COLLEGE CO-OP (CSD) (LABORATORY)

General Statement of Duties

The Metropolitan Sewer District posted a number of College Co-Op Job Postings for the Summer Semester beginning May 26, 2025. Please read through all Job Postings and apply for the position(s) you would like to be evaluated for and/or interviewed for as a Co-Op student.

The Project plans are included in the Job Postings. For more information about the different projects please contact jerrold.ware@cincinnati-oh.gov.

The Priority Deadline for applications is March 10, 2025. Applications submitted by this date will be reviewed by MSD hiring managers before the posting closes on March 24, 2025. If selected for an interview, students will be notified via email as early as the week of March 10, 2025. All applications are accepted through the posting close date.

If selected for an interview, you will be contacted via the email provided during the application process. All applicants should have availability for work scheduled 32 - 40 hours per week.

Interns/Co-ops/Externs for the City of Cincinnati may be performing duties in any potential field within the City's structure. These fields may include office-level work/assignments, fieldwork, and/or civic services. The nature of the work will be based on areas of interest, degree programs, or organizational needs. Candidates should have the ability to multitask in a fast-paced environment.

Minimum Qualifications (KSAs)

MSD DIVISION OF COMPLIANCE SERVICES (CSD) - LABORATORY

Mission: To establish a partnership with colleges and universities, exposing as many students as possible to employment opportunities in the Wastewater Industry and help them become experienced professionals in the next generation workforce.

Purpose: To attract and cultivate bright and energetic college students and maintain ongoing partnerships with colleges and universities. It is our goal to expose these students to applied laboratory practices, as well as career opportunities in water resource management and the environmental sciences. The Co-op program also serves as a recruitment tool to assist the Compliance Services Division (CSD), Laboratory section in hiring full-time personnel.

Overview: The co-op student will be assigned to specific areas of the laboratory to participate in wet weather projects, special studies, and/or daily routine testing. Under the supervision of a chemist, co-ops will be exposed to various tasks performed in the laboratory and on the analytical equipment utilized. The CSD Laboratory program strives to reinforce the knowledge and skills the students have learned in the classroom and to build on those skills in a setting that provides "hands-on" instruction and experience.

Expectations: The Co-op students will be assigned to the Nutrient, Metals, and Sample Check-in Units where they will be trained in analyzing treatment plant NPDES permit samples, process control, wet weather, industrial waste, and/or special studies samples. They will be trained to perform a variety of analyses which may include sample receiving process, ammonia, nitrite and nitrate, total phosphorus, total orthophosphate, total Kjeldahl nitrogen, biochemical oxygen demand, chemical oxygen demand, alkalinity, total hardness, and suspended, total and dissolved solids. They will also be trained in running bacteriological samples for fecal coliform and E. coli analysis. Many of these procedures will involve the use of analytical equipment. They will learn the proper Quality Control to be run in analyzing these samples. They will also be trained in using the LIMS data entry program.

Learning Milestones:

• Lab/Project orientation (week 1)
• Pertinent instruction for equipment or methodologies employed (week 1-4)
• Periodic status report (week 5-11)
• Completion of project/report out (week 12)
• All studies have been previously designed, and each student will be assigned to a specific study as his/her primary project.
• If the student has done a previous term at MSD, the project will be a continuation of that work.
• In addition to their primary project, students will be expected to perform other laboratory tasks and help in other areas as assistance is needed.
• The CSD lab attempts to expose students to all facets of laboratory analysis during the term.

HR Contact: Jerrold Ware, Jerrold.Ware@cincinnati-oh.gov

Required Education and Experience

In order to qualify for the Intern/Co-op/Extern Program, a student must:

• Be a U.S. citizen, lawful permanent resident, or a non-citizen with proof of eligibility to work in the United States
• Individuals under eighteen will require a work permit
• Be enrolled in an accredited institution
• Submit a City job application for employment
• Must pass a drug screen and background check

The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.

The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.

The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.

Equal Employment Opportunity

The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.

Holidays

The City of Cincinnati has 11 paid holidays annually that include:

New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas

Health Insurance

The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.

Eligible dependents include:

Legal Spouse or Equal Partner
Child (natural child, adopted child, and/or child who the group has determined is covered under a "Qualified Medical Child Support Order")
Step-child
Child for whom the employee or employee's spouse/equal partner is a legal guardian

Basic Life Insurance

A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.

Supplemental Life, Long Term Disability, Accident & Critical Illness Insurance

Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.

Flexible Benefits Plans

Healthcare Flex Spending Account

City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members.

Dependent Care Flex Spending Account

City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.

Transportation Expense Reimbursement Account

City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.

Healthy Lifestyles Program

City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.

Integrated Health Reimbursement Arrangement (HRA)

This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.

Retirement Plan

The City provides a defined benefit pension plan for part-time and full-time employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police & Fire; Police Recruits; and Rehired Ohio Police & Fire Retirees.

Deferred Compensation

As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.