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Form of workBack to all Jobs 506 - Maintenance Worker I (Open Positions: 1) Department: 506 - BGC Golf Job Status: Full-Time Rate of Pay: $12.08 - Hourly Status: Open until filled Apply Now Job Description JOB SUMMARY The Maintenance Worker I is responsible for performing maintenance activities to include but is not limited to: trim, mow, trim trees, pick up debris, dig ditches and trenches; clean and sweep parking lots and surrounding areas. Performs all manual labor involved in Golf Course maintenance as necessary. COMPETENCIES: Professionalism Trustworthy Ethical Customer Service Communication Self-Awareness Responsible Time Management KEY FUNCTIONS/KNOWLEDGE/SKILLS: Safely Operates hand and power tools such as trimmers, outdoor handheld power equipment and all kinds of mowers in all types of weather or conditions.
Maintains greens, fairways, and all golf course areas by mowing, weeding, landscaping, and trimming trees. Maintains facilities, tools, and equipment for preventative maintenance, proper function, and cleanliness. Maintains facilities, gutters, roofs, and trails free of trash and debris.
Daily inspects facilities, vehicles, equipment, and tools thoroughly; reporting mechanical defects, needed repairs to supervisor or on written reports. Reports hazardous, dangerous, or unsafe conditions immediately and completes necessary written reports. Successfully works well in groups and is a good team player.
Performs other related tasks and work in emergency situations, as necessary. Education and Experience High school graduation or GED, or sufficient education to read and write with no experience. Six months of work related experience preferred.
Special Certifications and License Valid Texas Driver's License Independence and Judgement Minimal judgment; instructions, once established and defined, normally allow the job to be accomplished without direct and/or constant supervision; mostly routine work requiring that employee recognize obvious problems. Initiative and Ingenuity Low chance for error because work is routine/repetitive/simple/reviewed carefully; standard procedures: not demanded to come up with creative solutions; refers anything unusual to supervisor. Supervisory and Responsibility Does not supervise Financial Responsibility Does not deal with money Level and Frequency of Outside Contacts 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 to move objects.
Responsibility for Equipment and Property Responsible for assigned equipment/property used outside of office; use of a City vehicle. Working Conditions Frequent exposure to outdoor elements (several times per week); 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 participates in a generous retirement plan with retirement opportunities available at 5 years of service at age 60 or 20 years of service at any age.
The City has an exceptional employee and family medical, dental and life insurance plan. Employees may also contribute to deferred compensation plans from Equitable and supplemental insurance plans from AFLAC and Colonial Life. Full time employees have the opportunity to accumulate 10 sick days and 10 annual days per year.
Additionally, the City of Brownsville observes 12 holidays annually and two (2) floating holidays. 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.
