Job Title:  Maintenance Mechanic II

Reports to:  Maintenance Supervisor

Education Required:  High School Diploma or equivalent and five or more years of progressive experience in the performance of tasks associated with the assigned trades; or an equivalent combination of training and experience.  Preferred candidate will have Universal CFC certification and NC Maintenance Electrician certification

Salary Grade:  69

Description:  This is skilled work in the maintenance and repair of facilities and equipment involving multiple, moderately complex trade specialities.  Work includes maintenance and repair of buildings and their components (e.g., plumbing, heating/cooling, and electrical systems, etc.) and equipment (e.g., portable, fixed, ground support, kitchen, wheeled vehicles, etc.).

The Maintenance Mechanic II is an employee of Clinton City Schools Maintenance Department.  They shall report directly to the Maintenance Supervisor (hereinafter referred to as the Supervisor).  The employee functions at the journey level in at least one trade such as, but not limited to; plumbing, chillers, boilers/pressure vessels, HVAC controls, kitchen appliance/equipment maintenance.  In addition, they perform a variety of tasks at or near the journey level during a substantial portion of the normal work schedule in other trade areas, at least one of which is significantly different from their primary trade.  Work assignments are received from a supervisor in terms of the job to be accomplished and its location.  The employee works independently in performing assigned tasks, but refers unusual work problems to a  supervisor for consideration and final determination.  Work may involve the supervision of employees engaged in semi-skilled or unskilled work.  Work is reviewed through personal inspection and is evaluated for the effective and efficient utilization of materials, equipment and labor, and for compliance with instructions.  The employee shall be responsible for making timely recommendations to the Supervisor regarding safety, security, facility, equipment, and material needs of the school district.  They shall provide information and advice to the Supervisor about programs, practices and problems indentified at facilities.  They shall project a positive image of the school district and, to the extent practical, solicit support for the public schools.  They shall assist the Supervisor in collection of information and responding to complaints as may be required.  They shall assist law enforcement, emergency services, and other public service individuals in carrying out their duties to the degree which they are qualified and as may be necessary.  In so doing, they shall be responsible for compliance with established Board policies and written directives.  The employee will also perform other duties as required and assigned.

1.  DIFFICULTY OF WORK:

• Complexity- Work assignments vary from rough fabrication and dimensioning to close and exact measurements requiring the application of the trade's highest standards.  A variety of relatively simple hand tools are used the majority of the time, although the employee may on occasion use more complex tools and machinery with adjustable controls.

• Scope & Variety- The employee performs a wide variety of tasks ranging from simple to moderately complex, requiring a thorough understanding and application of the principles of their trade.  The employee may act as lead worker to instruct, train and supervise lower level trade workers.

• Controls Over Work- Assignments are received in the form of written or oral work which usually only indicate the location and nature of the task.  The employee is expected to independently perform routine work.  New or unusual assignments may be accompanied by more detailed instructions.  Review is usually accomplished through audit of completed work orders or spot-checking of completed tasks.  However, employee may receive direct instruction and/or supervisory input during formal or informal meetings and discussions with the Facility Maintenance Supervisor and/or the Director of Facilities.

• Judgmental Demands- The employee functions within work guidelines established by the supervisor.  Within these guidelines, the employee is expected to apply traditional knowledge and skills, occasionally modifying standard practice to suit unusual situations.  The employee must routinely determine materials, techniques and tools to accomplish work assignments.

2.  RESPONSIBILITY:

• Potential for Loss- Limited potential exists for minor loss of materials or damage to tools and equipment.  However, significant potential exists for inefficient equipement operation or a major system failure should proper procedures not be fully utilized.

• Safety- Carelessness while performing tasks including the use of hand tools could result in injuries to others.  Depending on the task, the employee, and those in proximity of the work being performed, may be exposed to hazards such as; electrical, high pressure air and/or water, shear and torque, fall and hazardous substances.  Active participation in workplace training and a "Safety First" approach to tasks is a requirement of this position.

• Work Standards-  The employee shall set, by example, high standards of quality and quantity of work.  In no case shall work standards be less than those commonly acceptable by "industry standards".

3.  MENTAL AND VISUAL DEMANDS:

• Visual Attention- Work requires the employee to exercise normal visual attention while completing tasks.  The employee must periodically make close measurements or fit together parts with fairly close tolerances.

• Mental Concentration- The employee must continuously be aware of multiple work steps in completing assigned tasks.  Work requires the employee to occasionally consider and apply a variety of technical information in trouble-shooting problems.

4.  PHYSICAL EFFORT: 

• Intensity of Effort- The employee performs a series of tasks which require walking, standing, bending, stooping, and working in awkward positions.  The employee lifts moderately heavy objects.  Intensity may occasionally be more concentrated during major complex projects.

• Frequency and Duration of Effort- Usually, the more intensive efforts are limited to short periods.  Repeated efforts generally involve limited strain.

5.  WORKER SURROUNDINGS AND HAZARDS:

• Worker Surroundings- The employee works in a variety of buildings and facilities characteristic of school agencies and campuses.  Some outside work may be involved, and the employee is regularly in contact with and exposed to dust, dirt, grease, grime, and usual shop conditions.

• Hazardous Conditions- The employee is subject to minor hand an arm injuries while using hand tools.  Work on stationary power equipment exposes the employee to the possibility of more serious injuries including those addressed in section 2.b

6.  CONTACTS AND COMMUNICIATIONS:

• Purpose of Contacts- Contacts with supervisor(s) (normally prior to going to the work site) are to clarify work orders and receive any specific direction which may be necessary for successful completion of the work.  Contacts with co-workers are to coordinate work efforts and to obtain assistance as may be necessary for task completion.  Contact with facility users normally includes collection of information about the specific nature of problems, explanantion of the scope of work and providing informational updates regarding progress of the work.

• Communications Standards- All communications, verbal or written, shall be professional in nature.  Employees shall not become involved in communications with outside agencies or contractors without prior authorization.  Employees are expected to conduct themselves in a professional manner at all times and to comply with established Board policy.

7.  RECRUITMENT STANDARDS:

• Knowledge, Skills, and Abilities-  Working knowledge of the methods, practices, and materials used in the general maintenance and repair of buildings, equipment, and machinery.  Skill in the use and care of tools require in at least two moderately complex trades.  Ability to understand and work from sketches or penciled drawings.  Ability to operate the more common types of machine shop or wood-working power equipment.  Ability to supervise the work of semi-skilled and unskilled workers.

• Minimum Training and Experience Requirements- High School Diploma or equivalent and five or more years of progressive experience in the performance of tasks associated with the assigned trades; or an equivalent combination of training and experience.  It is highly desirable that the employee hold a license based on state requirements, as directed by the Board of Examiners in such areas as Electrical, Plumbing, Heating, Air Conditioning, Refrigeration Maintenance Electrician certification.
  

• Requirements for Advancement- The employee must meet established criteria for advancement in pay and assignment.  Specific criteria for each employee will be contained in employee evaluation program documents.  Among those are: 1. Obtaining additional lecenses and/or certifications which have a direct application to the work assignment.  2. Demonstration of the skills necessary to successfully perform the functions of the next advancement position.