Equipment Operator I/Crew Lead

Title: Equipment Operator I/Crew Lead

Organization: EPW: Greens Division

Department: Greens Division

Location: EPW

Rate of Pay: $13.98

Job Summary

The Equipment Operator I is responsible for operating equipment necessary in the maintenance repair and upkeep of streets and roadways, right of way, grounds, repairing cave-ins, drains and other related maintenance tasks. Operates specialized equipment, machinery or vehicles such as heavy construction vehicles, trucks with hydraulic pumping equipment, pressure sprayers, paving equipment, jackhammers, backhoes or cranes and other related tasks as necessary. The employee works according to set procedures under direct supervision and strictly adheres to all applicable state and local laws, regulations, safety rules, departmental policies, and procedures.

Competencies

Key Functions/Knowledge/Skills

• Must be able to read, interpret and follow work orders and procedures as necessary.
• Must be capable of working with Management, internal department, other departments and staff to maintain positive image of the division and services.
• Must be able to effectively respond to questions from Management, groups of managers, customers, and the public.
• Safely operates tools and equipment in all types of weather, or conditions.
• Operates light equipment and tools, such as blowers, edging tools, sprayers, shovels, rakes and brooms.
• Maintains facilities, tools and equipment in a clean and neat appearance.
• Installation of road construction materials on construction sites.
• Performs reports and completes routine forms for material accountability.
• Maintains streets and roadways free of trash, debris, and FOD (foreign object damage)
• Complies with all State and local laws; Departmental policies, safety rules, and procedures.
• Reports hazardous and dangerous conditions in and around roads, facilities, including incidents/accidents immediately.
• Operates heavy machinery or heavy construction vehicles, trucks with hydraulic pumping equipment, pressure sprayers, paving equipment, backhoes, or cranes
• Operates hand and power tools such as trimmers, vacuum sweepers, outdoor hand held power equipment and mowers.
• Performs preventative maintenance on all equipment and tools.
• Follows established safety rules and regulations for the safe operation of equipment and machinery, reports accidents, equipment breakage and unsafe conditions to a Supervisor.
• Performs other related work as required.

Minimum Education & Experience

High school graduation or GED plus one year of experience.

Special Certifications & Licenses

Job requires a current, valid Texas Class B Commercial Driver’s License (CDL), as required by State Law for the operation of heavy machinery and trucks.

Independence & Judgement

Skillful judgment with out-of-the ordinary situations or issues.

Initiative & Ingenuity

General guidelines: occasionally requires interpretation of available options to apply to non-standard situations; day-to-day work drives priorities.

Supervisory & Responsibility

Lead person in small work group; does not specifically assign work but is looked to for guidance.

Financial Responsibility

Does not deal with money.

Level & Frequency of Outside Contact

Infrequent or non-difficult contacts with other people inside and/or outside department; straightforward information exchange, etc.

Physical Demands

Mostly moderate and fairly steady active physical exertion; may require brief periods of heavy muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 35-50 lbs. of force occasionally or a negligible amount of energy frequently to lift, push, pull or otherwise move objects.

Responsibility for Equipment & Property

Responsible for high-risk or valuable items, such as big, expensive equipment, including light and heavy machinery, plant equipment, multiple computers and computer networks, etc.

Working Conditions

Frequent exposure to outdoor elements; job often (several times per week) exposes person to physical danger; serious space problems; frequent situations that cause stress and tension in the execution of regular duties.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.

The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.

Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.

The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.