Heavy Equipment Technician I/II

DESCRIPTION

Heavy Equipment Technician I
$58,468.80 - $78,811.20 Annually

Heavy Equipment Technician II
$64,084.80 - $86,382.40 Annually

This is a continuous recruitment with a first application review date of July 5, 2022. Qualified applicants who apply before July 5, 2022, will be invited to participate in the process listed below in the Schedule of Events section of this recruitment announcement.

The Orange County Fire Authority (OCFA) is currently recruiting to fill one (1) position in the Logistics Department, Fleet Services Division for the position of Heavy Equipment Technician I/II. This recruitment will be used to fill the current vacancy and to establish an eligibility list for future vacancies.

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CLASS SUMMARY: *
Under immediate (Heavy Equipment Technician I) to general (Heavy Equipment Technician II) supervision, performs a variety of major and minor mechanical and electrical repairs and adjustments on a variety of fire apparatus equipment weighing over 15,000 pounds; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives immediate (Heavy Equipment Technician I) to general (Heavy Equipment Technician II) supervision from assigned supervisory and/or management staff. Exercises no direct supervision over staff.

CLASS CHARACTERISTICS

Heavy Equipment Technician I - The Heavy Equipment Technician I is the first level in the two-level Heavy Equipment Technician series and is part of the broader seven level Fire Equipment Maintenance series. Initially under close supervision, incumbents learn and perform routine duties in the Fleet Services Center including the repair and servicing of a variety of heavy fire apparatus equipment. As experience is gained, assignments become more varied, complex, and difficult; close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently. Positions at this level usually perform most of the duties required of the positions at the Heavy Equipment Technician II level but are not expected to function at the same skill level, and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.

Heavy Equipment Technician II – The Heavy Equipment Technician II is the second level in the two-level Heavy Equipment Technician series and is part of the broader seven level Fire Equipment Maintenance series. This is the fully qualified journey-level classification in the Heavy Equipment Technician series. Positions at this level are distinguished from the Heavy Equipment Technician I level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions 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. This class is distinguished from the Fleet Services Supervisor in that the latter performs full supervisory duties and supervises lower level staff.

Positions in the Heavy Equipment Technician class series are flexibly staffed; positions at the Heavy Equipment Technician II level are normally filled by advancement from the Heavy Equipment Technician I level; progression to the Heavy Equipment Technician II level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the Heavy Equipment Technician II level.

ESSENTIAL FUNCTIONS

(These duties are intended to be representative sample of the duties performed by the class.)

To review the full Class Specifications for Heavy Equipment Technician I please visit www.OCFA.org.

To review the full Class Specifications for Heavy Equipment Technician II please visit www.OCFA.org.

MINIMUM QUALIFICATIONS

An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.

EDUCATION (*position requirement at application)*
Equivalent to completion of the twelfth (12th) grade supplemented by vocational training in vehicle maintenance and repair.

EXPERIENCE (position requirement at application):
Heavy Equipment Technician I – Two (2) years of experience in the repair and maintenance of heavy gasoline and diesel-powered equipment.

Heavy Equipment Technician II – Five (5) years of journey-level mechanic experience including two (2) years performing duties similar to a Heavy Equipment Technician I with the Authority or other fire agency.
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LICENSES AND CERTIFICATIONS:

• Possession of, or successful acquisition by time of appointment, a valid Class C California driver’s license, to be maintained throughout employment.
• Possession of, or successful acquisition within six (6) months of appointment, a valid California Class B driver’s license, with air brake, manual transmission, and tanker endorsements, to be maintained throughout employment. Hazardous Material endorsement must be obtained within nine (9) months of appointment.
• Possession of, or successful acquisition within six (6) months of appointment, a valid EPA 609 Air Conditioning certification, to be maintained throughout employment.
• Must complete break inspector qualifications pursuant to 49 CFR Part 396.19 within six (6) months of appointment.

Positions in the Heavy Equipment Technician class series are flexibly staffed; positions at the Heavy Equipment Technician II level are normally filled by advancement from the Heavy Equipment Technician I level; progression to the Heavy Equipment Technician II level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the Heavy Equipment Technician II level.

KNOWLEDGE & SKILLS (position requirements at entry):
To review the full Class Specifications for Heavy Equipment Technician I please visit www.OCFA.org.

To review the full Class Specifications for Heavy Equipment Technician II please visit www.OCFA.org.

SUPPLEMENTAL INFORMATION

TENTATIVE SCHEDULE OF EVENTS

• First Application Review - July 5, 2022

** Please note that this is a continuous recruitment. Qualified applicants who apply before the date listed above will be invited to participate in the process listed below.

• Oral Interviews/Testing - Week of August 1 , 2022
• Selection Interviews - Week of August 8, 2022
• Hire Date - TBD

Please note, all dates are subject to change based on organizational need. Should a change occur, Human Resources will notify all affected candidates via email.

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PHYSICAL REQUIREMENTS: *

Must possess mobility to work in a warehouse environment and in the field; strength, stamina, and mobility to perform medium to heavy physical work; to sit, stand, and walk on level, uneven, or slippery surfaces; frequently reach, twist, turn, kneel, bend, stoop, squat, crouch, grasp and make repetitive hand movement in the performance of daily duties; to climb and descend from fire apparatus and vehicles, to operate varied hand and power tools and construction equipment, and to operate a motor vehicle and visit various County sites; vision including color vision to inspect and operate equipment. The job involves fieldwork requiring frequent walking in operational areas. Finger dexterity is needed to operate and repair tools and equipment. Employees must possess the ability to lift, carry, push, and pull materials and objects averaging a weight of 50 pounds or heavier weights with the appropriate equipment on a frequent/occasional basis, in all cases with the use of proper equipment and/or assistance from other staff. Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly to move objects.

Employees must wear and use the proper Personal Protective Equipment (PPE).

ENVIRONMENTAL CONDITIONS
Employees primarily work in a maintenance shop and in the field and are exposed to loud and excessive noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, grease, oils, solvents, vermin, insects, and parasites, biologic and infectious agents, hazardous physical substances and odors, fumes, dust and air contaminants, machinery with extremely hot surfaces and moving parts, moving objects or other vehicles, and work at heights using stationary and mobile ladders. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

WORKING CONDITIONSMay be required to be on-call and to work various shifts or emergencies on evenings, weekends, and holidays. May travel to and from remote locations for incident assignments and may be required to stay in remote locations without accommodations.
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NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the needs of the department.
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PRE-HIRE REQUIREMENTS: *
Before an employee is hired, he/she must successfully complete pre-employment requirements including, but not limited to: fingerprinting and background check, reference check, DMV check, licensure/certification check, Oath of allegiance to the United States of America and the State of California, and proof of eligibility to work in the United States in accordance with Immigration and Reform Control Act of 1986. All job offers are contingent upon the successful completion of a pre-employment medical exam including a drug screen through the OCFA's designated physician.
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HOW TO APPLY FOR THIS POSITION: *
When the recruitment opens for this position, an applicant must submit, during the application filing period, an online application and attach any supplemental information as required in the job announcement which may include submitting responses to a supplemental questionnaire. Online resumes and other unsolicited materials may be attached, but will not be considered in lieu of the required online application, unless otherwise specified in the job announcement. The OCFA reserves the right to limit the number of online applications when necessary. Applicants are responsible for maintaining/updating their contact information through the online application system.
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SELECTION PROCEDURES: *
INITIAL SELECTION REVIEW:
The Human Resources Department reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.

TESTING:
Testing for this position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.

AMERICANS WITH DISABILITIES ACT (ADA) ACCOMMODATION:
In accordance with the Americans With Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact the assigned recruiter, Brad Stephens, Senior Human Resources Analyst at (714) 573-6816 or via email at bradstephens@ocfa.org no later than 72 hours prior to any portion of the examination process.

RECRUITMENT/SELECTION PROCESS AND REQUIREMENTS:
All recruitment/selection process and requirements will be held in accordance with the OCFA's Selection Rules, which are available for inspection upon request.

ELIGIBLE LIST:
The duration of an Eligible List is one year, unless otherwise specified in the job announcement.

WITHDRAWING FROM RECRUITMENT PROCESS:
Whenever an applicant chooses to withdraw from a recruitment process, he/she is required to submit an email notification to Brad Stephens, Senior Human Resources Analyst at (714) 573-6816 or via email at bradstephens@ocfa.org requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number.

QUESTIONS:
All questions regarding this position should be directed to Brad Stephens, Senior Human Resources Analyst at (714) 573-6816 or via email at bradstephens@ocfa.org.

NOTE:
The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.

Orange County Employees Association (OCEA) Representation: This classification is represented by the OCEA in the General Unit. Please visit http://www.oceamember.org for further information.

Base Salary Adjustments: None scheduled.

Merit Salary Increases: Employees are eligible for a merit salary increase (1 to 4 steps) at their six-month review date, and annually thereafter based upon work performance until step 12 of the salary range is reached.

Medical Benefit: Employees have a choice of medical plans under the CalPERS Health Benefits Program and the Authority contributes towards the cost of health premiums as follows:

• 100% of cost for employee only premium OR
• 75% of cost for family premium, whichever is greater

The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.

Effective January 1, 2022, employees who submit sufficient proof of alternate health coverage may waive coverage and receive the following in bi-monthly taxable cash or may apply a portion of the amount below towards the cost of voluntary accidental death and dismemberment insurance:

• Full-Time Employees: $238.92 per pay period (excluding PP9 and 20)
• Part-Time Employees: $119.46 per pay period (excluding PP9 and 20)

Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.

OCEA Health & Welfare Benefits Plan: The Authority contributes to the OCEA Health & Welfare Trust which provides for the following benefits for all employees in regular or limited-term positions represented by OCEA, regardless of membership status:

• Dental (Delta Dental PPO or DeltaCare DHMO)
• Vision (VSP)
• Basic Disability (24 months max benefit period)
• $25,000 Basic Life and Accidental Death and Dismemberment (AD&D) Insurance

With a Union membership, employees have the option to purchase additional insurance available through the OCEA such as: dental, vision, life, accidental death and dismemberment insurance, and short-term and long-term disability insurance.

Retirement: All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.
Legacy General Members: Employees hired on or after December 1, 2012 who establish reciprocity with OCERS are enrolled in the 2% at age 55 retirement formula (Plan N). Employees pay their maximum employee contribution based on age of entry into OCERS (or reciprocal system), including any increases to the maximum employee contribution as calculated by OCERS. The compensation limit for Legacy members in 2022 is $305,000.
New General Members: Employees hired on or after January 1, 2013 without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS). The compensation limit for PEPRA members in 2022 is $161,969 (non-Social Security participants).

For more information about OCERS retirement, please visit: http://www.ocers.org.

Deferred Compensation: Employees in regular or limited-term positions may voluntarily participate in the Authority's deferred compensation plan. This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.

Retiree Medical Savings Plan: Employees are enrolled in a defined contribution retiree medical savings plan to which they contribute 4.0% of base salary.

Social Security: Orange County Fire Authority employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.

Medicare: Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.

Educational Incentive Pay: Employees with college-level semester units, a bachelor's degree, or completion of an approved course from the Universal Technical Institute (UTI) or equivalent, are eligible for educational incentive pay as follows:

• 60+ units or UTI course = 2.5% of base salary per month; or
• 90+ units = 3% of base salary per month; or
• Bachelor's degree = 5.5% of base salary per month

The maximum educational incentive pay an employee may receive is 5.5% of base salary.

Other Specialty Pays / Reimbursements: Employees under special classifications or assignments, or who possess specialized skills/training/certification, may be eligible for other specialty pays. Please refer to the OCEA MOU (Download PDF reader) for further details.

Tuition Reimbursement: Tuition reimbursement is $2,000 per fiscal year to cover certain expenses associated with academic pursuits.

Vacation: Vacation accrual is based on hours of completed continuous service (regular hours) exclusive of overtime:

• Upon employment and up to 3 years, up to 80 hours per year
• After 3 years, but less than 10 years, up to 120 hours per year
• After 10 years, up to 160 hours per year

Holidays: Employees in the General Unit observe 13 holidays within the calendar year:

• New Year's Day
• Martin Luther King Jr.'s Birthday
• Lincoln's Birthday
• President's Day
• Memorial Day
• Independence Day
• Labor Day
• Columbus Day
• Veteran's Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve
• Christmas Day

Full-time twenty-four (24) hour, thirteen (13) hour, and twelve (12) hour workday employees receive nine (9) hours of holiday pay or nine (9) hours of compensatory time.

Full-time ten (10) hour, nine (9) hour, and eight (8) hour workday employees receive holiday pay for the number of hours they are regularly scheduled to work. When a holiday occurs on the employee's day off, the employee receives eight (8) hours of holiday pay or eight (8) hours of compensatory time.

Sick Leave: Sick leave is accum

Job Type: Full-time

Pay: $58,468.80 - $78,811.20 per year