years 24 192 18 years 24 192 19 years 24 192 20 years 24 192 21 years & after 25 200 For purposes of vacation-leave, each shift member of the Fire Department shall receive the equivalent of six (6) shift days (144 hours) per year vacation. Each shift member of the Fire Department shall earn one (1) 24 hour shift days additional vacation for each four years of continuous service. The number of days/hours credited per year shall not increase after the 16th year of service unless amended. In computing vacation leave earned, no increments will acc=ue for or more days of leave of For 1 ~ will ~ three week of absence without pay, or the appropriate p~rcentage of the pay period. Vacation leave may be taken as earned with the approval of the department head who shall schedule vacations so as to meet the operating requirements of the department. Employees may accrue vacation leave to a maximum of the leave earned in the most recent two employment years. Vacation leave accrued during January 1 - December 31 may exceed this stated poIicy, however, any amount over the allowable maximum that has not been used during that (January l~December 31) will be forfeited as of December 31. PLAN B. The following language and schedule apply ~o all fulltime employees with an employment date of October 1, 1991 and thereafter. Each full time employee with the exception of shift members of the Fire Department shall earn vacation leave at the rates~shown in the schedule Outlined in this Section B. Each employee shall at the end of each year be credited with additional vacation days (accumulated in hours) for each full year of continuous service as noted in the chart below~ The number of days/hours credited per year will not increase after the 20th year of service unless the schedule is amended. Employees on their initial one year probation are not eligible to take vacation for the first six months of employment. Vacation may be accrued in accordance with the following schedule: PLAN B VACATION ACCRUAL POLICY (Based on 40 hour workweek) Years of Service Vacation Days Vacation Hours 1 year 6 48 .2 years but less than 5 12 96 5 years but less than 10 15 120 10 years but less than 20 17 136 20 years and after 20 160 For purposes of vacation leave, each shift member of the Fire Department shall receive the equivalent number of vacation shift days (24 hours) as outlined below. Each shift member of ~he Fire Department shall earn one (1) 24 hours shift day additional for each four years of continuous service. The number of days/hours credited per year shall not increase after the 16th year of service unless amended. VACATION ACCRUAL POLICY (Based on Fire Department 48 hour shift) Years of Service Vacation Shift Days Vacation Hours 1 year 3 72 2 years but less than 5 5 120 5 years but less than 10 6 144 10 years but less than 15 7 168 15 years and after 8 192 Employees may accrue vacation leave to a maximum of the leave earned in the most recent two employment years. Vacation leave accrued during January 1 December 31 may exceed this stated policy, however, any amount over the allowable maximum that has not been used during that (January 1-December 31) will be forfeited as of December 31. CITY ENGINEER NATURE OF WORK This is professional engineering and administrative work~per- formed in the field and office. An employee in this classis responsible for the appTication of ~rofessionai engineering skills and projects; supervises and participates in location and topographic surveys. Work involves al details the dictates the profession and is subject to review and guidance by the City Manager. ILLUSTRATIVE TASKS (Note: These examples are intended onlyas illustrations of the various types of work performed in this classification. The omission of specific statements of ~uties does not eXclude them from the posi- tion if the work is similar, related, or ~ logical-assignment for this position.) Serves in an advisory capacity on various_.planning projects, including new city building, extension and remodeling of city build- ings, parks, playgrounds, streets, cemeteries, etc. Assists in the planning of anyand all expansions of the city's boundaries. Prepares drawings and specifications for various public service projects2 Supervises all department budgeting requirements and admin- isters department personnel matters. Prepares schedules of projects and assigns work to the staff members. Assists and supervises in the preparation of drawings for construction, maintenance or other municipal improvements. Prepares technical specification for bid on various muni-cipal projects such as street improvements, etc. Prepares and makes cost estimates of engineering projects. Prepares cost estimates of amounts due contractors on a per- centage of work done basis. Maintains up-to-date records of condemnations, vacations, easements, established grades, etc. CITY ENGINEER Cont. Page ILLUSTRATIVE TASKS - Cont~ performs~eiated work as requir~ed. interviews, ains work KNOWLEDGES~ ABILITIES ANDSKtLLS Thorough knowledgeof, the principals ofmedern'municipal en- gineering a~d abili~ytO aPP~ knowledge to.municipal projects o~ all types. ~or~oughknowl.~dge~of tke city and it!s geographical peculiari- ties. -- !Ability toplan,~drawlspecifications, and.ls~pervise constru~ ion of new or remodeling existing building and faciliti~ ~. ~kbility to prepare written~r~ports advising the Qity Manager of proposed or ongoing projects. Ability to establish and maintain effective workingrelationships with other employees and the general public. DESIRABLE EXPERIENCE AND TRAINING Graduation from an accredited college or university with a degree or major course work in Civil Engineering and a minimum of five (5) years related experience in local county or state government exper- ience municipal e~gineeri~g,, road conssruction, drainage design, traffic control or an equi~va~ent combination of training and experience. Must be registered engineer in the State of Florida and in conformance with Florida Sta~e Statute 471.003. A: CENGIN. JD ~ NATURE OF WORK Under the general direction of the Fire Chief is responsible for supervisory ahdadministrative activities of the Fire Department. In the absence of the Chief, employees in this class, may~ be in command of the entire department. Employees in the class may be assigned a wide variety of special responsibilities by theFire Chief. ILLUSTRATIVE TASKS (Note: These examples are intended- only as illustrations of the various types of work performed.in this position. Th~ omission of specific statements of duties does not exclude them from this position if the work is similar, related or a logical assignment to the department's function.) Assists the Fire Chief in all aspects of department functions. S~pervises and reviews the activities of the department divisions (i.e. Suppression, Fire Prevention, Training, EMS, Safety). Maintains records and reports. Transmits information to subordinates. Researches and prepares special reports and studies. Interviews; selects and trains employees; directs work assignments; handles complaints and grievances, plans work and provides for safety of e~ployees. KNOWLEDGE~ ABILITIES AND SKILLS Knowledge of principles and practice of modern firefighting equipment and apparatus. Knowledge of City streets and local area. Knowledge of principles of budgetary development, administration and control. Ability to plan, evaluate, assign, and coordinate activities performed by the Fire Department employees. Ability to express oneself clearly and concisely in both oral and written communication. QUALIFICATIONS Eligibility defined in Civil Service Rules. DIRECTOR OF ADMINISTRATION NATURE OF WORK This zs technical and admin- ~ns of the Department of forthe planning, Of all areas of Administration Purchasing, Warehouse s as may be over the of the in the-performance of th_e ILLUSTRATIVE TASKS (Note: These examples are intended only as illustrations of the t!rpes of work performed in this classification.' The omission of specif.ic statements of duties does not exclude them from the position if the. work is similar, related, or a logical assignment for' this~p~sitio~.) · - Implements administrativ? policies and procedures. Plans, directs and coordinates the~operation of the Risk Managemen~i,~Purchasing, Warehouse, Communications and Facilities Management Divisions. Negotiates with insurance brokers/agents and insurance compa- nies with respect to premiums, terms and conditions of all property and liability'insuranCe contrac~ renewals and modifications as needed to transfer those insurable risks which are not retained by the City. Makes use of the various risk management "tools" for the discovery of exposures to loss, including financial statemenus, leases and other contracts; discussions with various management personnel, personal interviews and inspections, review of loss records, and analysis of policies and procedures. Is designated as theEmergency Preparedness Coordinator in connection wfth the ~Emergency/Disaster Management Plan. Under the direction of ~the City Attorney, investigates all incidents pertaining to liability. ~etermines the adequacy of excess liability and Workers' Compensation ~nsurance limits and makes recommendations for chang- es, if~ necessary, to the City Manager. Responsible for all bid specifications, tabulations, purchase orders and inventory. Meets with vendors and coordinates new product information with various departments. Responsible for audit of warehouse inventory each year. Supervises and approves the audit, accounting and distribution of all insurances, requisitions and purchasing orders. DIRECTOR OF ADMINISTRATION - ILLUSTRATIVE TASKS Cont. or Cont. Page 2 ~ty programs in conjunction with on the , in and ts and elimi- the KNOWLEDGE, ABILITIES AND~SKILLS Knowledgeof principles a~d practices of~pu~b~icadministra- tion. of the modern I Thorough law, Workers''Compensation Law, Thoz Ability. to plan, supervise the work subordinates. Ability to plan, organ~z~..and impl~men~ of special p~0jects. ' i,~ !' ' ~,. · Abili6y to establisha~d ~aintain effectiv~w0r~$ng relation- ships with~other departments,i co-worker~ and ~bhe~.~e~eral public. DESIRABLE EXPERIENCE AND TRAINtNG course five related ac~ emer¢ A Master's Degree i training and experience. Driver,s license. university with major ~ation or .related field; .xperie~cein Public Adminis- or safety !%ng agent with ~ons and ~S. operation. ~ation'-of current Florida A:DIRADMIN.JD Res. 91-1 Res. RS1- RISK MANAGEMENT SPECIALIST NATURE OF WORK in This is s' ry work in management program .ng workers, ~ ~on, general liability, claims and insurance ~dministration. An employee ~ is responsible for the evaluation and ' compensation claims; educating ~nd ~ =laims and secretary to Responsibilities dutiesr ~supervision of · in budg~t~ preparation and Work is written repo ILLUSTRATIVE TASKS (Note: These examples are intended only as illustration of the types of work performed in this classification. The omis'slon of specific statements of duties does not exclude them, from the position if the work is similar, r~tated or a logical assignment for this position.) Reviews all workers' compensation, general liability and vehicle claims and coordinates claims'With city's claims administrators. Educates and advises employees concerning benefits provided~ith State of Florida Workers' Compensations Law. Evaluates and processes all compensation requests on all claims filed against the City. ~.Processes minor liability and auto claims, subrogation claims and restitution requests. Maintains loss control records and claims information on computer. Serves as secretary to the Safety Committee and Accident Review Board. Assists in budget preparation and control. Compiles monthly report and forwards to appropriate party. Supervises subordinate personnel as needed. Assists department director in administrative clerical supporu function as directed, e.g., payroll preparation, typing, dictation, preparing correspondence, scheduling meetings and appointments and travel arrangements. Performs various other projects as required. KNOWLEDGE~ RISK MANAGEMENT S~ECIAL!ST, ABILITIES AND SKILLS continued the and in .S MINIMUM~UALIFICATIONS ~ high school or progranis"~ DESIRE~ TRAINING ANDEXPERIENCE recognized ~les 'compensation A:RSKMGMT.JD Res:91-R -suP¢ v so OF ME E RE NG- ¢ V¢CcS NATURE OF WORK customer relations divisions. is responsible for the administration of all utility customer services to the public. This includes installation, rea~ding and servicing of water meters, customer billing and relations and coordination of central cashiering. This ~employee. makes daily initiative in the general ILLUSTRATIVE TASKS ,(Note: of specific position if the for this position.) intended only as illustrations of 1 this classification. The~ omissions of duties does not exclude them from the , related, or:. a logical assignment Assigns priorities and tasks for service crews and meter readers. Tracks and tabulates completed tasks. Trains new employees in proper safe~y- and maintenance procedures. Coordinates billing issues and problems with the Utility Billing and Citizen Services sections. Deals directly with the ' public in resolving service complaints. Assures that all scheduled me=er reading is performed · n a timely manner and relayed to the billing system. Implements and enforces departmental policies and procedures for customer relations,meter service and cashiering operatio~M. Supervise mail activities including mail distribution, utility bills, response to all incoming correspondence. P~epares divisional monthly reports Prepare budgetary proposals and recommendations for divisions. Oversees vehicle mazntenance for Meter Reading. Prepare electronic meter reading equipment for repairs, as required. Communicate effectively with Data Processing, Finance, and Utilities to facilitate effective operations. SUPERVISOR OF METER READING SERVICES, continued ILLUSTRATIVE TASKS~ CONTINUED Interviews, selects and trains employees, directs wor~- )f of used ~meter Thorough to the collectioR pr~ proc~ pre Is. ~ to counu, record and balance transactions-and otherlmonl~s r~ceiVed. Abliit~ to~ re~pond ~0 ~ublic inquiries, .complaints requests for service~in a t~c~fut,~ e~fe~tive manner ~ Ability :tg~/co~ni~ate c~arl~and~ionc~sely, both orally and in Writing; inferpret and communicate City 'regUlations procedUres. applicable p~eparation office ed in sheets, cash anm~ ~bili~Y to establish, and~ ,ma~tain eff.ective working relationships with dO-workers and.~ther~epar~tments.~ ~itity to supervise, t~ain a~d eva~u~te sub°r~dinates. DESIRABLE.EXPERIENCE AND TRAINING: Graduation from an accredited- college .~or university with major course work in Public or Business Administration, Accounting, or Finance; five years ~progressive~ responsible experience in revenue collections, utility ~billing, meter reading services or related' City seruice~opera~ion experience desired, or any equivalent Combination of education, training and experience. A:supvmrsv.jd Res. R91- EQUI PMEN~,.,OPERATOR IV SANITATION NATURE OF WORK This is skilled work in the operation of such heavy equipment ascommercial garbage packers, front end and rear ties. : operation of heavy.related ir activi- piece of ~ are reqUired at times to Work includes ment.i ASs detail for each job or~-work may f patterns. ILLUSTRATIVE TASKS (Note: These ~xamptes are intended only as illustra- tions of the types of work performed in this classification. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a.log~cal assignment for this position.) Operates a diesel or gasoline powered-commerc!al packer on a predesignated route.' Checks equipment and truck for good working order on a daily basis. Delivers loaded truck uo and dumps contents au land- fill area. Washes and refuels truck and cleans equipment at e~d of each work day. Operated front end loader as needed. Assists with training of other operators when required. Operates all types of sanitation vehicles/equipment as required. Performs incidental non-skilled and semi-skilled labor, if assigned. Performs related work as required. KNOWLEDGE~ ABILITIES AND SKILLS Considerable knowledge of standard practices used in routing of commercial sanitation vehicles. Also must know routine of normal operator maintenance procedures involviDg heavy sanitation vehicles. Ability to follow route procedures utilized by sanita- tion personnel in the collection of refuse. EQUIPMENT OPERATOR IV SANITATION Cont. SKILLS Page taken to ~s and to ~lationship · ssued by th lve or school grade experience-and training. )licable driver' s license EOIVSN.JD SANITATION NATURE OF WORK This is skilled work in the ment WOrk ment, however of suuhheavy equip- , trucks, etc. For the safe and omotive and ,related equip- )llection~and similar activities. ~ onespecific piece of equip- at times to operate Work in- each ILLUSTRATIVE TASKS (Note: Th~se are intended only as illustra- tions of the in. this classification. of duties does not exclude them from~h~ ~ the work is similar, related, or a logical assignment f~r ~his position.) Opel ~-poweredequipment. Operates garbage or:ot~er assigned sanitation equipment on an as n~ Drives packer or trash truck on a predesignated route. Checks equipment a~d truc~ for good working order on a daily basis. Assis=s in loading of trash and/or garbage into truck. Delivers loaded truck to and dumps contents at landfill area. Washes and refuels truck and cleans equipment at end of each work day. Operates front end loader as needed. Supervises crew during route to make sure each rou=e is completed safely and correctly. Checks with supervisor to assure all scheduled pickups or additional pickups have been made. Accountable for any accidents and/or injuries to crew or equipment. Provides input in job performance evaluation of collec- tors. Performs incidental non-skilled and semi-skilled labor if assigned. Performs related work as required. EQUIPMENT OPERATOR III - Cont. SANITATION Page of~ rive DESi] rela methods ities~ ques operation P ,tive or grade driver's EOIIISN.JD EQUIPMENTOpERATOR II UTILITIES NATURE OF WORK This is skilled work in the operation of moderately Work involves respOnSibility forthe safe and efficient operation of maintenance and construction equipment and also involves servicing the equipment. Assignments may be given to the employee in detail for each job or work m~y follow an established routine. Work is reviewed by a Utility super- the employee. ILLUSTRATIVE TASKS Operates a bulldozer in leveling, filling and ex- cavating the areas, ditches, and other surfaces; and uses bulldozer in lot cle&ring duty. Operates a motor dr%yen skid loader and trenching mechanism on an assigned job. Operates a motor patrol grader in building, shapzng and maintaining road surf~aces; follows designated grades and other plan areas; cuts ditch valleys. Performs maual labor incidental ~o the operation to which assigned including the laying of pipes, truck driving, and other tasks. ServiCes equipment and performs minor field ~epairs and adjusumen~s to the assigned equzpmenu. Performs related work as assigned. KNOWLEDGE~ ABILITIES AND SKILLS Considerable knowledge of the operation maintenance and use of moderately heavy motor equipment in general con- struction and maintenance activities. Considerable knowledge of the traffic laws, ordinances and regulations involved in equipment operation. Knowledge of occupational hazards involved and the safety precautions necessary in the operation of heavy motor driven equipment. Ability ~o understand and follow oral and written instructions. EQUIPMENT OPERATOR II -Cont. UTILITIES Page 2 Con~. do r of ~n'Sth gr~ade experlence and training. Must have a,current3~val~d applicable, Driver's license issued by the State of Florl~a.~ EOIIUT.JD UTILITIES NATURE OF WORK This is semi-skilled work involving operation of a tractor skills. Duties ar~ usually routine and may be performed with some degree of independence. Employee may be assigned as truck driver, tractor operator, or operator of similar light equipment. He is responsible for the safe, efficient operation of the unit assigned. Work involves occasional lead worker in a small crew. Ail work to inspection while in progress and on completion by aUtility Department supervisor, although employee is expected to work with little close supervision on routine tasks. ILLUSTRATIVE TASKS '(Note: These examples are intended only as illustrations of the tlrpes of work performed in this classification~ The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assIgnment for this position.) Performs manual labor incidental no the operation to which assigned. Operates light tractor or other light equipment. Cleans equipment and performs operator maintenance. Must be able to assist in opera~ion of other equipment as required by the senior operator. Performs related work as required. KNOWLEDGEr ABILITIES AND SKILLS Some experience in manual and semi-skilled maintenance work. Some mechanical knowledge and aptitude. Ability ~o operate various types of automotive equipment, safely and efficiently. Ability to understand and follow oral and written directions. Ability to establish and maintain effective working relationships with other employees and the general public. Knowledge of the occupational hazards involved and the safesy precaunions necessary in the operation of light equipment. EQUIPMENT oPERAToR I UTILITIES DESIRABLE EXPERIENCE AND TRAINING Page 2. e of level training. issued~by~the grade expe~lence and aPPlicable dTiver!s license EOtUT.JD EQUIPMENT oPERATOR III UTILITIES NATURE OF WORK This is skilled work in the operation of such heavy equipment as draglines, knuckleboom, finished graders, excavators,etc. Employees in ~his ctas~ are responsible for the safe and efficient operation of heavy automo=ive and relatedequipment used in construction-m'~intenance and similar activities. Work is normally performed on one specific piece of equipment, however, employees are required at times to o semi-skilled tasks, Work includes the s and~-possible field repair of equipment. Assignments may be givenby utilities supervision in detail' for each job or work may follow established patterns. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustrations the ~ypes of work performed in this classification. The omlssior of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment for this position.) Operates a diesel or gasoline-powered excavator, heavy bulldozer, or backhoes, in shaping or grading road surfaces. Operases dragline, backhoes e~c. in various operations. Operases knuckleboom and loading equipment and high pressure sewer routers vacuum combination or other assigned equlpmento Performs incidental non-skilled and semi-skilled labor if assigned. Performs related work as required. KNOWLEDGE, ABILITIES AND SKILLS Considerable knowledge of standard practices, methods and materials used in heavy construction and maintenance activities. Considerable knowledge of the principles and techniques of operating and maintaining heavy construction equipment. Considerable knowledge of the rules of safe operation of heavy equlpmen~ and of the precautions to be taken to avoid accidents. Ability To make repair and adjustments and to service heavy equipment. Skill in the operation of heavy and specialized automotive and related equipment. Ability to establish an effective working relationship with fellow employees and the general public. EQUIPMENT OPERATOR III - Cont. UTILITIES Page DESIRABLE EXPERIENCE] AND TRAINING, ~chool grade training. EOIIIUT.JD EQUIPMENT 6PERATOR III PUBLIC WORKS NATURE OF WORK This is skilled work in the operation of such heavy equipment as draglines, finished graders, etc. Employees in this class are responsible for the_safe and efficient operation of heavy automotive and related equipmen= used in construction maintenance and Similar activities. Work is normally performed on-one specific piece of equipment, however, ~mployees are reqUired at times to operate other equipmentor perform semi-skilled tasks. Work includes the servicingand operator maintenanceof equipment. Assignments may be given in detail for each job or work may follow established patterns. ILLUSTRATIXrE TASKS (Note: These examples are intended only as illustrations the types of work performed in this classification. The omissioI of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment for this position.) Operaues a diesel or gasoline-powered excavator or heavy bulldozer in shaping'or grading road surfaces. Operates dragline, backhoes etc. in various operations. Operates snreen sweeper or other assigned equipment. Performs incidental non-skilled and semi-skilled labor if assigned. Performs related work as required. KNOWLEDGEr ABILITIES AND SKILLS Considerable knowledge of standard practices, methods and materials used in heavy construction and maintenance activities. Considerable knowledge of the principles and techniques of operating and maintaining heavy construction equipment. Considerable knowledge of the rules of safe operation of heavy equlpmenn and of the precautions ~o be taken to 5void accidents. Ability to make minor adjustments and no service heavy equipment. Skill in the operation of heavy and specialized automotive and related equipment. Ability to establish an effective working relationship with fellow employees and the general public. EQUIPMENT OPERATOR III-- Cont. Page PUBLIC WORKS ' ©ESIRABLE EXPERIENCE'AND ~R~IN~NG Or ~ EOI I IPW. JD or school grade se EQUIPMENT OPERATOR II PUBLIC WORKS NATURE OF WORK This is skilled work in the operation of moderately complex specialized maintenance and construction equipment. Work involves responsibility fer the safe and efficient operation of maintenance and construction equipment and also lnvolvesservicing the equipment. Assignments may be given to the employee in detail for e~ach job or work may follow an establfshed routine. Work is reviewed by a superior for adherence to standards.bYobser~vation~of work performed and conferences with the employee. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustrations of the types of work performed in this classification. The omission of sp~ifi~ statements of duties does net exclude them from the position if the work is similar, rela~ed, or a logical assignment for this po.~ition.) Operates a bulldozer, grader 5ractor or other similar equipment in leveling, filling and excavating ditches, roads and other surfaces; uses bulldozer in let clearing duty. Operates a motor.driv~n street sweeper; sweeps street and gutters on an assigned route. Operates a motor patrol grader in building, shaping and maintaining road surfaces; follows designated grades and cuts ditch valleys. Performs manual labor incidental to the operation to which assigned including the laying pipes, truck driving, and other tasks. Services equipment and performs adjustments to the assigned equipment. Performs related work as assigned. KNOWLEDGE~ ABILITIES AND SKILLS Considerable knowledge of the operation maintenance and use of moderately heavy mosor equipment in general con- struction and maintenance activities. Considerable knowledge of the traffic laws, ordinances and regulations involved in equipment operation. Knowledge of occupational hazards involved and the safety precautions necessary in the operation of heavy motor driven equipment. Ability to understand and follow oral and writ%eh instructions. EQUIPMENT OPERATOR II ~- Cont. PUBLIC WORKS Page 2 ~n the o do over .ions. or r-maintenance of similar to that of a~ an 8th grade level, ~ and training. ~'s license EOIIPW-JD EQUIPMENT OPERATOR I PUBLIC WORKS NATURE OF WORK This of a tractor var~lE with~some degre~ of EmPloyee may be assigned as truck driver, tractor or mower operator, or operator of similar light ~quipment. He is responsible forthe safe, efficient operation of the unitassigned. Workinvolves occasional supervisory responsibitities as ie~d worker in a small crew~ Ail work ~is subject toinspec~ion while, ir~ progress and on completion, although employeeisexpected to work with little close supervision on routine tasks. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustrations the types of work performed in this classificatioD. The omissi of specific statements of duties does not exg~ude them from- the position if the work is similar, related, or a logical assignment for this position.) Operates light-trad~or or tractor driven mower or other light equipment. Cleans equipment and performs operator maintenance. Performs manual labor incidental to the operation to which assigned. Performs related work as required. KNOWLEDGE~ ABILITIES AND SKILLS Some experience in manual and semi-skilled maintenance work. . Some mechanical knowledge and aptitude. Ability to opera=e various types of automotive equipment, safely and efficiently. Ability to understand and follow oral and written directions. Ability no establish and maintain effective working relationships with other-%mployees and the general public. Knowledge of the occupational hazards involved and the safety precautions necessary in the operation of light equlpmenn. EQUIPMENT oPERATOR I - cont. PUBLIC WORKS DESIRABLE EXPERIENCE AND TRAINING~ Page 2. grade leve! T.V. SPECIALIST NATURE OF WORK This is skilled work in the operation of a T.V./Seal e. assigned to this position is ) inspect the inside of pipes used in the wastewater system to check both new and old installations~ ' If any damage is found (cracks, breaks, leaks, etcl) the T. V. Specialist will determine if the line can be repaired by normal grouting procedures and repair if If the is normal grouting reported to the can~proceed. The T. V-Specialist will report ~to the ~ his desfgnee. ASsignments are ~eceived: written form and Work is subject to frequent~ review an~ inspection by his supervisor~ ~ ILLUSTRATIVE TASKS (NOTE: These are intended only as illustrations of the various types of worklperforme~in, this classification. The omission Of specific ~tatements of duties does-not exclude them from the position if the work is similar, related or a logical assignment for this position.) Operates video truck. Receives projects to be inspected each day and plans the methods and procedures to be followed. Sets up and operates the television equipment and related recording devices. Interpreus the data being recorded in each project and reports findings so that repairs or replacements can be made. Directs the efforts of the crew that operates the "jet truck" when this equipment is needed to assist in the video inspection of the sewer gravity lines. Performs weekly preventative maintenance of the truck and all equipment and troubleshoots these if a problem should occur. Reads blueprints and city maps and sewer atlas to locate manholes and laterals prior to going into the field. Performs other duties as assigned by supervisor. KNOWLEDGE~ ABILITY AND SKILLS Knowledge of departmental goals Knowledge o~ video equipment including those components and functions used in inspecting a sewer network. Knowledge of the basic operation of a gravity fed sewer neuwork and how to interpret the information returned to the monitors from the television camera. ToV. SPECIALIST, continued KNOWLEDGE, ABILITY AND SKILLS, continued and maps,~ ~uck sewer atlas data what was to and working to expez relative graduation from a equivalent combination of current valid Florida A:tvspec.jd R83LL R91- CITIZENS SERVICE CLERK III NATURE OF WORK This is highly responsible specialized and supervisory work directing the Eervice clerks within the Citizen Services Division Finance. This and training functions relevant 's cashiering. Thi~ employee will. assume the responsibility balancing all cash and preparing daily bank deposits. This ~rcises under the generat~supervision ofthe Finance Director. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustrations of the types of work performed in this classification. The omission of specific statements of duties does not exclude t~e~m from the position if th~ work is similar, related, or a loqical assignment for this position.) Oversee the activities of the Cashiering to ensure adherence to established procedures. Participate in budgeting process. Balance daily work of cashier. Assist in establishing cashiering systems and procedures. Backup Citizens Service Clerks in its cashiering function. Perform general clerical duties including typing, filing and preparation of reports. Participates in personnel evaluations of staff and submits recommendations for personnel actions to include discipline. Perform related duties as assigned. KNOWLEDGE~ ABILITIES AND SKILLS Knowledge of bookkeeping principles applicable to the collection of, and accounting for, monies and the preparation of financial and statistical reports; modern office practices and procedures and methods and equipments used in processing cash. Ability to supervise, train and evaluate subordinates. Ability to operate an electric cash register, change ma- chines, adding machines and other office appliances. Ability to work with wordprocessing and spread sheets, preferably Displaywrite and Lotus. CITIZENS SERVICE CLERK III- con't. KNOWLEDGE, .ABILITIES AND SKILLS -con't. and~,, ba~lance cash and DESIRABLE EXPERIENCE AND TRAINING Minimum of three two erred satis- csvckiii.pmp Res. 89-A Res. 91- EQUIPMENT OPERATOR II PARKS NATURE OF WORK This is skilled work in the operation of moderately complex spe~Lalized maintenance and equipment. Work involves responsibility for th~ safe and efficient operation of maintenance and equipment and also involves servicing the.equipmentand makingminor running mechanical repairs. ~Sslg~men~slm~y be give~i to ~he employee in detail for each j6b or wor~ may follow an~ estabiished routine. Work is reviewed bY aiparks supervisor for adherence to standards~-~Observationl ofwork performed and conferences With~he ~l~ee~ ILLUSTRATIVE TASKS. (Note: The~e examples are intended, only as illustra=ions o. the typesof' wor~ performed in this Classification. The omissio~ of spe~ific, sta=ements oi duties does not .exclude them from the ~b~iti0h if ~he work is similar~ related, or a logical assigr~en~'f0~ this position.) Operates a bulldozer in leveling, filling and excavating the beach, ditches a~d other surfaces,- uses bulldozer in lot clearing 'duty. Operates~a motor patrol grader in building, shaping and main=alniCo/surfaces; follows designated grades, levels ball diamonds and 'o~her ~playing areas; cdts ditch valleys. Performs maual labor incidenta~ to the operation ~o which assi~nedineiuding the laying Pipes, truck driving, and other tasks. Servzces equipment and performs adjustments to the assigned equipment. Performs related work as assigned. KNOWLEDGE~ ABILITIES AND SKILLS Considerable knowledge of the operation maintenance and use of moderately heavy motor equipment in general and mainnenance activities. Considerable knowledge of the traffic laws, ordinances and regulations involved-in equipmen~ operation. Knowledge of occupational hazards involved and the safety precautions necessary in the operation of heavy motor driven equipment. Ability to understand and follow oral and written instructions. EQUIP~NT 0PE~TOR II-- Cont. Page 2 PARKS Skill in the ~qulpment to do over work rec leum lift. ~age mowing ~' perator III the bucket' EXPERI] writ training. Must have a current<Valid ~pplicable driver's issued by the State of Florlda= .ty to read az Lence and license EOIIPK.JD EQUIPMENT OPERATOR III PARKS NATURE OF WORK This is skilled work in the operationof such heavy equipment as aerial personnel lift truck, finished graders, etc. Employeesin this class are responsible for the safe and efficient operation of heavy automotiveand related equipment used in maintenance and similar activities. Work is normally performed on one_ specific piece, of equipment, however times to operate other equipment or tasks,~ W0rk~inctudes the servicing and operator maintenance of:equipment. Assignments may be gi~ven by Parks supervision in detail for each job or work may-follow established ~patterns. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustrations ~hetypes of. work performed in this classifica$ion. The omissio: f s~ecific, statemsnts of duties does not exclude ~hem from the position if the work is similar, related, or a logical asslgnmenu for this position.) Operates a diesel or Gasoline-powered motor driven chipper or heavy bulldozgr in shaping of beaches or other playing areas. Operates dragline in various operations. Operates aerial personnel lift truck or other assigned equipment. Performs incidental non-skilled and semi-skilled labor if assigned. Performs related work as required. KNOWLEDGEr ABILITIES AND SKILLS Considerable knowledge of standard practices, methods and materials used in heavy maintenance activities. Considerable knowledge of the principles and techniques of operating and maintaining heavy equipment. Considerable knowledge of the rules of safe operation of heavy equipment and of the precautions to be taken to avoid accidents. '-~' Ability uo make minor repair and adjustments and to service heavy equipment. Skill in the operation of heavy and specialized automotive and related equipment. Ability to establish an effective working relgtionship with fellow employees and the general public. EQUIPMENT OPERATOR III - Cont. Page PARKS . KNOWLEDGE~ ABILITIES AND SKILLS - Cont. ~ C~pa~bte.of operating,:al~ equ, ipm~nt and perform all job functio,~s 0f' Eq%zipment Operator !, and It,, Serues as :lead~ w0~ker~ ~for the ~:ree ~rimmi~g and ma£nte~allce Operations utilizing; · but: n~t limited to, the ~- ohalnsaw r( or hea~yiautomotive or the elgh{h 'school grade training. driver's EOIIIPK.JD RANGE ATTENDANT NATURE OF WORK This is routine part-time work performing a variety of repetitive tasks in the maintenance of the Golf Course driving range. Position requires a person that can work effectively with -minimal supervision and work on weekends and holidays. Employees in this class works under the general supervision of the Co-Head Professional. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustration of the types of work performed in~ this classification. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment for this position.) Checks range ball machine to make sure it has an ample supply of balls. Returns empty range baskets to their holder in uhe range building and chip range balls from sides of range into the center. Empty and retrieve all water barrels from golf course and return to the cart building. Retrieves all range balls in the driving range utilizing tractor and range picker. Turns off circuit breaker (power to ball machine) and closes range building door. KNOWLEDGEr ABILITIES AND SKILLS Ability to operate motor driven range equipment and tractor. Ability to adhere to all safety regulations of the department and City. Ability to understand and carry out oral and written Instructions as may be required. Sufficient physical strength necessary for performance of duties. DESIRABLE EXPERIENCE AND TRAINING Appropriate State of Florida vehicle operator's license as may be required. Previous experience in the operation o~ equipment comparable to those used in the performance oi this job, 'or any equivalent combination of uraining and experience. Rangeatt.jd Res.R-91- EQUIPMENT OPERATOR PARKS NATURE OF WORK This is semi-skilled work involving operation of a tractor or related light-'equipment. This employee performs a variety Of laboring tasks requiring some job-acquired skills. Duties are usuatly routine and m~y be performed with some degree of independence. Employee may be assigned as truck d~iver~ t~act0r °r mower operator, or operator of similar light equipment. He is responsible for the safe, efficient operation of the unit assigned. Work involves occasional supervisory responsibili~ies as le~d worker in a small crew. All work is subject to inspection while in progress and on comPieti~h b~ Parks supervisor, although employee is expected to work with ilittle close supervision on routine tasks. ILLUSTRATIVE TASKS (Note: These examples are intended only as illustra- tions of t~e ~es Of work performed in ~this classification. The omiSsibn or.specific statements of duties does not exclude th~m f~m tke position if the work is similar, related, or a logical assignment for this position.) Perferms manual labor incidental to the operation to which asszgned. Operates light tracto~ or tractor driven mower. Cleans equipment and performs operator maintenance. Performs related work as required. KNOWLEDGE~ ABILITIES AND SKILLS Some experience in manual and semi-skilled maintenance work. Some mechanical knowledge and aptitude. Ability to operate varlous hypes of aunomotive equip- ment, safely and efficiently. Ability to understand and follow oral and written directions. Ability ~o establish and maintain effective working relationships with other employees and the general public. Knowledge of the occupational hazards involved and the safety precautions necessary in the operation of light equipment. EQUIPMENT OPERATOR I - Cont. Page 2 PARKS ~ KNOWLEDGE~ ABILITIES AND SKILLS - C~nt. Ability to operate the~ followlng non'inclusive list of equiPmen~f~rthe P~rPO~of maC,tailing, repairing, and/or r~novatihg pubIiC parks~,~i~rbuhdS~ and re6reation facilities: loader,_ and Pick-up truck with raller DESIRD~LE EXPERIENCE AND TRA~I/~G ' ExPerience in the operation and maintenance of constipation/or maintenance ~pment s~i~ilar to that of assi~e~t~ ability tO re~d ~d write a~ an 8th grade level~ or an!z ,equ~vale.nt comb~natlon~of experience and training. Must have current valld a~ppl~cable vehicle operator s ~ licence issued by the State 0fly,Florida. EOIPK.JD