What are the responsibilities and job description for the Public Works Maintenance Worker I/II/III (Streets) position at City of La Mesa, CA?
Position Summary
The City currently has one (1) Public Works Maintenance Worker vacancy in the Streets Division of the Public Works Operations Department.
Candidates will be hired either as a Public Works Maintenance Worker I, Public Works Maintenance Worker II, or Public Works Maintenance Worker III based on candidate qualifications and experience.
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.
To perform a variety of semi-skilled and skilled tasks involved in the construction, maintenance, and repair of City streets, sidewalks, signs, and traffic safety and control systems; and to operate a variety of maintenance and repair tools and equipment.
The Public Works Maintenance Worker I is the entry level class in the Public Works Maintenance Worker series. This class is distinguished from the Public Works Maintenance Worker II by the performance of the more routine tasks and duties assigned to positions within the series. Work is usually supervised while in progress and fits a structured and established pattern, which has been established and explained before the work is started. Generally, changes in procedures or exceptions are explained in detail as they arise. Since this class is typically an entry level class, employees may have only limited or no direct related work experience. Advancement to the "II" level is based on training, experience, licenses, certifications, and satisfactory job performance.
The Public Works Maintenance Worker II is the journey level class in the Public Works Maintenance Worker series. Employees within this class are distinguished from the Public Works Maintenance Worker I by the performance of the full range of duties as assigned. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. Positions in this class are flexibly staffed and are normally filled by advancement from the I level, or when filled from the outside, require prior experience in the construction and maintenance of streets or building-related facilities. This class is distinguished from the Public Works Maintenance Worker III in that the latter possesses a specialized technical or functional expertise within the area of assignment, as well as provides lead supervision to lower level public works maintenance personnel.
The Public Works Maintenance Worker III is the advanced journey level classification in the Public Works Maintenance Worker series. Positions in this class are distinguished from other levels in the series by the performance of specialized or skilled maintenance, repair and construction duties. Employees are typically assigned significant responsibilities above the journey level and often exercise independent judgment in the performance of all duties. Employees at this level are required to be fully trained in all procedures related to assigned areas of responsibility. This class is distinguished from the Public Works Maintenance Lead Worker in that the latter serves in a working lead capacity and provides lead direction and training to lower level maintenance staff.
Key Responsibilities
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.
- Perform semi-skilled and skilled tasks in the construction, maintenance, and repair of City streets, sidewalks, Downtown Village, signs, and traffic control and safety devices.
- Operate a variety of construction and maintenance equipment and hand and small power tools including dump truck, pick-up truck, front-end loader, forklift sweeper, backhoe, tractors, jack hammer, paint sprayer, pressure washers, and concrete saw; maintain hand tools and assigned equipment; perform preventive maintenance on equipment.
- Conduct traffic control when working in high traffic areas of the City; install street barricades and cones prior to the performance of maintenance or repair activities; direct and control traffic around work sites.
- Perform street maintenance duties; prepare surfaces for paving; patch potholes; mix, spread, shovel, rake and roll asphalt; seal surfaces.
- Perform curb, gutter and sidewalk maintenance duties; break up paved surfaces; set forms; mix, place, spread and finish concrete.
- Set up traffic control and safety devices; paint traffic control markings and stencils on pavements and curbs including cross walks, stop sign markings, lane markers, center lines, parking spaces, and traffic islands; install raised traffic bars, guard rails and reflectors.
- Prepare, install, and replace City sign posts and signs; fabricate new signs; clean and maintain existing signs; trim vegetation that presents safety hazards.
- Perform graffiti removal duties.
- Inspect ditches, drainage areas and roadside shoulders for noxious weeds; remove weeds using shovels, hoes and rakes.
- Utilize proper safety precautions related to all work performed.
- Provide guidance and training to less experienced personnel; assist with daily supervision of personnel and completion of assigned duties.
- As assigned, lead a small group of workers on an assigned project; insure that safe procedures are followed; provide direction to resolve unanticipated problems in the absence of the supervisor.
- Monitor inventory of assigned materials and supplies.
- Assist in maintenance projects outside of regularly assigned area including building and parks maintenance tasks as necessary.
- Establish and maintain effective and harmonious working relationships with those contacted in the course of work and contribute to a cooperative team effort.
- Perform related duties as required.
~ For detailed information on the position, please see the job description on the City's website at www.cityoflamesa.us ~
Minimum Qualifications
Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Education/Training:
Formal or informal education or training that ensures the ability to read and write at a level necessary for successful job performance.
Experience:
Public Works Maintenance Worker I - At least one year of maintenance and repair experience is desirable.
Public Works Maintenance Worker II - At least one year of experience performing duties comparable to those of a Public Works Maintenance Worker I.
Public Works Maintenance Worker III - At least two years increasingly responsible maintenance experience in assigned program area.
License or Certificate:
Public Works Maintenance Worker I - Possession of an appropriate, valid driver's license.
Public Works Maintenance Worker II - Possession of an appropriate, valid Class B driver's license.
Public Works Maintenance Worker III - Possession of an appropriate, valid Class B driver's license.
Special Requirements:
Employees in the Public Works Maintenance Worker II and III position are subject to mandatory drug and alcohol testing as required by the Department of Transportation. The applicant selected will be given a conditional offer of employment pending the outcome of a post-offer physical and drug screen. Additionally, applicants will be required to provide written authorization allowing the City to contact previous employers to determine if the applicant has previously tested positive for drugs or alcohol, or refused to submit for testing. Commercial licensed applicants will be required to sign a consent allowing the City to run a limited query of their commercial license in the FMCSA Drug and Alcohol Clearinghouse.
Examination Process
Interested applicants must submit an online application, a cover letter, and a completed supplemental questionnaire by the closing deadline of 11:59 p.m. on February 18, 2025. Unless specifically stated otherwise in this announcement, all requirements must be met at the time of application, and all required licenses and certificates must be current and valid. Candidates whose qualifications most closely meet the needs of the City will be invited to participate in the examination process for this position. The examination process includes the following components: Appraisal interview and practical skills assessment.
Schedule of Events:
February 18, 2025 - Recruitment ClosesMarch 18, 2025 - Practical Assessment
March 25, 2025 - Appraisal Interview
NOTE: Employment is contingent upon successful completion of a pre-employment medical evaluation, including alcohol/drug screen, and employment verification, and background investigation.
The City of La Mesa offers a comprehensive benefit package including vacation, holiday, and sick leave as well as medical, dental, vision, and life insurance.
Retirement: All regular City employees are members of the California Public Employees' Retirement System (CalPERS). Non-safety employees are enrolled in one of the following retirement formulas based on date of hire. Additional benefits are provided in accordance with the City’s CalPERS contract.
Retirment Formula and cost sharing
Tier 1 - Hired on January 21, 2011 through December 31, 2012 = 2.5% @ 55
Employee Contribution = 8%
Employee Cost Sharing = 1.5%
Final Compensation = 1 Year
PEPRA - Hired on or after January 1, 2013 = 2% @ 62
Employee Contribution = 7.75%
Employee Cost Sharing = 0%
Final Compensation = 3 Years
Vacation: Employees accrue vacation based on years of service as follows:
0 – 60 Months: 80 hours a year
61 – 120 Months: 120 hours a year
Over 120 Months: 160 hours a year
Once an employee reaches the maximum accumulation of vacation hours (two and one-half times the annual allowance), the employee will not accumulate additional vacation until the vacation time is reduced below the maximum allowable.
Sick Leave: Earned at the rate of 3.692 hours per pay period (96 hours per year).
Sick Leave Conversion: Employees may convert a portion (above 192 hours) of accumulated sick leave to an equal amount of vacation or pay, based on the formulas below. For purposes of this program, usage is calculated using a defined (12) month period that begins and ends with the first pay period in November.
Sick leave conversion for regular part-time employees will be pro-rated based on the regularly scheduled hours compared to a 40-hour workweek.
Unused Sick Leave Reimbursement: Employees with ten (10) or more years of service shall be paid an amount equal to 50 percent of a maximum of 150 days (1200 hours) of the current cash value of the unused sick leave credited to his or her account upon normal or disability retirement, or death. Employees with ten (10) or more years of service, who terminate for reasons other than retirement or death, shall be paid an amount equal to 25 percent of a maximum of 150 days (1200 hours) of the current cash value of the unused sick leave credited to his or her account.
Holidays: All employees shall be granted the following holidays, or the days celebrated for these holidays, with pay:
New Year’s Day
Dr. Martin Luther King Jr.’s Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve
Christmas Day
In lieu of celebrating Admission day, Cesar Chavez’s Birthday, and President’s Day, employees will be granted three floating holidays to be used at the convenience of the employee with the approval of the department head. For employees hired on or after July 1, 1991, unused floating holidays may be accumulated up to a maximum of 160 hours.
Holiday Closure: The City will close City Hall between Christmas Day and New Year’s Day each year. The City will cover 50% of the closed days and employees will be responsible for using their vacation, floating holiday or comp time leave banks to cover the remaining 50% of closed days (50%/50% split). Some employees may be required to work some or all of the closed days based on operational needs of the City at the City Manager’s discretion.
Use of Paid Leave Upon Resignation: An employee who resigns shall not use paid leave to extend his/her resignation date. The last day worked shall be considered the date of resignation, and compensable accrued paid leave shall be paid off in lump sum. Leave (except catastrophic and compensatory leave) must be earned prior to the pay period in which it is used.
Out-Of-Class Pay: Where an employee is temporarily assigned to a higher job classification for the convenience of the city for a period equal to or exceeding 36 hours in a Monday through Thursday period or 40 hours in a Monday through Friday period, he/she will be paid at least five (5) percent above his/her regular rate for the period he/she continues in the new assignment.
Employees may also contribute pre-tax earnings into the City’s Section 125 Flex Spending plan. Employees may make contributions for both health and dependent care reimbursement. Effective the first full pay period in January 2024, the City shall make contributions to the cafeteria benefit plan according to the following formulas:
WAIVE CITY HEALTH INSURANCE COVERAGE (TAXABLE)
115.00 per month ($57.50 per pay period)
EMPLOYEE ONLY
754.72 per month
EMPLOYEE 1 DEPENDENT
$1,294.32 per month
EMPLOYEE 2 OR MORE DEPENDENTS
$1,694.58 per month
Life Insurance: The City pays for the cost of life insurance in an amount equal to the employee’s annual compensation.
Voluntary Life Insurance: Employees may purchase voluntary life insurance up to 5x annual compensation (maximum of $500,000) at a monthly cost of $0.95 cents per $10,000 of coverage. The City also purchases $5,000 in life insurance for a Spouse and $2,500 for each eligible Dependent Child. Spouse voluntary life insurance may be purchased in units of $5,000 but cannot exceed 50% of the employee benefit. Child life insurance may be purchased in units of $2,000 up to $10,000.
Accident Indemnity/Critical Illness: The City provides voluntary benefits through The Standard. The personal Accident plan features benefits for emergency treatment, follow-up treatment, initial hospitalization, hospital confinement, physical therapy, accidental death, and other wellness benefits.
The Critical Illness plan features benefits for heart attack, stroke, invasive cancer, major organ failure, and health maintenance screening wellness benefits.
Employee Assistance Program (EAP): Provides confidential professional assistance to employees and members of your household who need emotional wellbeing support (six sessions per EAP issue). There is no cost for EAP counseling. If further treatment is recommended, there may be costs to the employee.
Deferred Compensation: City employees have the opportunity to build their retirement savings and reduce taxable income by participating in the City’s Section 457 deferred compensation program, or the post-tax 457 Roth deferred compensation program. The City’s plan is administered by Mission Square Retirement Corporation (formerly ICMA-RC). Participation is handled through payroll deduction. The City does not make any contributions to this plan.
Tuition Reimbursement: $2,000 in tuition reimbursement per fiscal year for pre-approved college courses, non-college courses, certificates or tests related to employee’s job responsibilities. Additional, limited reimbursement may be distributed to eligible employees if funds are available.
Social Security and Medicare: Employees are required to pay into Social Security at 6.2% and Medicare at 1.45%.
Bilingual Pay: Employees who are regularly required to use their bilingual or sign language skills in the performance of their duties may receive an additional $50 per month. An exam is required to substantiate fluency for pay eligibility.
Uniform Reimbursement/Boot Allowance/Tool Allowance: The City will provide employees in certain classifications an annual uniform allowance as listed below, payable the first pay period in October of each year, for the purchase and maintenance of uniforms in accordance with departmental uniform policies. The uniform allowance for new employees hired after October 1 shall be prorated for the period from date of hire to September 30, and shall be paid to the employee as soon as possible and practical after date of hire.
Downtown Operations Assistant: $650
Fire Inspector I/II: $650
Public Works and selected positions listed in the General MOU are provided an annual boot allowance of $250 per year. These are payable the first pay period in October.
Selected positions in the Public Works Fleet Department, as listed in the General MOU, are provided a tool allowance of $600 per year.
Safety Glasses Reimbursement: Employees who are required to wear prescription safety glasses to perform their duties may be reimbursed up to $100 for out-of-pocket costs per pair. The employee should attempt to utilize the City’s insurance coverage to the extent possible. Reimbursement for new glasses will be limited to instances where the employee’s glasses are damaged on-duty or when his/her prescription has been changed. In order to be eligible for reimbursement, the safety-glasses must meet CalOSHA standards.
Jury Duty: Court leave is paid leave granted by the city to enable an employee to fulfill his/her duty as a citizen to serve as a juror, or as a prospective juror, or to serve as a witness in a court action to which the employee is not a party, before a Federal, Superior, or Municipal Court located in the County which the employee resides. Paid leave shall not be granted when the employee is paid an expert witness fee. Employees on jury duty are required to have a court timesheet to be considered on paid leave.
State Disability Insurance (SDI): All General and Public Works employees pay into, and are covered by SDI. Premiums are automatically deducted from paychecks. In case of a non-work-related injury, it pays 66 2/3rd of an employee’s salary.
Computer Loan Program: Employees may obtain an interest-free loan, up to $2,500, to purchase computers, related equipment, and software. This program is intended to increase computer literacy, which is beneficial to employees, the City, and the citizens we serve.
Union Membership: All full-time, benefited employees in classifications represented by LMCEA have the right to elect membership.
Part-Time Regular Employees: Salary and benefits for regular employees on halftime (.5) or three-quarter-time (.75) status with the City will be proportional to the equivalent of fulltime regular employees. These hours must be worked on a regular and continuous basis, or as a result of a mutually agreed upon reduced work period.
60 - 69 hours per pay period = 75% Benefits
40 - 59 hours per pay period = 50% Benefits
39 or less hrs. per pay period = No Benefits
Part-Time Sick Leave:
All temporary and part-time employees will receive 40 hours of paid sick leave. To be eligible, the part-time employee must be employed with the City for 90 days and worked at least 30 days.
For additional detailed information regarding salaries and benefits, you may request a copy of the MOU document from a representative of the bargaining unit that represents you.
Retirement: All regular City employees are members of the California Public Employees' Retirement System (CalPERS). Non-safety employees are enrolled in one of the following retirement formulas based on date of hire. Additional benefits are provided in accordance with the City’s CalPERS contract.
Retirment Formula and cost sharing
Tier 1 - Hired on January 21, 2011 through December 31, 2012 = 2.5% @ 55
Employee Contribution = 8%
Employee Cost Sharing = 1.5%
Final Compensation = 1 Year
PEPRA - Hired on or after January 1, 2013 = 2% @ 62
Employee Contribution = 7.75%
Employee Cost Sharing = 0%
Final Compensation = 3 Years
- CalPERS Classic Members hired on or after January 1, 2013 will be enrolled in the Tier 1 retirement formula.
Vacation: Employees accrue vacation based on years of service as follows:
0 – 60 Months: 80 hours a year
61 – 120 Months: 120 hours a year
Over 120 Months: 160 hours a year
Once an employee reaches the maximum accumulation of vacation hours (two and one-half times the annual allowance), the employee will not accumulate additional vacation until the vacation time is reduced below the maximum allowable.
Sick Leave: Earned at the rate of 3.692 hours per pay period (96 hours per year).
Sick Leave Conversion: Employees may convert a portion (above 192 hours) of accumulated sick leave to an equal amount of vacation or pay, based on the formulas below. For purposes of this program, usage is calculated using a defined (12) month period that begins and ends with the first pay period in November.
Sick leave conversion for regular part-time employees will be pro-rated based on the regularly scheduled hours compared to a 40-hour workweek.
Unused Sick Leave Reimbursement: Employees with ten (10) or more years of service shall be paid an amount equal to 50 percent of a maximum of 150 days (1200 hours) of the current cash value of the unused sick leave credited to his or her account upon normal or disability retirement, or death. Employees with ten (10) or more years of service, who terminate for reasons other than retirement or death, shall be paid an amount equal to 25 percent of a maximum of 150 days (1200 hours) of the current cash value of the unused sick leave credited to his or her account.
Holidays: All employees shall be granted the following holidays, or the days celebrated for these holidays, with pay:
New Year’s Day
Dr. Martin Luther King Jr.’s Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve
Christmas Day
In lieu of celebrating Admission day, Cesar Chavez’s Birthday, and President’s Day, employees will be granted three floating holidays to be used at the convenience of the employee with the approval of the department head. For employees hired on or after July 1, 1991, unused floating holidays may be accumulated up to a maximum of 160 hours.
Holiday Closure: The City will close City Hall between Christmas Day and New Year’s Day each year. The City will cover 50% of the closed days and employees will be responsible for using their vacation, floating holiday or comp time leave banks to cover the remaining 50% of closed days (50%/50% split). Some employees may be required to work some or all of the closed days based on operational needs of the City at the City Manager’s discretion.
Use of Paid Leave Upon Resignation: An employee who resigns shall not use paid leave to extend his/her resignation date. The last day worked shall be considered the date of resignation, and compensable accrued paid leave shall be paid off in lump sum. Leave (except catastrophic and compensatory leave) must be earned prior to the pay period in which it is used.
Out-Of-Class Pay: Where an employee is temporarily assigned to a higher job classification for the convenience of the city for a period equal to or exceeding 36 hours in a Monday through Thursday period or 40 hours in a Monday through Friday period, he/she will be paid at least five (5) percent above his/her regular rate for the period he/she continues in the new assignment.
- Cafeteria Plan: The City offers a Cafeteria-style plan in which each employee receives a fixed amount of FlexNet credits to purchase health coverage. Health coverage is available through CalPERS. Dental coverage is available through MetLife. Vision coverage is available through EyeMed.
Employees may also contribute pre-tax earnings into the City’s Section 125 Flex Spending plan. Employees may make contributions for both health and dependent care reimbursement. Effective the first full pay period in January 2024, the City shall make contributions to the cafeteria benefit plan according to the following formulas:
WAIVE CITY HEALTH INSURANCE COVERAGE (TAXABLE)
115.00 per month ($57.50 per pay period)
EMPLOYEE ONLY
754.72 per month
EMPLOYEE 1 DEPENDENT
$1,294.32 per month
EMPLOYEE 2 OR MORE DEPENDENTS
$1,694.58 per month
Life Insurance: The City pays for the cost of life insurance in an amount equal to the employee’s annual compensation.
Voluntary Life Insurance: Employees may purchase voluntary life insurance up to 5x annual compensation (maximum of $500,000) at a monthly cost of $0.95 cents per $10,000 of coverage. The City also purchases $5,000 in life insurance for a Spouse and $2,500 for each eligible Dependent Child. Spouse voluntary life insurance may be purchased in units of $5,000 but cannot exceed 50% of the employee benefit. Child life insurance may be purchased in units of $2,000 up to $10,000.
Accident Indemnity/Critical Illness: The City provides voluntary benefits through The Standard. The personal Accident plan features benefits for emergency treatment, follow-up treatment, initial hospitalization, hospital confinement, physical therapy, accidental death, and other wellness benefits.
The Critical Illness plan features benefits for heart attack, stroke, invasive cancer, major organ failure, and health maintenance screening wellness benefits.
Employee Assistance Program (EAP): Provides confidential professional assistance to employees and members of your household who need emotional wellbeing support (six sessions per EAP issue). There is no cost for EAP counseling. If further treatment is recommended, there may be costs to the employee.
Deferred Compensation: City employees have the opportunity to build their retirement savings and reduce taxable income by participating in the City’s Section 457 deferred compensation program, or the post-tax 457 Roth deferred compensation program. The City’s plan is administered by Mission Square Retirement Corporation (formerly ICMA-RC). Participation is handled through payroll deduction. The City does not make any contributions to this plan.
Tuition Reimbursement: $2,000 in tuition reimbursement per fiscal year for pre-approved college courses, non-college courses, certificates or tests related to employee’s job responsibilities. Additional, limited reimbursement may be distributed to eligible employees if funds are available.
Social Security and Medicare: Employees are required to pay into Social Security at 6.2% and Medicare at 1.45%.
Bilingual Pay: Employees who are regularly required to use their bilingual or sign language skills in the performance of their duties may receive an additional $50 per month. An exam is required to substantiate fluency for pay eligibility.
Uniform Reimbursement/Boot Allowance/Tool Allowance: The City will provide employees in certain classifications an annual uniform allowance as listed below, payable the first pay period in October of each year, for the purchase and maintenance of uniforms in accordance with departmental uniform policies. The uniform allowance for new employees hired after October 1 shall be prorated for the period from date of hire to September 30, and shall be paid to the employee as soon as possible and practical after date of hire.
Downtown Operations Assistant: $650
Fire Inspector I/II: $650
Public Works and selected positions listed in the General MOU are provided an annual boot allowance of $250 per year. These are payable the first pay period in October.
Selected positions in the Public Works Fleet Department, as listed in the General MOU, are provided a tool allowance of $600 per year.
Safety Glasses Reimbursement: Employees who are required to wear prescription safety glasses to perform their duties may be reimbursed up to $100 for out-of-pocket costs per pair. The employee should attempt to utilize the City’s insurance coverage to the extent possible. Reimbursement for new glasses will be limited to instances where the employee’s glasses are damaged on-duty or when his/her prescription has been changed. In order to be eligible for reimbursement, the safety-glasses must meet CalOSHA standards.
Jury Duty: Court leave is paid leave granted by the city to enable an employee to fulfill his/her duty as a citizen to serve as a juror, or as a prospective juror, or to serve as a witness in a court action to which the employee is not a party, before a Federal, Superior, or Municipal Court located in the County which the employee resides. Paid leave shall not be granted when the employee is paid an expert witness fee. Employees on jury duty are required to have a court timesheet to be considered on paid leave.
State Disability Insurance (SDI): All General and Public Works employees pay into, and are covered by SDI. Premiums are automatically deducted from paychecks. In case of a non-work-related injury, it pays 66 2/3rd of an employee’s salary.
Computer Loan Program: Employees may obtain an interest-free loan, up to $2,500, to purchase computers, related equipment, and software. This program is intended to increase computer literacy, which is beneficial to employees, the City, and the citizens we serve.
Union Membership: All full-time, benefited employees in classifications represented by LMCEA have the right to elect membership.
Part-Time Regular Employees: Salary and benefits for regular employees on halftime (.5) or three-quarter-time (.75) status with the City will be proportional to the equivalent of fulltime regular employees. These hours must be worked on a regular and continuous basis, or as a result of a mutually agreed upon reduced work period.
60 - 69 hours per pay period = 75% Benefits
40 - 59 hours per pay period = 50% Benefits
39 or less hrs. per pay period = No Benefits
Part-Time Sick Leave:
All temporary and part-time employees will receive 40 hours of paid sick leave. To be eligible, the part-time employee must be employed with the City for 90 days and worked at least 30 days.
For additional detailed information regarding salaries and benefits, you may request a copy of the MOU document from a representative of the bargaining unit that represents you.
Salary : $250 - $600
