What are the responsibilities and job description for the COLLEGE CO-OP (WASTEWATER ENGINEERING) Project Management/GIS position at City of Cincinnati?
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.
TO APPLY:
Applicants must first set up a Master Profile in the City's NEOGOV system to apply for this position. Please click here https://www.governmentjobs.com/Applications/Index/cincinnati to create your Master Profile and apply for the College Co-Op.
If you are experiencing technical difficulties with completing your application, please call the NeoGov Help Line at 855-524-5627.
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)
Mission:
Purpose:
Please note: due to the complexity of functions and sheer number of legacy layers, MSD uses an older version of ArcMap, currently 10.8, or similar for most users.
Overview: Regional hydrology information such as drainage basins, storage volumes, sump identification, runoff coefficients, slope, infiltration rates, and other such data are desired to be created and checked for quality. A regional mapping layer that compiles geological bore information is also a goal. Work will require figuring out the limits of the computer workstation, and how to divide and conquer large datasets, then compile it all back together. The layers are intended to cover wide regions or the entirety of Hamilton County and will utilize some of the specialized tools and licensures in ArcMap. If time allows, the work will provide an opportunity to learn various hydraulic and hydrology modeling tools that will utilize the information created from the hydrology mapping effort.
Expectations: The co-op is expected to learn how to use advanced tools in ArcMap to create geodatabases, networks, triangular networks, raster files, and other associated mapping files that are accurate, stable, and correctly referenced, spatially. The co-op is expected to be self-sufficient in learning how to troubleshoot problems in ArcMap when issues arise while trying to crunch data. The co-op is expected to manage time and be constantly productive, working on other tasks while waiting on processes to finish in ArcMap (there may be times when it takes ArcMap over a day to perform one task). The co-op is expected to have patience and a persevering spirit, as required when learning how to deal with regional datasets in mapping software. Finally, data entry and review are often critical parts of the work.
Deliverables: Co-op to deliver:
- ArcMap layers with very minimal error rates.
- Documentation of methodology, how layers were created, information sources, noting critical steps and assumptions made during the process.
- Documentation of how quality assurance was implemented for each layer and any concerns or ranges of expected error.
- If time allows, hydraulic and hydrology models, and the assumptions and quality assurances associated with the work.
- If time allows, a report on the conclusions of analysis for a region, derived from hydraulic and hydrology models.
MSD to provide:
- Workstation,
- ArcMap licenses and tools,
- IT support services,
- Mapping base files,
- Hydraulic and hydrology modeling software tools,
- Oversight, guidance, and feedback from licensed engineers.
Milestones
Orientation (week #1)
Needs Assessment (week #2)
Begin Project Work (weeks #1 - 3)
- Project Manager and co-op will work together to define project goals, expectations, and timelines. Work will begin on initial map layers.
Continuation of Project Work (weeks #4 - 14)
- Develop plans on what steps and tools will be required for regional dataset goals (some goals require utilizing many tools and steps to achieve the desired output).
- Crunch the data to create maps, work through problems and limitations of ArcMap, correct problems with data quality.
- Perform mid-term review of project schedule midway of the spring semester. Make necessary adjustments to meet project objectives and project manager’s expectations.
Prepare Final Documentation and Report Out (weeks #15 - 16)
- Conclude layers and analysis, where possible.
- Provide documentation and discuss with necessary parties to enable continuation of unfinished work.
- Summarize and evaluate lessons learned.
Education Requirements:
Required:
- Completion of college coursework and a minimum of a B average in Calculus I and Physics I.
- Experience, either with classes or jobs, creating map layers with a GIS mapping system.
- Completion of at least one of the following college courses (with a minimum B average): hydrology, hydraulics, fluid mechanics, water treatment, groundwater, geomorphology.
- Attention to detail (which begins with the application and resume submitted to MSD).
- Resourcefulness, patience, perseverance, and some creativity.
- Completion and minimum of a B average in Calculus II and Physics II.
- Experience with ArcMap version 10 and advanced ArcMap tools.
- Experience with hydrology and hydraulic modeling software.
- Experience writing code and scripts to run routines in ArcMap.
Required Education and Experience
In order to qualify for the Intern/Co-op 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
- Submit a City job application for employment
- Must pass a drug screen and background check
- Be enrolled in an accredited institution. *Undergraduate student majoring in Environmental Science, Occupational Safety, Chemistry, Fire Science, or closely related field. Successful completion of basic chemistry lab coursework preferred.*
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.
Salary : $300
