Equipment Operator II

Title: Equipment Operator II

Organization: Aiport: Maintenance

Department: Airport Maintenance

Location: Airport

Rate of Pay: 15.40

Job Summary

The Equipment Operator II is responsible to operate medium to heavy equipment necessary in the maintenance, repair, and upkeep of city facilities. The equipment Operator II is responsible for routine maintenance procedures under direct supervision.

Competencies

? Safety Acumen
? Leadership
? Citizens Value
? Communication
? Self-Awareness
? Flexible
? Critical Thinking
? Trust
? Responsible
? Ethical
? Time Management
? Professionalism

Key Functions/Knowledge/Skills

? Operates specialized equipment, machinery or vehicles, such as heavy construction vehicles, pressure sprayers, paving equipment, backhoes, sweepers, tractors and other specialized airfield equipment.
? Operates light equipment and tools, such as mowers, blowers, edging tools, sprayers, shovels, rakes, and brooms.
? Removes debris, litter, earth, or pavement; loads material into trucks; locates and excavates underground structures or pipelines; sets poles; clears land or mows grassy areas, such as airfield, roadsides, and hillsides.
? Install & maintain new structures, equipment, or parts, such as fences, airfield signs & lights, pipes, fittings, meters, and hydrants.
? Inspects equipment to ensure safe operation.
? Performs preventative maintenance on all equipment and tools.
? Performs minor repairs on airfield systems and equipment located within the AOA.
? Assembles and loads equipment, tools, materials and supplies according to daily work assignments.
? Follows established safety rules and regulations for the safe operation of equipment and machinery, reports accidents, equipment breakage and unsafe conditions to a supervisor.
? Completes routine forms or reports.
? Ability to perform work in all weather conditions and respond to emergency call backs if needed on days, nights, weekends & holidays.
? Be able to communicate in English in a discernible and understandable manner with air traffic control (ATC), pilots, and others involved in preparing an aircraft for flight and operating an aircraft in flight. This communication may or may not involve the use of the radio. (FAA AC6028-B under 14 CFR Parts 61,63,65, and 107.)
? Performs other duties as assigned.

Minimum Education & Experience

High school graduation or GED plus one year of experience.

Special Certifications & Licenses

Valid Texas Driver?s License required. CDL Class B license preferred.
Ability to pass a personal, criminal and employment background check.
Obtain and maintain US Customs and Border Protection Clearance.

Independence & Judgement

Skillful judgment with out-of-the ordinary situations or issues.

Initiative & Ingenuity

Greater level of knowledge when applying guidelines and interpretation of available options to non-standard situations; division goals drive priorities.

Supervisory & Responsibility

Lead person in small work group; does not specifically assign work but is looked to for guidance.

Financial Responsibility

Does not deal with money.

Level & Frequency of Outside Contact

Direct contact may be infrequent but may require considerable tact and courtesy when it does occur.

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 or a negligible amount of energy frequently to lift, push, pull or otherwise move objects.

Responsibility for Equipment & Property

Responsible for high-risk or valuable items, such as big, expensive equipment, including light and heavy machinery, plant equipment, multiple computers and computer networks, etc.

Working Conditions

Frequent exposure to outdoor elements; job often (several times per week) exposes person to physical danger; serious space problems; frequent situations that cause stress and tension in the execution of regular duties.

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 offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.

The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.

Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.
The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.
Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.

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.

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