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R93-152RESOLUTION NO. R93-/~-~ A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH~ FLORIDA, AUTHORIZING AND APPROVING A PAY PLAN AND PAY MATRIX "A" FOR THE 1993/94 FISCAL YEAR FOR GENERAL EMPLOYEES; AUTHORIZING AND APPROVING PAY MATRIX "B" FOR POLICE UNIONS; AND PROVIDING ~N EFFECTIVE DATE. WHEREAS, salary adjustment for all general non-union employees; and -'~ Pay"Matrix B ~as been adjusted to reflect the un~i0n members, and WHEREAS; the 'City Commission of the City of Boynton deems it to be in'the best interests of the citizens and of the City to accept and approve the pay plan; Pay Matrix A has been adjusted to reflect the 3.0075 .0075 Beach residents NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA THAT: Section 1. The City Commission does hereby authorize and approve a pay plan and pay Matrix "A" and pay Matrix "B" as attached hereto as Exhibits. Section 2. That the following section of the Civil Service Rules and Regulation of the City of Boynton Beach, Florida be amended as follows: Rule VI: Compensation Plan, Section 2 With the change: However, due to budgetary constraints no automatic increase described above shall be authorized for fiscal year 1993/94. Section 3. The Pay Plan of the City of Boynton Beach be adopted with an approximate 3% compensation adjustment for the fiscal year of 1993/94, for non-bargaining unit employees. Section 4. 1993. This Resolution shall take effect September 30, PASSED AND ADOPTED this ~/ day of September, 1993. CITY OF Mayo~ BEACH, FLORIDA ATTEST: Ci~- Clerk (Corporate Seal) CITY OF BOYNTON B~ACH PAY PLAN - RESOLUTION EFFECTIVE SEPTEMBER 30, 1993 NON-EXEMPT EMPLOYEES 93/94 A GENERAL CLERICAL 0101 0110 0120 0181 0182 0183 0121 0125 0130 0140 0150 0160 0161 0170 0171 0430 0470 CLERK I.. . CLERK III . . CITIZEN SERVICE CLERK II ................ CITIZEN SERVICE CLERK III ............... ...... 16 ...... 18 ...... 20 ...... 17 ...... 19 ...... 22 CLERK STENOGRAPHER .............................. 21 SHIFT CLERK ..................................... 19 SWITCHBOARD INFORMATION CLERK ................... 17 SECRETARY I .................... SECRETARY II ................... SECRETARY III ................. ADM~INISTRATIVE ASSISTANT I .... RECORDING SECRETARY ........... DATA SYSTEM/RECORDS CLERK ..... PERSONNEL TECHNICIAN .......... BUYER ......................... .............. 19 .............. 21 ............ 23 ............ 25 ......... 25/26 ............ 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 COMPUTER OPERATOR ............................... 20 CUSTOMER RELATIONS CLERK ....................... 19 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 93/94 INSPECTION - BUILDING AND ZONING 0510 0515 0520 0525 0530 0535 0540 0541 0542 0543 BUILDING INSPECTOR I ............................ 27 BUILDING INSPECTOR II ........................... 29 PLUMBING & MECHANICAL INSPECTOR I ............... 27 PLUMBING & MECHANICAL INSPECTOR II .... ELECTRICAL INSPECTOR I ................ ELECTRICAL INSPECTOR II ............... PLAN CHECK INSPECTOR .................. PLAN REVIEW ANALYST I ................. PLAN REVIEW ANALYST II ................ LANDSCAPE/ENVIRONmENTAL ......... 29 ......... 27 ......... 29 ......... 28 ......... 22 ......... 25 INSPECTOR ............... 28 METER READING SERVICES 0801 WATER METER READER 19+ UTILITIES 0805 0830 0831 0832 0901 0910 0920 0930 0931 1105 1110 1120 1130 1261 1131 1201 1210 1220 1221 1222 1~,51 1~,52 i~53 lZ55 12157 12158 12159 1260 1262 INVENTORY & RECORDS CLERK ....................... 20+ UTILITY MAINTENANCE MECHANIC I 22+ UTILITY MAINTENANCE MECHANIC II ................. 24+ UTILITY MAINTENANCE MECHANIC III ................ 26+ WATER PLANT OPERATOR TRAINEE 20+ WATER PLANT OPERATOR I ....................... 23+ WATER PLANT OPERATOR II ...................... 25+ WATER PLANT OPERATOR III ..................... 28+ WASTEWATER PLANT OPERATOR I .................. 23+ LAB TECHNICIAN TRAINEE 20 LAB TECHNICIAN I ............................. 23 LAB TECHNICIAN II ............................... 25 LAB TECHNICIAN III .............................. 27 LABORATORY FIELD TECHNICIAN ....... 20 CHEMIST ..................... UTILITY MAINTENANCE TECHNICIAN I.......... ....22+ UTILITY MAINTENANCE TECHNICIAN II ............ 24+ UTILITY MAINTENANCE TECHNICIAN FOREMAN III .. .26 LOCATION SPECIALIST .......................... 22+ FIRE HYDRANT SPECIALIST ...................... 22+ PROCUREMENT ASSISTANT ........................ 26 SYSTEM OPERATOR TRAINEE ...................... 20+ SYSTEM OPERATOR I ............................ 23+ SYSTEM OPERATOR II 25+ SYSTEM OPERATOR III ............................. 28+ SURVEY PARTY CHIEF .............................. 28 COMMUNICATION & DATA CONTROL SPECIALIST ......... 29 ENVIRONMENTAL INSPECTOR ......................... 23 ENVIRONMENTAL TECHNICIAN ........................ 28 PUBLIC WATER PROCESS TECHNICIAN ................. 20+ 2 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 93/94 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 ................................ 24+ AUTOMOTIVE MECHANIC I ........................... 22+ AUTOMOTIVE MECHANIC II .......................... 25+ AUTOMOTIVE MECHANIC III ......................... 28+ BUILDING MAINTENANCE MECHANIC I ..... BUILDING MAINTENANCE MECHANIC II .... ELECTRICIAN II ...................... ELECTRICIAN III ..................... CHIEF ELECTRICIAN ................... WELDER II ........................... WELDER III .......................... ........... 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 1622 1625 1627 1626 CUSTODIAN I ............ CUSTODIAN II ........... MAINTENANCE WORKER I... MAINTENANCE WORKER II.. PIPE LAYER ............. MAINTENANCE TECHNICIAN. CREW LEADER ..................................... 20+ ........................ 16+ ........................ 18+ ........................ 17+ ........................ 18+ SPECIALIST ............... ........... 19+* ........ 21+* ........ 23+* ..... 24+N ..... 25+* ..... 25+ ..... 20+ EQUIPMENT OPERATOR I .............. EQUIPMENT OPERATOR II ............. EQUIPMENT OPERATOR III ............ UTILITY EQIPMENT OPERATOR ......... EQUIPMENT OPERATOR IV ............. T.V. SPECIALIST ................... ASSISTANT T.V. *SEE SPECIFIC JOB DESCRIPTIONS FOR SANITATION, PUBLIC WORKS, PARKS AND UTILITIES 3 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 93/94 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 1720 1730 1740 1701 LIBRARY ASSISTANT I ............................. 18 LIBRARY ASSISTANT II ............................ 19 LIBRARY ASSISTANT III ........................... 20 LIBRARIAN I ..................................... 24 RECREATION AND PARKS 1801 1805 1820 1855 1857 1850 LIFEGUARD I ..................................... 21+ LIFEGUARD II .................................... 23+ RECREATION SUPERVISOR I ......................... 22 RECREATION SPECIALIST ........................... 19 RECREATION WORKER I ............................. 18+ RECREATION LEADER ............................... 15+ PLANNING 2292 PLANNING TECHNICIAN ............................. 25N POLICE 2020 2040 2050 POLICE OFFICER .................................. 28 POLICE DETECTIVE ................................ 29 POLICE SERGEANT ................................. 32 2044 2041 2042 2043 2045 2046 2010 I.D. SUPERVISOR ............... PHOTO LAB TECHNICIAN .......... I.D, TECHNICIAN ............... CRIME SCENE TECHNICIAN ........ EVIDENCE CUSTODIAN ............ POLICE FORFEITURE SPECIALIST ............ SECURITY GUARD ............................ .... 25 ,22 .22 .22 .22 .25 .19 CODE ENFORCEMENT 0505 0506 0585 CODE & LICENSE INSPECTOR I ...................... 24 CODE & LICENSE INSPECTOR II ..................... 26 CODE & REHABILITATION INSPECTOR 25 4 FIRE 1910 1921 1922 1923 1925 1926 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 93/94 DEPARTMENT **FIREFIGHTER ................................... 24 **FIREFIGHTER I ................................. 26 **FIREFIGHTER II ................................ 28 **FIREFIGHTER III ............................... 30 **PARAMEDIC OFFICER I ........................... 32 **PARAMEDIC OFFICER II (ENCUMBERED) ............. 32 1930 1940 **FIRE LIEUTENANT ............................... 32 **FIRE CAPTAIN .................................. 34 1950 1951 1952 1953 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 2310 2309 2308 GOLF COURSE MAINTENANCE FOREMAN .......... GOLF COURSE MAINTENANCE MECHANIC ......... GOLF CART MECHANIC ....................... GOLF COURSE CHEMICAL SPRAY TECHNICIAN .... GREENSKEEPER ........ AssisTs. GOLF ...... 26 ...... 24+ ...... 24+ ...... 19+ ...... 17+ ...... 15 COMMUNITY REDEVELOPMENT & REHABILITATION 2610 2611 LOAN SPECIALIST ................................ 25 CONSTRUCTION COORDINATOR ....................... 27 +Bargaining unit members IBF& 0 5 CITY OF BOYNTON BEACH PAY PLAN FOR EXEMPT EMPLOYEES - "B" 1993/94 ADMINISTRATIVE/GENERAL 0260E 0261E 0270E 0280E 0275A 0480E 0420E 0421A 0296E 0295A 2501E 0424A 0290A 0162A ASSISTANT CITY MANAGER ......................... 39 PUBLIC INFORMATION OFFICER ..................... 35 ASSISTANT TO THE CITY MANAGER .................. 35 CITY CLERK ..................................... 39 DEPUTY CITY CLERK .............................. 30 PERSONNEL DIRECTOR ............................. 39 ASSISTANT PERSONNEL DIRECTOR ................... 34 PERSONNEL COORDINATOR .............. RISK MANAGER ..................... RISK MANAGEMENT SPECIALIST ....... PROJECT MANAGER .................. PURCHASING AGENT ................. ADMINISTRATIVE ASSISTANT II ...... LEGAL ASSISTANT/PARALEGAL ........ .......... 30 .......... 39 .......... 27 .......... 36 .......... 34 .......... 27 ....... 25/27 FINANCE 0365A 0362A 0380E 0381E BUDGET COORDINATOR ............................. 30 ACCOUNTANT III ................................. 30 FINANCE DIRECTOR/TREASURER ..................... 41 DEPUTY FINANCE DIRECTOR/TREASURER .............. 37 METER READING SERVICES 0803A SUPERVISOR OF METER READER SERVICES ............ 31 DATA PROCESSING 0372E 0375A 0373A 0374A DIRECTOR OF DATA PROCESSING .................... 39 MICROSYSTEMS ANALYST ........................... 30 PROGRAMMER ANALYST I ........................... 30 PROGRAbI~ER ANALYST II .......................... 33 BUILDING 0545A 0580E 0570E 0553A 0550A 0501A CHIEF PLAN CHECK INSPECTOR ..................... 30 BUILDING OFFICIAL .............................. 39 DEPUTY BUILDING OFFICIAL ....................... 35 PERMIT ADMINISTRATOR ........................... 32 DEVELOPMENT COMPLIANCE ADMINISTRATOR ........... 32 OCCUPATIONAL LICENSE ADMINISTRATOR ............. 28 6 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1993/94 UTILITIES 0802A 0880A 0885A 0951A 0886A 1280A 1281P 1282P 128§P 0586A 1286E 1288A 1380E 1383P 1384A 1385A 1386A I387A 1388A 1279A 1389A ASSISTANT SUPERVISOR OF METER READERS .......... 27 UTILITY SYSTEMS SUPERVISOR ..................... 34 ASSISTANT UTILITY SYSTEMS SUPERVISOR ........... 27 SUPERVISOR OF UTILITY MECHANICS ................ 32 ASSISTANT SUPERVISOR OF UTILITY MECHANICS ...... 30 SUPERVISOR OF UTILITY STATIONS ................. 32 UTILITY ENGINEER (PE] .......................... 37 ASSISTANT UTILITY ENGINEER (PE) ................ 35 UTILITY INSPECTOR ........................... 34 CHIEF FIELD INSPECTOR ....................... 30 DEPUTY UTILITY DIRECTOR ................... 37 ASSISTANT TO THE UTILITY DIRECTOR ....... 35 UTILITIES DIRECTOR ...................... 41 ENVIRONMENTAL IMPACT COORDINATOR ........ 32 SUPERVISOR OF WATER DISTRIBUTION ......... 30 SUPERV~ISOR OF SEWAGE COLLECTION ........... 30 SUPERVISOR OF PUBLIC WATER MAINTENANCE ...... 34 SUPERVISOR OF LABORATORY SERVICES .............. 32 ASSISTANT SUPERVISOR OF PUBLIC WATER OPER ...... 30 ASSISTANT SUPERVISOR/UTILITY PUMPING STATION ..30 UTILITIES PROJECT COORDINATOR .................. 30 PUBLIC WORKS: 1461A 1460A 1470A 1§70A 1487A 1486E SANITATION SUPERINTENDENT ...................... 32 SANITATION SUPERVISOR .......................... 30 STREET SUPERVISOR .............................. 32 AUTOMOTIVE SHOP SUPERVISOR ..................... 32 DEPUTY DIRECTOR OF PUBLIC WORKS ................ 37 DIRECTOR OF PUBLIC WORKS ....................... 40 ENGINEERING: 0631A 0635P 0638E DEPUTY CITY ENGINEER ........................... 37N CIVIL ENGINEER ................................. 35 CITY ENGINEER (P.E.) ........................... 39 FACILITIES MANAGEMENT 1560A FACILITIES MANAGEMENT SUPERINTENDENT ........... 34 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1993/94 WAREHOUSE 2504A WAREHOUSE MANAGER .............................. 30N LIBRARY 1780E 1715A 1710A LIBRARY DIRECTOR ............................... 39 LIBRARIAN III ................................. 30 LIBRARIAN II .................................. 26 RECREATION AND PARKS 1830A 1840A 1856P 1860A 1865P 1870E 1875E 1880E RECREATION SUPERVISOR II ...................... 24 RECREATION SUPERVISOR III ...................... 30 TENNIS PROFESSIONAL ............................ 19 PARKS SUPERVISOR ............................... 32 FORESTER/ENVIRONMENTALIST ...................... 33 PARKS SUPERINTENDENT ........................... 34 RECREATION SUPERINTENDENT ...................... 34 RECREATION & PARK DIRECTOR ..................... 40 PLANNING 2280E 2290A 0556A 2293P DIRECTOR OF PLANNING & ZONING .................. 39 SENIOR PLANNER ................................. 33 ZONING & SITE DEVELOPMENT ADMINISTRATOR ........ 32 ASSISTANT PLANNER .............................. 30 POLICE 2080E POLICE CHIEF ................................... 41 2070E POLICE CAPTAIN ................................. 38 2060A POLICE LIEUTENANT .............................. 35+ 2090E BUREAU SUPPORT SERVICES ADMINISTRATOR .......... 36N CODE ENFORCEMENT 0557A CODE ENFORCEMENT ADMINISTRATOR 32 FIRE 1945P 1955P 1987E 1980E TRAINING OFFICER ............................... 35 E.M.S. COORDINATOR ............................. 35 DEPUTY FIRE CHIEF .............................. 37 FIRE CHIEF ..................................... 41 +Bargaining Unit 8 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1993/94 ,GOLF COURSE 2301E 2302A 2306P 2307P GOLF DIRECTOR .................................. 39 GOLF COURSE SUPERINTENDENT ..................... 34 HEAD PROFESSIONAL .............................. 22 FIRST ASSISTANT PROFESSIONAL ................... 20 COMMUNICATIONS 2420E 2410A COMMUNICATIONS MANAGER ......................... 35 DISPATCH SUPERVISOR ............................ 32 9 2101 2115 2116 2120 213D 2150 2151 2160 2171 2170 2174 2175 2176 CLASSIFICATION CITY OF BOYNTON BEACH NON-CLASSIFIED PAY PLAN 1993/94 EFFECTIVE SEPTEMBEER 30, 1993 STARTING ~ yr. ~ yr. Final #3 (1 yr.) CBE Clerks 5.78 Library Pages 5.78 6.07 6.37 6.69 Relief Clerk/Library 6.39 6.71 7.04 7.39 Beach Parking/Boat Ramp 6.67 7.01 7.36 7.73 Attendants Playground Leader 6.34 6.71 7.04 7.39 Recreation Attendant 6.10 6.40 6.72 7.06 Kennel Maintenance Worker 7.22 7.58 7.96 8.36 School Crossing Guards 6.92 7.27 7.63 8.01 Dispatchers/will call 9.19 9.65 10.13 10.64 Summer Program 4.52 Intern/Personnel 6.38 Summer Intern/Planning 9.57 Range Attendant/Golf Course 5.31 10 PAY PLAN -- CITY OF BOYNTON BEACH 1993/94 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 employes). 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. ENTRANCE AT THE MININ~JM 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 base 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. PER RESOLUTION R93- THERE WILL BE NO ANNIVERSARY INCREASES GIVEN IN THE FISCAL YEAR OF 1993/94; THERE WILL BE NO ADVANCEMENTS TO THE NEXT STEP IN THE PAY MATRIX; ALL INCREASES ARE FROZEN EXCEPT FOR PROMOTIONS/RECLASSIFICATIONS. 'PAY PLAN - CITY OF BOYNTON BEACH 1993/94 NON-CLASSIFIED EMPLOYEES: Employees will spend a year each in the first two steps, then two years in the next step and final out in the fourth step. PER RESOLUTION R93- THERE WILL BE NO ANNIVERSARY INCREASES GIVEN IN THE FISCAL YEAR OF 1993/94; THERE WILL BE NO 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 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 departments. 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 Play A) as provided by the Fair Labor Standards Act (FLSA). Employees in this category are eligible 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 half rate: 1. Discretionary bonuses paid in recognition of services 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 at 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 for 15 minutes at time and a half. This procedure will be followed if an employee reports to work late. 2 PAY PLAN - CITY OF BOYNTON BEACH 1993/94 Employees 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 at the time and one half rate. In calculating hours actually worked for the purpose 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 overtime will be subject to the ra~e 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 ever!; seven days thereafter. The non-exempt Fire personnel will have a work period of 21 consecutive days commencing at 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 cannot 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 1993/94 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 time 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 not fulfill his six month probationary period on a promotion he/she will be reinstated in the pay grade and step promoted from. This increase does not affect their regular anniversary date and increase. 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% increase. Pay grade 29 was included in the adoption of the 88/89 Pay Plan. This grade is approximately a 3% difference over grade 28. Employees promoted from grade 28 to 29 will receive a 3% increase. 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. RECLASSIFICATIONS/PROMOTIONS: Fiscal year reclassifications and promotions will follow the schedule above. 4 PAY PLAN - CITY OF BOYNTON BEACH - 1993/94 Part time employees filling regularly established classified positions under this Pay Plan receive no benefits and accrue no seniority. 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 no~ 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 incre- ments only (48 for Fire) if their vacation request has been made to the Department Head, approved and processed by the Personnel Depart- ment at least two weeks prior to the requested vacation time. Employees will accrue but are not entitled to paid vacation time until they have been employed by the City of Boynton Beach for six months. Consult the Civil Service manual for vacation schedule. 5 IPA¥ PLAN - CITY OF BOYNTON BEACH - 1993/94 VACATION PAY FOR EMERGENCIES Employees faced with a sudden unforeseen emergency that have in excess of 40 hours of vacation pay are eligible for this program. Such employees may convert 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 classifi- cation 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, ie., medical, workers compensation, etc., 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 handling the claim they will waive their rights for rein- statement 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 deter- mined to be compensated under the provisions of the Worker's Compensa- tion 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 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 not to exceed three (3) months from date of injury. 6 PAY PLAN - CITY OF BOYNTON BEACH - 1993/94 BUDGET At the end of the three months, or 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 other 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 receive 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 make 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 the 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 services, 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 24 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 24 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 - 1993/94 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 university toward an undergraduate degree only. Employees meeting this criteria will initially pay and be reimbursed 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 receive no compensation for a grade below "C". Courses must lead to a degree, (A.A., B.A. B.S) 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 to 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 allowance. This benefit will not be retroactive and will only cover classes taken in the fiscal year applied for. (see Civil Service Rules & Regula- tions, Rule XI, Section 6). If an employee leaves the City within one year of accepting payment they will be required to reimburse the City for the entire amount of the tuition funds received. SICK LEAVE TRANSFER OF TIME Employees that suffer a long term illness and subsequently exhaust all their accumulated sick and vacation leave are eligible to participate in this benefit. Co-workers City wide may donate a minimum of 4 hours of their 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. CITY OF BOYNTON BEACH MANAGEMENT PACKAGE EXEMPT EMPLOYEES 1992/93 VACATION MANAGEMENT CATEGORY I Grades 30 thru 33 2 additional vacation days 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 These vacation days will be added 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 °~ oo o ~ 1545 Nature of Work: BUILDING MAINTENANCE MECHANIC II This is skilled work performed under the supervision of the Building Maintenance Supervisor in maintaining an ongoing municipal maintenance and repair program. Employees in this class are engaged in a variety of tasks in the maintenance, repair, and alteration of buildings, structures, and related equipment. The mechanic must be familiar with various technical building trade skills. Workis performed under the general supervision of the Department Superintendent or designee, De uses independent judgement as to the~method~Of written or oral instructions as to the nature of the work to be performed. Work is approved by the Superintendent during progress or upon completion. Task Statement(s): Note: These examples are intended only as illustrations of the various 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. Performs carPentry work in remodeling of building structures; repairs and installs doors, locks, windows, tables, chairs, fen~ing, etc. Repairs electrical systems and cooling equipment: air conditioners, dehumidifiers, plumbing fixtures, etc. Does a variety of other maintenance jobs including roofing, fence work, painting, plumbing, etc. Reviews work orders and/or blueprints to determine tools and needed; prepares, transfers, and sets up equipment and material for job. materials as needed Inspects or tests equipment, structures, apparatus, or machinery to ensure proper appearance and working order. Removes worn parts, repairs/rebuilds equipment, structures or machinery to ensure proper working order. Tests vehicles, equipment etc. (road and/or stationary tests) to determine thoroughness of repairs; informs designated person when equipment is not working properly, or when problems or unusual situations arise. Insures proper care and maintenance of equipment, keeps accurate and current record of use and maintenance;returns tools to their proper location and in proper working condition; reports missing or damaged tools to supervisor. Minimum Math ability usually associated with this classification: ~=Using Algebra: Ability to deal with system of real numbers; linear, quadratic, rational, exponential, logarithmic, angle and circular functions, and inverse functions; related algebraic and probability and ~statistical inference. Using Geometry: Ability to perform deductive axiomatic geometry, plane and solid; and rectangular coordinates. UsingShop Math:' Ability to use practical application of fractions, ratio and proportion, mensuration, logarithms, slide rule, geometric constructions, and essemtials ortrigonometry. Minimum Language ability usually associated with this classification: Read~ Ability to read a variety of novels, magazines, atlases, and enc~CloPedias;i to read safety rules, instructions in the use and maintenance of sh0p. tools and equipment, and methods and p~ocedures in mechanical drawing and layout Work Write: Ability to write reports and essays with proper format, punctuation, spelling, and grammar, using all parts of speech. Speaik: Ability to speak before others with poise, voice control, and confidence, using correct English and well-modulated voice. Traininq: Amount of training, either on-the-job or formal education, usually associated with this occupation in addition to the Reasoning, Math and Language abilities detailed above: over three (3) years. Physical Demands: Degree of Physical Demands (Strength) usually associated with this classification: Heav~ Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects. This position requires standing and/or walking to a sigmificant degreein a variety of surfaces: soft sand, concrete, carpet, etc. Type of Physical Demands usually associated with this classification: Stooping, Kneeling, Crouching, Crawling: (Stooping - Bending body downward and forward by bending spine at waist). (Kneeling - Bending legs at knees to come rest on knee or knees). (Crouching -Bending body downward and forward by bending legs and spine). (Crawling - Moving about on hands and knees or hands and feet). 2504 WAREHOUSE MANAGER Nature of Work: This is responsible supervisory, semi-technical and limited administrative work managing the operation of a city warehouse facility. An employee inthis posi~io~ iS responsible fOr the planning, organizing, and operational control ~f all~ personn~i and functions related'to central stores. These functionslinclu~e receiving, warehousing, inventory control, distribution, and other related areas. Direct SuperVision is exercised from the department director or designee. An employee in this position exercises considerable independent judgement and initiative inscheduling and performing job asgignments. Work is reviewed, through observation, conferences, inventory c~ecks, and review of ~ecords and ~epdrts. Task Statement(s): Note: These examples are intended only as illustrations of the variou~ 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. Plan~, prioritizes, schedules, and assigns work activities to accomplish goals and objectives; reviews work methods to improve productivity. ~Sets appropriate deadlines for work activities; meets deadlines that coincide with organizational needs and goals; accepts responsibility for actions and/or accomplishments of both unit and self. Establishes and enforces policies and procedures for assigned area. Directs inventories to determine materials low in supply; recommends amount and type of materials/equipment to procure; distributes supplies to appropriate personnel. Inspects or tests equipment to ensure proper working order; coordinates repair/replacement of obsolete or malfunctioning equipment. Compares prices for replacement parts to ensure best price/quality. Prepares required paperwork, forms and/or worksheets policies/procedures; records daily information (work load, activities logs, etc.) to facilitate record keeping. according to time/mileage, Updates logs as needed to indicate progress on various jobs. Provides sufficient orientation or training for new personnel and all other employees as necessary to ensure effective and consistent job performance and to instruct personnel in new methods or techniques to be utilized. Evaluates performance accurately, fairly and thoroughly and prepares timely performance appraisals for subordinates. Minimum Reasoning ability usually associated with this classification: ~bility to apply principles of rational systems (examples: bookkeeping, etc.) to solve practical problems and deal with a variety of concrete ~-~ariables in situations where only limited standardization exists; to interpret a variety of instructions furnished in written, oral, diagrammatic, or schedule for~. Minimum Math ability usually associated with this classification: decimal to compare interpret bar graphs; to perform American monetary units. to add subtract, multiply, and divide erations with like or common rate, and percent; to draw ~nd arithmetic operations involving all ability usually associated with this Ability to read a variety of novels, magazines, atlases, and ; to read safety rules, instructions in the use and of hop tools and equipment, and methods and procedures in and layout work. Writ~: punctuation, spelling, and grammar, using all parts of speech. -'~Speak: Ability to speak before audience with poise, voice control, confidence, using correct English and well-modulated voice. Ability to write reports and essays with proper format, and Training: Amount of training, either on-the-job or associated with this occupation in addition Language abilities detailed above: Over 1 year and up to and including 3 years. formal education, to the Reasoning, usually Math and Physical Demands Degree of Physical classification: Demands (Strength) usually associated with this Heavy Work: Exerting up to 100 pounds of force occasionally and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects. This position at times may require sitting, walking, or standing in a variety of surfaCes to a significant degree. Type of Physical Demands usually associated with this classification: 2292 Nature of Work: PLANNING TECHNICIAN This is technical level work in the Planning Department and it involves the preparation of graphics for reports, ordinances and special projects. Work is performed under the general supervision of the Senior Planner~ and is reviewed by observation of the graphics produced. Task Statement(s): Note: These examples are intended only as illustrations of the various 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. Updates Zoning Map, official city map and future land use plan; prepares tables and diagrams for ordinances and revises maps contained in the Comprehensive Plan and Neighborhood Strategy Area Study. Prepares maps an~ diagrams for reports to the Planning and Zoning Board and city council~ prepares exhibits for the public, including plans for City facilities ~nd special events. Prepares maps fo~! special projects including Vacant Land Infill Study, Downtown Redevelopment Plans and Annexation Area Study. Collects data necessary for map compilation; takes materials to outside graphics studio~ when required. Possesses knowledge of principles of graphic design, particularly as they apply to ma~making, and the ability to translate data into easily comprehensible maps and diagrams and adapt design to a variety of audiences. Possesses knowledge to read and interpret legal descriptions. Education and JOb Related Experience: Associate's Degree with coursework in d~afting, design, geography, planning, architecture, landscaping architecture or design related field, includin~ coursework in cartography or survey drafting and over one year up toand including 3 years job related experience or any equivalent combination that meet the following minimum ability: Minimum Reasoning ability usually associated with this classification: Ability to apply principles of logical or scientific thinking to define problems, collect data, establish facts and draw valid conclusions; to interpret~ an extensive variety of technical instructions in mathematical or diagrammatic form. Deal with several abstract and concrete variables. Planning Technician Page 2 Minimum Math ability usually associated with this classification: Using Shop Math: Ability to use practical application of percentages, ratio, proportion, mensuration, algebra and construction. fractions geometric Using Algebra: To calculate variables and formulas; monomials and polynomials; ratio and proportion variables; and square roots and radicals. Using Geometry: area and volume; of angles. To calculate plane and solid figures; circumference, to understand kinds of angles and properties of pairs Minimum Language ability usually associated with this classification: Read: Ability to read novels, poems, newspapers, periodicals, journals, manuals, dictionaries, thesauruses and e~cyclopedias. Write: Ability to prepare business letters, expositions, reports, using prescribed format and conforming to punctuation, grammar, diction and style. summaries and all rules of Speak: Ability to participate in panel discussions, dramatizations and debates; to spe~k extemporaneously on a variety of subjects. Traininq: Amount of training, either on-the-job or formal education, associated with this occupation in addition to the Reasoning, Language abilities detailed above: Over thirty (30) days up to and including six (6) months. usually Math and Physical Demands: Degree of Physical Demands (Strength) usually associated with this classification: Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of for~e frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary Work involves sitting most of the time, but may involve walking or standing for brief periods of time. This position at times may require walking or standing to a significant degree. Planning Technician Page 3 Types of Physical Demands usually associated with this classification: Reaching~ Handling, Fingering, Feeling: (Reaching Extending the hand(s) and arm(s) in any direction). (Handling - Seizing, holding, grasping, turning or otherwise working with hand or hands, fingering not involved). (Fingering Picking, pinching or otherwise working with fingers primarily, rather than with whole hand or arm as in handling). (Feeling - Perceiving attributes of objects such as size, shape, temperature or texture by means of receptors in skin, particularly those of finger tips). Talking, Seeing: (Talking - Expressing or exchanging ideas by means of spoken word). (Seeing - The ability to perceive the nature of objects by the eye). Color Vision: Ability to identify and distinguish colors. Environmental Conditions: Physical Surroundings usually associated with classification: The Worker is Subject to Inside Environmental Conditions: Protection from weather conditions but not necessarily from temperature changes. Machines, Tools, Equipment, and Work Aids which may be representative, but not all inclusive, of those commonly associated with this type of work: Brushes, Drafting Tools, Scissors, Sprayers, Dryers, Charts, Comb, Formulas, India Ink, Paints, Patterns, Sketches, Telephone, Pens, Pencils, Paper, Copier, Fax Machine, Ink, Etc. DEPUTY FIRE CHIEF Nature of Work: Under the general direction of the Fire Chief, is responsible for supervisory and administrative activities of the Fire Department. In the absence of the Chief, employees in this class may be in command of the entire department. Incumbents in the class may be assigned a wide variety of special responsibilities by the Fire Chief. Performs other work as requested. Task Statement(s): of specific statements of duties does not exclude them from~thi.s ~osition if 'the work is similar, related or a logical assignment to he department's function. Assists Fire Chief in all aspects of operation and administrative such as: supervising and reviewing activities of the ~i~ zion Office, Training Officer, and EMS Coordinator; ma~ ning records and reports; transmitting information to rdinates; researching and preparing special reports and Dtudies. Assists in preparation, administration, and control of departmental budget. Interviews, selects, trains and appraises Appraises productivity or efficiency recommending promotions or other changes employees. for the in status. purpose of Handles complaints and grievances. Demonstrates working knowledge of Boynton Beach geographic areas. Complies with all established policies/procedures of the City including safety policies/procedures; observes federal, state, and local legal requirements; reports accidents/incidents accordingly. Makes appropriate decisions and reacts with good judgement in changing situations or under pressure. Maintains all certification and demonstrates proficiency in specialized areas necessary for current assignment. Conveys oral and written information in a clear and concise manner; listens, understands, processes information, directives, and paperwork according to established procedure. Follows the expectations regarding the ethical conduct of profession and position. Deputy Fire Chief - Page 3 Physical Demands: Degree of Physical Demands (Strength) usually associated with this classification: Light Work: Exerting up to 20 pounds of force occasionally and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. Physical demand requirements are in excess of those for Sedentary Work. Light Work usually requires walking or standing to a significant degree. However, if the use of arm and/or leg controls requires exer{ion of forces greater than that for sedentary Work and the worker sits most of the time, the job is rated for Light Work. Types of Physical Demands usually associated with this classification: Fingering, Feeling: (Reaching - Extending the hand(s) and arm(s) in any direction). (Handling - Seizing, holding, grasping, turning or otherwise working with hand or hands, fingering not involved). (Fingering - Picking, pinching or otherwise working with fingers ~rimarily, rather ~han with whole hand or arm as in handling). (Feeling - Perceiving attributes of objects such as size, shape, temperature or texture by means of receptors in skin, particularly those of finger tipS). Talking, Hearing, Seeing: (Talking Expressing or exchanging ideas by means of spoken word). (Hearing Perceiving nature of sounds by ear). (Seeing - The ability to perceive the nature of objects by the eye). Environmental Conditions: Physical Surroundings usually associated with classification: The Worker is Subject to Both Environmental Conditions: Activities occur inside and outside in approximately equal amounts. Hazards: At times the worker may be exposed to heights, chemicals, and explosives. Machines, Tools, Equipment, and Work Aids which may be representative, but not all inclusive, of those Commonly associated with this type of work. Blueprints, Charts, Contracts, Diagrams, Automobile, Smoke Ejectors, Computer, Calculator, Typewriter, Camera, Hydrant, Radio, Respirator, Telephone, Map, Protective Clothing, etc. UTILITIES EQUIPMENT OPERATOR Nature of Work: This is skilled work in the operation of heavy equipment. Employees in this class are responsible for the safe and efficient operation of heavy automotive and related equipment used in construction maintenance, sewer cleaning, and similar activities. Work is performed on any and all pieces of equipment in the Utilities Department such as, but not limited to, the Effer Knuckle Boom, Libiherr 1 cy. Backhoe, Caterpillar Loader/Backhoe, Ford Loader/Backhoe, John Deere Front Loader, Bob Cat-Trencher, Bob Cat- Loader, Dump Trucks-Various, Vactor/Vacon-Sewer Cleaning Machines, etc. Work includes th~ servicing and possible repair of equipment. Assignments may be given by Utilities Supervision in detail for each job, or work may follow established patterns. The employee in this position must possess a current, valid class "B" Air Brake Commercial Driver's License Task Statement(s): 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 them from the position if the work is similar, related, or a logical assignment for this position. Sets up equipment/materials for performance of task. PUshes levers and depresses pedals to move machines, to losen and push shovels, etc.; fastens attachments. Performs routine maintenance such as lubricating, fueling and cleaning equipment. Reads and interprets gages and monitors on equipment. Records daily information to ensure appropriate documentation is maintained; prepares required paperwork, forms and worksheets. Ensures equipment is functioning within manufacturer described parameters; determines proper setting for equipment to maximize efficiency; monitors operation of equipment to identify problems. Returns equipment to its proper location cleaned and in proper working condition; reports damaged equipment to supervisor. Operates 2-way radio and telephone equipment in compliance with department rules and regulations. Responds to inquiries, complaints, or requests through established procedures; informs public of available services. Demonstrates concern and respect for public and private property; does not unduly effect property during operation of equipment. Complies with all established policies/procedures of the City including safety policies and procedures; reports accidents and incidents accordingly. Establishes and maintains an effective working relationship with supervisors, subordinates, employees and other departments/agencies; projects a positive, professional impression when dealing with the general public. Accepts work assignments willingly; accomplishes, work without close supervision. Education and Job Related Experience: High $chool Diploma/GED preferred, and over 3 years job related experience, designation as Utilities Equipment Operator III; must have successfully completed OSHA approved Confined Space Training, OSHA approved Trench Safety Training, and be certified in basic First Aid and CPR, or any equivalent combination that meet the following minimum ability: Minimum Reasoning classification: ability usually associated with this Ability to apply commonsense understanding to carry out instructions furnished in written, oral, or diagrammatic form; to deal with problems involving several concrete variables in or from standardized situations. Minimum Math ability usually associated with this classification: Ability to add and subtract two-digit numbers; to multiply and divide 10s and 100s by 2, 3, 4, 5; to perform the four basic arithmetic operations with coins as part of a dollar; to perform operations with units such as cup, pint, and quart; inch, foot, and yard; ounce and pound. Minimum Language classification: ability usually associated with this Read: Ability to recognize meaning of 2,500 (two and three syllable) words; to read at rate of 95-120 words per minute; to compare similarities and differences between series of numbers. Write: Ability to print simple sentences containing subject, verb, and object, series of numbers, names, and addresses. Speak: Ability to speak simple sentences, using normal word order and present and past tenses. Training: Amount of training, either on-the-job or formal education, usually associated with this occupation in addition to the Reasoning, Math and Language abilities detailed above: 30 days up to and including six months. Physical Demands: Degree of Physical Demands (Strength) usually associated with this classification: Heavy Work: Exerting up to 100 pounds of force occasionally and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects. This position at times may require walking or standing to a significant degree. Types of Physical Demands usually associated with this classification: Stooping, Kneeling, Crouching, Crawling: (Stooping - Bending body downward and forward by bending spine at waist). (Kneeling - Bending legs at knees to come to rest on knee or knees). (~rouching - Bending body downward and forward by bending legs and spine). (Crawling - Moving about on hands and knees or hands and feet). Reaching, Handling, Fingering, Feeling: (Reaching - Extending the hand(s) and arm(s) in any direction). (Handling Seizing, holding, grasping, turning or otherwise working with hand or hands, fingering not involved). (Fingering Picking, pinching or otherwise working with fingers primarily, rather than with whole hand or arm as in handling). (Feeling - Perceiving attributes of objects such as size, shape, temperature or texture by means of receptors in skin, particularly those of finger tips). Climbing, Balancing: (Climbing - Ascending or descending ladders, stairs, scaffolding, ramps, poles or the like, using feet and legs and/or hands and arms). (Balancing - Maintaining body equilibrium to prevent falling when walking, standing, crouching or running on n~rrow, slippery or erratically moving surfaces; or maintaining body equilibrium when performing gymnastic feats). T~lking, Hearing, Seeing: (Talking Expressing or exchanging ideas by means of spoken word). (Hearing Perceiving nature of sounds by ear). (Seeing - The ability to perceive the nature of objects by the eye). Environmental Conditions: Physical Surroundings usually associated with classification: The Worker is Subject to Outside Environmental Conditions: effective protection from weather. No Machines, Tools, Equipment, and Work Aids which may be representative, but not all inclusive, of those commonly associated with this type of work: Effer Knuckle Boom, Libiherr Backhoe, Caterpillar Loader/Backhoe, Ford Loader/Backhoe, John Deere Front Loader, Bob Cat-Trencher, Bob-Cat Loader, Dump Trucks-Various, Vactor/Vacon-Sewer Cleaning Machines, Electric Hoists, Safety Equipment, Radio, Etc.