+ +
+ +
GENERAL DEFINITION
+ ++ +
This is executive +secretarial work with considerable administrative responsibilities. An employee +in this class works independently on difficult or complex clerical tasks and +demonstrates professionalism and confidentiality when handling sensitive matters. +Work includes composing routine correspondence, interacting with departmental +managers and administrators on behalf of employee's superior, and management of +a variety of executive office clerical functions. Employees in this class +report to a Commissioner or deputy-level executive.
+ ++ +
ALLOCATING +FACTORS: +(The following conditions must be met for a position to be allocated to this +class.)
+ ++ +
· +Employees +in this class must report to either a department head, or deputy director, or +to a deputy-level manager of a major division (N28 or above) who reports to a +department head.
+ +· +Only +one position will be allocated to each of the positions described above.
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
+ ++ +
Reads all incoming +correspondence; routes correspondence not requiring superior's attention to +proper officials or composes replies independently; documents all +correspondence received on automated system; routes mail and superior's +instructions to appropriate parties; follows-up on correspondence with response +dates.
+ +Composes and types answers to routine +requests for information under own or superior's signature; types a variety of +correspondence, reports, and spreadsheets; responds to correspondence directed +to superior; retrieves information to respond to correspondence from +departmental or city-wide databases and logs.
+ +Schedules meetings; +prepares material for meetings; keeps records of meetings; prepares minutes; +transcribes information; keeps track of appointments manually or on automated +system such as Microsoft Outlook.
+ +Prepares complex +clerical records and reports from a variety of material involving a knowledge +of departmental practices and procedures and the use of difficult technical +terminology; keeps clerical reports of a large number of employees; +demonstrates confidentiality when handling sensitive reports and/or documents; +composes and completes technical forms.
+ +Screens all phone +calls; handles problems that may arise with vendors; receives and directs +complaints to superior; may track payments for vendors; keeps records of all +invoices; may keep records of special projects assigned to superior.
+ +Serves in a liaison +capacity with other department officials, subordinate office staff, vendors and +other department contacts.
+ +Performs related work a +required.
+ ++ +
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
KNOWLEDGE OF:
+ ++ +
· +English +grammar, spelling, punctuation, business formats and proper diction
+ +· +departmental +rules, regulations, policies and procedures
+ +· +the +uses and capabilities of word processing and spreadsheet software programs such +as Word, Excel and Outlook
+ +· +computer +data entry and retrieval procedures
+ +· +department +and city organizational structure
+ +· +departmental +terminology and practices
+ ++ +
SKILL IN:
+ ++ +
· +keyboard +proficiency
+ ++ +
ABILITY TO:
+ ++ +
· +work +independently on difficult or complex clerical tasks
+ +· +define +and establish clerical procedures to accomplish work requirements.
+ +· +recognize +and correct grammar and diction errors.
+ +· +maintain +complex records and to prepare accurate reports.
+ +· +exercise +good judgment, courtesy, and tact in receiving office callers and in making +proper disposition of problems
+ +· +establish +and maintain effective working relationships with public officials, associates +and the public
+ +· +operate +standard office equipment, including software for word processing and +spreadsheets
+ ++ +
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following +statement represents the minimum training and experience standards which will +be used to admit or reject applicants for tests. Applications submitted by +candidates for this class will be reviewed based on training and experience +requirements as approved on 12/24.)
+ ++ +
EDUCATION:
+ ++ +
Education equivalent to +completion of the twelfth school grade.
+ ++ +
AND
+ +GENERAL EXPERIENCE:
+ ++ +
Two years of clerical +experience
+ ++ +
AND
+ +SPECIFIC EXPERIENCE:
+ ++ +
Two years of clerical experience at or above pay range 8.
+ +NOTE: Successful completion of coursework from an accredited +college or university may be substituted for the general experience on a +year-for-year basis. (30 credits equal one year)
+ ++ +
PHYSICAL AND MEDICAL REQUIREMENTS
+ ++ +
Ability to physically +perform the duties and to work in the environmental conditions required of a +position in this class.
+ ++ +
Class Established:
+ +CSC - 2/99
+ +Ad. Board - 4/99
+ +Latest Spec. Revision:
+ +CSC - 01/01
+ +Spec. Revision and +Consolidation with 1A17:
+ +CSC - 2/19
+ +Latest Spec. Revision:
+ +CSC - 11/24
+ ++ +
+ +
+ +
JH
+ ++ +
ALLOCATING FACTORS: (The following conditions must be met +for a position to
+ +be allocated to this +class.)
+ ++ +
1. Positions must be responsible +for the preparation and control of the operating budget for multiple small +departments, typically totaling less than twenty (20) million dollars.
+ +2. Positions must supervise, +assign, review, and assist as needed the activities of a subordinate clerical +and technical staff engaged in contract purchasing and payments.
+ +3. No more than two positions may +be allocated to the class.
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
+ ++ +
Collects and compiles data for +preliminary budget preparation; prepares justification for modifications in +expenditures; adjusts budget figures as the result of administrative review; +provides information and data to administrative officials concerning budget +requests and figures.
+ +Meets with departmental administrators +to discuss budget figures and proposals; helps to establish the priority of +different requests; participates in determining the strategy to be used when +requesting program additions or continuations.
+ +Reviews requisitions for conformance to +the budget; notifies administrators of requisitions for non-budgeted items; +recommends the transfer of monies to cover non-budgeted items.
+ +Prepares periodic reports on budget +transactions including reports on the status of budgetary accounts; forecasts +future expenditures.
+ +Oversees the maintenance of records on +purchases, expenditures, and balances of accounts; ascertains whether +expenditures are within budgetary allotments; prepares documentation for +transfer of funds between accounts, if needed.
+ +Supervises, reviews, and assists as +needed the preparation of contracts for procurement goods and services prepared +by subordinate personnel for multiple departments; ascertains whether funds are +available; makes recommendations for approval; serves as departmental +representative to resolve problems such as delivery delay and discrepancies in +billings.
+ +Supervises, reviews, and assists as +needed the payment processing for procurement contracts; holds responsibility +for accuracy and timeliness.
+ +Supervises, reviews and assists as +needed the city-wide advertising contracts purchasing and payments; reviews the +preparation of vouchers, maintenance of the database, flow through the approval +process, and payment processing.
+ +Tracks multiple departments’ revenue +generation; prepares the revenue budgets and related reports; keeps track of +deposit summaries; verifies that information is posted appropriately in the +database.
+ +Completes annual department asset +reports; gathers fiscal data.
+ +Performs related work a required.
+ ++ +
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES +
+ ++ +
KNOWLEDGE OF:
+ ++ +
· +the +principles, practices, and procedures of office management
+ +· +business +English
+ +· +budget +management
+ +· +contract +management
+ +· +computer +applications for financial reporting
+ +· +recordkeeping +and reporting systems used in budget preparation and contract management
+ +· +supervisory +methods and practices
+ ++ +
ABILITY TO:
+ ++ +
· +use the +principles and practices of public finance as applied to the preparation and +control of budgets
+ +· +apply the +methods and practices used in the maintenance and control of fiscal and budget +records
+ +· +effectively +administer and oversee purchase requests and payments
+ +· +forecast +department expenditures based on current and previous expenses or other +appropriate factors
+ +· +use computer +applications and databases appropriate for work
+ +· +prepare +comprehensive fiscal reports and statements
+ +· +present +ideas effectively, both orally and in writing
+ +· +establish +and maintain effective working relationships with departmental administrators, +city officials, and representatives from outside agencies
+ ++ +
MINIMUM ACCEPTABLE TRAINING AND +EXPERIENCE (The +following statement represents the minimum training and experience standards +which will be used to admit or reject applicants for tests. Applications +submitted by candidates for this class will be reviewed based on training and +experience requirements as approved on 12/24.)
+ ++ +
EDUCATION:
+ ++ +
Education equivalent to completion of +the twelfth school grade
+ ++ +
AND
+ +GENERAL EXPERIENCE:
+ ++ +
Four years of experience performing +clerical work.
+ ++ +
AND
+ +SPECIFIC EXPERIENCE:
+ ++ +
Three years of experience at an +administrative or paraprofessional level performing facilitating services in +such financial areas as budget and contract purchasing and payments in the Office +of the Director of Finance.
+ ++ +
OR
+ ++ +
Any equivalent combination of education +and experience determined to be acceptable by the Office of Human Resources.
+ ++ +
NOTE: +
+ ++ +
Post high school semester hour credits +from an accredited college or university may be substituted for the general +experience on a year for year basis. (30 credits is equivalent to one year)
+ ++ +
PHYSICAL AND MEDICAL REQUIREMENTS:
+ ++ +
Ability to physically perform the duties +and to work in the environmental conditions required of a position in this +class.
+ ++ +
Class Established:
+ +CSC – 12/06
+ +Ad. Board – 4/07
+ +Latest Spec Revision:
+ +CSC – 11/24
+ +Ad. Board – 12/24
+ ++ +
+ +
+ +
+ +
JH
+ +2H50
+ +PAY +RANGE: N25
+ ++ +
BENEFITS +ADMINISTRATOR
+ ++ +
+ +
GENERAL DEFINITION
+ ++ +
This is technical benefits work managing and supervising all administrative activities and +tasks for an assigned citywide benefits program for either all active municipal employees or retirees through a +subordinate supervisor. The employee in this class assists the Deputy +Director of Human Resources in the evaluation and analysis of benefit contracts, +request for proposals, existing programs, proposed enhancements or +modifications to existing and new programs and the analysis of demands and the +development of proposals during the procurement and bidding process for the +areas of assignment. The +employee in the Active Employees Assignment administers all health and welfare +plans for active City employees in the City Administered Plan. The employee in +the Retired Employees Assignment administers all health and welfare plans for +retired City employees. The Benefits Administrator serves as the liaison for +health plan vendors departmental officers. Of +major significance to the work is understanding and explaining the benefits and benefit regulations to City and departmental officials, employees, +representatives of employee organizations and insurance carriers. Work is performed under the direction of the +Deputy Director of Human Resources.
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE +ONLY)
+ ++ +
ALL ASSIGNMENTS
+ ++ +
Assists +Deputy Director of Human Resources in the evaluation and analysis of existing +programs, proposed enhancements or modifications to existing programs as well +as new programs; assists in contract negotiations and oversight of the +contracting conformance process; researches, +plans, and develops proposals for new benefits programs and recommends +revisions to existing programs; participates in negotiations with insurance +carriers to obtain best employee coverage and cost to city; assist management +in the proposal of new and revised benefits to city officials; participates in +their review and selection; prepares specifications for new benefits program; +participates in the review of bid prices and recommends acceptance or +disapproval of programs and providers of service.
+ +Provides financial assistance to +management, including maintaining data bases of relevant benefit financial +information; maintains accurate and complete files on benefit provider/carriers +regarding plan descriptions, contracts, amendments and other benefit related +documents; documenting and reconciling balances of funding documents; assists +in developing and revising budget models; reconciles payment variances with +vendors and initiating corrective action with management; Identifies cost +reduction opportunities.
+ +Oversees COBRA benefits program, including COBRA open +enrollment by designing forms and providing plan information to COBRA +participants; set up yearly elections.
+ +Executes court-mandated benefits filings, including +Medicare Retiree Drug Subsidy and future filing that may be a result of the +health care reform initiative.
+ +Prepares instructional manuals, procedures and +communication materials; confers with Deputy Director, departmental managers, +and associates to develop training programs addressing specific benefit +problems and concerns; conducts department specific training programs; revises +training programs when appropriate.
+ +Confers with employees, departmental +officials, insurance carriers and representatives of employee organizations to +assist support staff in resolving complex problems relating to insurance +coverage or claims and disability cases; informs and elicits information from +departmental officials and employee organizations regarding the benefits +program and individual cases; serves as liaison with city officials, +representatives of employee organizations, municipal agencies, other +jurisdictions and insurance carriers for planning purposes.
+ +Keeps current with industry trends and other pertinent +information on benefits programs; oversees ongoing tracking and monitoring +of monthly claims spending, ensures the timely reimbursement of stop loss +claims.
+ +Reviews benefits administration procedures +to insure prompt, accurate processing of claims.
+ +Manages +the Human Resources Benefits information System to ensure accurate employee +information and maintenance of benefits; trains staff to ensure accurate +information in the system; serves as liaison +with information technology personnel to assure accurate reporting and +reporting of necessary information.
+ +Assists +Deputy Director in the management and coordination of the City’s disease +management and wellness initiative; makes recommendations on the development +and implementation of employee education and integrated communication plans, +including organizing communication and materials required; takes appropriate measures to ensure that +employees are provided with current and accurate information with respect to +employee benefits; arranges and conducts individual and group counseling +sessions to explain benefits to effective employees.
+ +Assigns +and reviews the work of a group of employees engaged in day-to-day benefit +administration and customer service, including processing claims, maintaining +necessary records and informing employees of specific benefits, regulations and +other provisions; provides +oversight and direction for staff on eligibility determination and issues, +adherence to eligibility processes and guidelines for new enrollees, employee +status changes and other questions involving plan participants.
+ +Directs +the administration of annual open enrollment, directs training for central +agency and operating department human resources personnel for yearly open +enrollment.
+ +Prepares and writes periodic and special +reports.
+ +Performs related work as required.
+ ++ +
Active Employees Assignment
+ ++ +
Directs secondary job placement program for +permanently and partially disabled municipal employees; explains benefits and +options to such employees; evaluates work skills and limitations of disabled +employees and refers them to departments for placement; advises such employees +with problems in secondary job and confers with departmental personnel officers +to resolve problems.
+ +Directs unemployment compensation program +through subordinate employee; ensures compliance with state regulations; +reviews office operating procedures to expedite processing of claims; confers +with city officials and state employment security representatives.
+ ++ +
Retired Employees Assignment
+ ++ +
Serves as designee on Board of Pensions; +participates in hearing panels to represent Office of Human Resources for Board +of Pensions.
+ +Ensures compliance with timelines and +guidelines for retiree benefits; communicates with federal government and +employees to ensure benefits’ coverage.
+ +Participates in negotiation for post-City +benefits’ credit program and administers program.
+ ++ +
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
KNOWLEDGE OF:
+ ++ +
· +the +principles and practices of human resources administration
+ +· +HRIS +software and benefit enrollment systems
+ +· +the +practices and procedures used in the supervision and administration of an +employee benefit program
+ +· +the +current trends, developments and practices in employee benefits
+ +· +the +methods and techniques of employee interviewing and counseling
+ +· +supervisory principles and practices.
+ +· +standard computer software packages used for word processing, +spreadsheets, presentations, and database management.
+ +· +principles and provisions of the City's +Pension and Retirement Program for the Retired Employees Assignment and their +application to make eligibility determinations the application of benefits +under the acts pertaining to age out and survivor’s insurance for the Retired +Employees Assignment
+ +· +rules and regulations related to Medicare and +Social Security for the Retired Employees Assignment
+ ++ +
SKILL IN:
+ ++ +
· +Financial +and data analysis
+ +· +communicating +with diverse stakeholders
+ ++ +
ABILITY TO:
+ ++ +
· +Understand, +decipher complex benefits matters and make educated decision in the field of +benefit administration
+ +· +Read and interpret benefits related to federal legislation, regulations +and guidelines.
+ +· +Compile benefits data and prepare reports for consultants and providers.
+ +· +Participate in the preparation of requests for proposals (RFP).
+ +· +Analyze proposals and identify the proposals that best meet needs of the +City.
+ +· +plan, +assign and review the work of a number of personnel
+ +· +learn +and implement the specific provisions of the municipal insurance program +contracts
+ +· +Learn +to use the City’s HRIS +software and vendors’ proprietary software
+ +· +learn +and administer the specific provisions of the state unemployment compensation +program
+ +· +Analyze +financial data
+ +· +Maintain +a high level of integrity with regard to the confidential nature of the +position.
+ +· +Present +and explain information to all levels of management and employees in a clear, +concise and professional manner
+ +· +express +oneself effectively, both orally and in writing
+ +· +establish +and maintain effective working relationships with city officials, associates, +city employees, insurance carriers and others
+ +· +develop and maintain computerized records and a data base for the area of +specialization.
+ +· +Work in a fast based department with competing priorities.
+ +· +analyze and review a high volume of data related to retiree benefits for +accuracy for the Retired Employees assignment
+ +· +interpret and apply procedures required for the administration of defined +benefit and defined contribution plans for retiree benefits for the Retired +Employees assignment
+ ++ +
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statement +represents the minimum training and experience standards which will be used to +admit or reject applicants for tests. Applications submitted by candidates for +this class will be reviewed based on training and experience requirements as +approved on 12/24.)
+ ++ +
EDUCATION:
+ ++ +
Completion of a bachelor’s degree program at +an accredited college or university.
+ ++ +
AND
+ +GENERAL EXPERIENCE:
+ ++ +
Four +years of professional employee +benefits experience.
+ ++ +
AND
+ +SPECIFIC +EXPERIENCE:
+ ++ +
Three years +of supervisory experience for a large* government or private organization with +responsibility for the administration of an active employee benefits and +wellness program or retiree benefits program which has included serving as the +primary liaison with insurance carriers and benefits consultants.
+ ++ +
OR
+ ++ +
Three +years of public +human resources work at the supervisory level whose primary functional area is administering +an active employee benefits program for a large operating department.
+ ++ +
*500 or more +employees or $7M in annual revenues
+ ++ +
NOTE: Completion +of a Master’s degree may substitute for one year of the general experience.
+ ++ +
OR
+ +
+Any equivalent combination of acceptable education and experience determined to
+be acceptable by the Office of Human Resources that includes possession of a
+bachelor’s degree from an accredited college or university and the specific
+experience.
+ +
PHYSICAL AND MEDICAL REQUIREMENTS
+ ++ +
Ability to physically perform the duties and +to work in the environmental conditions required of a position in this class.
+ ++ +
Class +Established - 11/71
+ +Spec. Revision - 12/80
+ +Spec. +Revision:
+ +CSC – 4/11; Ad. Board – 5/11
+ +Spec. Revision:
+ +CSC – 7/16; Ad. Board – 8/16
+ +Spec. Revision:
+ +CSC – 8/16; Ad. Board – 10/16
+ +Spec. Revision:
+ +CSC – 9/22; Ad. Board – 10/22
+ +Latest Spec. Revision:
+ +CSC – 11/24; Ad. Board – 12/24
+ ++ +
+ +
+ +
JH
+ +2H58
+ +PAY RANGE: N21
+ ++ +
SENIOR DEPARTMENTAL +HUMAN RESOURCES ASSOCIATE
+ ++ +
(General)
+ +(Diversity, Equity and Inclusion)
+ ++ +
GENERAL DEFINITION
+ ++ +
This is public human resources work at the +supervisory level planning, implementing and administering a variety of +programs for a large operating department. Employees in the general specialty +supervise human resources professionals and clerical employees providing +support services for a comprehensive departmental human resources program. +Employees function as the primary assistant for a Departmental Human Resources +Manager. Employees in the Diversity, Equity and Inclusion specialty lead +workforce development, training and diversity, equity and inclusion programs +for employees and stakeholders and coordinate and implement department wide +diversity, equity and inclusion initiatives for a large operating department. Employees +create strategies aimed at creating a diverse and inclusive workforce, reducing +disparities, and effectuating equitable policies, procedures, and practices. +Conferring with department administrators, union officials, Central Office of +Human Resources representatives, Labor Relations representatives, Law +Department representatives, and departmental employees is a significant aspect +of this work. Work is performed under the direction of a higher level administrative +or technical superior.
+ ++ +
ALLOCATING +FACTORS: (The following conditions must be met for a position to be
+ +allocated +to this class.)
+ ++ +
Employees +in this class must supervise a staff of professional, full performance personnel +performing human resources generalist work in the general specialty
+ ++ +
OR
+ ++ +
Employees +in this class must be responsible for supervising the administration of a +specialized department-wide program, such as discipline for a large operating +department in the general specialty or for implementing diversity, equity and +inclusion initiatives for the specialty.
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
+ ++ +
ALL SPECIALTIES
+ ++ +
Develops and administers department-wide programs for +employee development, performance management and discipline; develops and +recommends policies and objectives; informs managers and employees of policies +and procedures; advises managers of course of action; prepares reports +detailing findings.
+ +(General)
+ +(Diversity, Equity and Inclusion)
+ ++ +
+ +
+ +
GENERAL SPECIALTY
+ ++ +
Supervises a professional staff engaged in +public human resources work including recruitment, workforce planning and +staffing, labor relations, safety administration, employee discipline, +training, regulatory compliance, employee selection and placement programs for +a large operating department; provides technical guidance to lower level +associates; supervises clerical personnel engaged in support activities for +human resources programs
+ +Conducts EEO investigations in response to +complaints of discrimination and sexual harassment; makes inquiries; determines +just cause; prepares written documentation detailing findings; notifies +division head and officials in centralized agency; makes recommendations for +corrective action.
+ +Advises +managers on courses of action affecting unions and employees; directs the +establishment of disciplinary hearing boards and conducts hearings; reviews +recommendations for action and determines appropriateness; prepares and +presents cases heard before appeal and review bodies; confers with supervisory +personnel to discuss cases and to advise and assist in their preparation; +trains managerial personnel to avoid discriminatory actions; discusses progress +and policy implications for the disciplinary program; oversees employee +grievance processing; represents department at administrative, legal or union +hearings; prepares settlement and last chance agreements.
+ +Administers +performance appraisal program for departmental personnel; conducts training for +supervisors and managers on performance appraisals; monitors employee +assistance program; ensures that departmental recruitment program is in accord +with the department’s affirmative action goals; advises supervisory personnel +of departmental policies and prepares reports detailing actions taken.
+ ++ +
DIVERSITY, +EQUITY AND INCLUSION SPECIALTY
+ ++ +
Supports the +executive team in meeting goals and objectives by providing advice and counsel +on personnel actions and issues and recommending and implementing employee +programs that align with the mission and strategy.
+ +Conducts and +synthesizes research on best practices to advance equitable outcomes and inform +the design and implementation of diversity, equity and inclusion roadmaps; serves +as an internal and external thought leader on DEI and promotes +organization-wide awareness of initiatives; assists in developing metrics for +measuring key performance indicators for the program; oversees metrics +collection and evaluates results on an annual or bi-annual basis; provides +intervention recommendations; models the use of diversity and inclusion +strategies and tools to evaluate programs, policies, and practices with +personnel and community partners in order to improve operations, practices and +engagement; assists in developing best practices that promote and reward +inclusion; + collects and +analyzes qualitative and quantitative data around the drivers of disparities to +inform strategies, and creates solutions and tactics for increased DEI; +develops and manages the implementation of strategies to investigate and +address disparities; presents analysis to various stakeholders; reviews and +assesses existing policies, procedures, programs and services to identify +opportunities to reduce barriers for different groups and to promote DEI at +various decision points; collaborates with various internal and external +agencies.
+ +Keeps +employees informed of direction, important events, and decisions; collaborates +with the staff learning and development team to develop and implement an +inclusive career-path strategy for all levels of employees; ensures that +practices, processes, and programs are impartial, fair and provide equal +possible outcomes for every individual; takes active steps to eliminate acts, +behavior, and speech, which reflect discrimination and prejudice.
+ +Performs related work as required.
+ ++ +
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
KNOWLEDGE OF:
+ ++ +
· +city policies, +practices and Civil Service Regulations affecting the certification, selection, +probation and rejection of employees
+ +· +city and +departmental policies, procedures and past practices relating to employee +rights, benefits, privileges and obligations
+ +· +practices and +procedures of employee workers’ or unemployment compensation in a civil service +system
+ +· +best practices and +pillars related to diversity, equity and inclusion
+ +· +Civil Service +Regulations, union contract provisions and prevailing practices used in the +administration of a disciplinary program
+ +· +interviewing methods +and practices
+ +· +practices and +procedures as they relate to selection and classification
+ +· +current best +practices in human resources management
+ +· +English grammar, +spelling and punctuation
+ +· +federal laws and +regulations, such as ADA, EEO and FMLA
+ +· +uses and +applications of personal computers and current standard software packages used +for word processing, database manipulation and preparation of spreadsheets
+ +· +computerized systems +used to manage the department’s workforce planning
+ +· +City’s +payroll process and leave regulations and policies
+ +· +best +practices in diversity and inclusion for the Diversity, Equity and Inclusion +Specialty
+ +· +principles +and practices of an inclusive workplace for the Diversity, Equity and inclusion +specialty
+ +· +principles +and practices of effective research and analysis
+ ++ +
SKILL IN:
+ ++ +
· +eliciting +information
+ +· +report +writing
+ +· +assisting +the Departmental HR Manager or administrative superior in implementing and +monitoring human resources’ initiatives
+ +· +analyzing +and interpreting data to make recommendations for assigned human resources’ +program areas
+ +· +creating +and maintain an inclusive workplace for the Diversity, Equity and Inclusion +specialty
+ +· +fostering +and maintaining relationships with partners and organizations for the +Diversity, Equity and Inclusion specialty
+ ++ +
ABILITY TO:
+ ++ +
· +explain +and interpret Civil Service Regulations, departmental procedures and policies +in the various personnel functions
+ +· +plan, +direct and evaluate the work of subordinate staff members engaged in the +administration of a departmental personnel program
+ +· +lead, +coach and train subordinate staff in demonstrating effective human resources’ +competencies
+ +· +organize +work and coordinate activities
+ +· +implement human +resources programs
+ +· +conduct +investigations
+ +· +communicate +effectively, both orally and in writing
+ +· +manage +and resolve conflict
+ +· +establish and +maintain effective working relationships with union officials, employees, +department officials, supervisors and central agencies
+ +· +identify +problems and generate appropriate solutions
+ +· +make +recommendations and ensure program alignment with strategic goals for the +Diversity, Equity and Inclusion specialty
+ ++ +
REQUIRED +COMPETENCIES:
+ ++ +
§ +Core Competencies +Required of All Human Resource Staff:
+ ++ +
|
+ § + INTERPERSONAL + SKILLS +§ + TEAMWORK +§ + INTEGRITY/HONESTY +§ + CONSCIENTIOUSNESS +§ + CUSTOMER SERVICE + |
+
+ § + LISTENING +§ + SPEAKING +§ + WRITING +§ + READING +§ + ORAL COMMUNICATION + |
+
|
+ § Reasoning +§ Stress + Tolerance +§ Memory +§ Attention + to Detail +§ DECISION + MAKING +§ PROBLEM + SOLvING +§ SELF-MANAGEMENT + |
+
+ § Learning +§ Flexibility +§ Self + Esteem +§ Personnel and + Human Resources +§ PLANNING AND + EVALUATING +§ CREATIVE + THINKING + |
+
+ +
Note: Competencies are derived from the U.S. +Office of Personnel Management’s Human Resource Manager database, a copy of +which resides in the City of Philadelphia Personnel Department. Definitions of +each competency have been developed by U.S. OPM for nationwide use and are +available for review upon request in the Personnel Department.
+ ++ +
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following +statement represents the minimum training and experience standards which will +be used to admit or reject applicants for tests. Applications submitted by +candidates for this class will be reviewed based on training and experience +requirements as approved on 12/24.)
+ ++ +
ALL SPECIALTIES
+ +EDUCATION:
+ ++ +
Completion of a bachelor's degree program at an accredited +college or university.
+ ++ +
NOTE: Completion of an industry recognized +certification and additional experience may substitute for the education +requirement on a year for year basis.
+ ++ +
+ +
AND
+ ++ +
GENERAL SPECIALTY
+ +AND
+ +GENERAL EXPERIENCE:
+ ++ +
Two years of professional human resources experience.
+ ++ +
AND
+ +SPECIFIC EXPERIENCE:
+ ++ +
One year of professional, +full performance level public human resources experience in a departmental +personnel program or central human resources agency.
+ ++ +
DIVERSITY, EQUITY +AND INCLUSION SPECIALTY
+ + + +AND
+ +GENERAL EXPERIENCE:
+ ++ +
Two years of professional human resources, employee +relations or advocacy experience which has included demonstrated results in analyzing +data and making recommendations for improvements or innovations.
+ ++ +
+ +
+ +
+ +
+ +
AND SPECIFIC EXPERIENCE:
+ ++ +
One year of professional level organizational +consulting or human resources or employee relations experience as a specialist in +one or a combination of the following areas to advance organizational +diversity, equity, and inclusion goals:
+ +· +project management
+ +· +process improvement
+ +· +performance +management
+ +· +implementing and +monitoring programs
+ ++ +
+ +
NOTE:
+ ++ +
A master's degree in Human Resource Management, Labor +Relations, Industrial Relations, Industrial Psychology, Public Administration +or a closely related area or PHR or SHRM-CP certification may be substituted +for one year of the required General Experience for both specialties.
+ ++ +
NOTE:
+ ++ +
Completion of the Project Management Professional +certificate as issued by the Project Management Institute or completion of +certification in Diversity, Equity and Inclusion by an accredited college or +university or industry recognized association can substitute for one year of the +general experience for the Diversity, Equity and Inclusion specialty.
+ ++ +
+ +
+ +
Any equivalent combination of acceptable +education and experience determined to be acceptable by the Office of Human +Resources, which includes possession of a bachelor's degree from an accredited +college or university or industry-related certificate as an educational minimum +and the specific experience.
+ ++ +
PHYSICAL AND MEDICAL REQUIREMENTS
+ ++ +
Ability to physically perform the duties and to work in the +environmental conditions required of a position in this class.
+ +Class Established 7/90
+ +Spec Revision: CSC - 10/05; Ad. Board - 10/05
+ +Spec Revision: CSC – 1/15; Ad. Board – 2/15
+ +Spec Revision: CSC – 06/20; Ad. Board –07/20
+ +Spec revision: CSC – 12/20
+ +Ad. Board – 1/21
+ +Spec revision:
+ +CSC – 11/22
+ +Ad. Board – 11/22
+ +Latest Spec revision:
+ +CSC – 11/24
+ +Ad. Board – 12/24
+ ++ +
+ +
+ +
JH
+ ++ +
6D04
+ +PAY RANGE: 39
+ ++ +
JUVENILE DETENTION +SECURITY GUARD
+ ++ +
GENERAL DEFINITION
+ ++ +
This is juvenile detention security guard +work for the Department of Human Services’ Juvenile Justice Services Center on an +assigned shift. Employees in this class are responsible for patrolling and +observing the activities in and around the facility, responding to security +situations, preventing unauthorized access to the facility, and transporting +staff. Contact with the general public and notifying the proper authorities for +escalated security threats or safety issues is a significant aspect of the +work. Work is performed under the close supervision of the Juvenile Detention Facility +Guard Supervisor or an administrative superior.
+ ++ +
ALLOCATING +FACTORS: (The following conditions must be met for a position to be allocated +to this class.)
+ ++ +
1. Employees must +perform juvenile detention security guard work for the Department of Human +Services.
+ +2. Positions must be +located in the Juvenile Justice Services Center and perform work on an assigned +shift.
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE +ONLY)
+ ++ +
+ +
Patrols facility and grounds to visually +observe activities of persons in and around the Juvenile Justice Services Center; detects audible signs of alarm +or warnings in order to respond to, report and/or correct situations related to +security and safety; assess problems to determine resolutions; notifies proper +authorities, including the Philadelphia Police Department, for escalated +situations or security threats; escorts paramedics and/or emergency personnel through +the facility as required; assists in the evaluation of the facility in the +event of an emergency; communicates events in person, phone, and by radio; follows +and ensures compliance with the Juvenile +Justice Services Center security and safety procedures; may monitor CCTV +for suspicious activity; monitors fire and panic alarms and responds +appropriately.
+ +Greets visitors of the facility; monitors +lobby activity; screens the public before providing access to the facility +including, checking identification and performing searches to prevent +contraband from entering the facility; may staff visitor’s desk and key room to +prevent unauthorized access to restricted areas; answers inquiries and provides +information to the public, logs entries, and directs visitors to appropriate +areas; provides security support during family visits, recreational programs, +school functions, workshops, and special events as needed; escorts personnel +from buildings after normal business hours; performs assigned security checks; operates +an automotive vehicle to transport staff to hospitals, training and in snow +emergencies.
+ +Conducts searches throughout the facility for contraband; ensures integrity of the investigation process while assessing incidents of contraband and vandalism; prepares written documents, such as daily logs and reports of incidents; attends and satisfactorily completes all required training as assigned and required.+ +
Performs +related work as required.
+ ++ +
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
KNOWLEDGE OF:
+ ++ +
+ +
SKILL IN:
+ ++ +
· +analyzing +situations and objectively and determining the proper course of action
+ ++ +
ABILITY TO:
+ ++ +
· +learn +and apply routine security techniques and principles
+ +· +learn +approved safety/security practices and procedures for screening individuals +entering and exiting the building/facility for contraband or theft, and +patrolling the building/facility
+ +· +report +or communicate unusual incidents and disturbances to superiors
+ +· +prepare +clear, concise, and accurate written reports
+ +· +understand +and follow verbal and written instructions
+ +· +establish +and maintain effective working relationships with police, public officials, associates +and the general public
+ +· +react +quickly and efficiently in emergency situations.
+ +· +work +safely without presenting a direct threat to self or others
+ +· +understand, +speak, read and write in the English language
+ +· +communicate +with and provide information to the general public
+ ++ +
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The +following statement represents the minimum training and experience standards +which will be used to admit or reject applicants for tests. Applications +submitted by candidates for this class will be reviewed based on training and +experience requirements as approved on 4/22.)
+ ++ +
EDUCATION:
+ ++ +
Equivalent to completion of the twelfth +school grade.
+ ++ +
+ +
One year of experience performing protective work enforcing +security and conduct, rules, and regulations for a commercial or industrial +building or facility.
+ ++ +
OR
+ ++ +
Or any equivalent combination of education +and experience determined acceptable by the Office of Human Resources.
+ ++ +
PHYSICAL AND MEDICAL REQUIREMENTS
+ ++ +
Ability to physically perform the duties and +to work in the environmental conditions required of a position in this class.
+ ++ +
LICENSES, REGISTRATIONS AND/OR CERTIFICATES
+ ++ +
Possession of a valid proper class motor +vehicle operator's license as issued by the Commonwealth of Pennsylvania prior +to appointment and during tenure of appointment as a Juvenile Detention Security +Guard.
+ ++ +
Ability to pass and maintain the following +clearances at the time of appointment and during tenure as a Juvenile Detention +Security Guard:
+ ++ +
+ +
Class Established: +CSC +–2/16 Ad. Board – 4/16
+ +Spec Revision: CSC – 12/16 Ad. +Board – 1/17
+ +Spec. Revision – CSC – 3/22 Ad. +Board – 4/22
+ +Latest Spec. +Revision – CSC – 11/24 Ad. Board – 12/24
+ ++ +
+ +
+ +
CP
+ +6H45
+ +PAY RANGE: N23
+ ++ +
L&I CONSTRUCTION COMPLIANCE +SUPERVISOR
+ ++ +
(Inspections & Permit Control)
+ +(Mechanical)
+ ++ +
GENERAL +DEFINITION
+ ++ +
This is administrative and technical +supervisory work planning, organizing and directing inspection operations of a +district, the city-wide construction demolition program, the construction +projects audit program, or the construction permits issuance program for the +Inspections & Permit Control specialty; or the mechanical plans review +program for the Mechanical specialty. Employees in this class develop, +implement and evaluate program goals, priorities and objectives and direct the +daily activities of technical inspection, plans examination and clerical staff +of their respective districts or programs. Supervising the activities of a +major section responsible for citywide compliance and code enforcement, +communicating the provisions of diverse construction codes and related +ordinances, and contact with contractors, community groups, and the general public +are significant aspects of the work. In addition to the normal 40-hour +workweek, employees may be asked to be available for emergency duty outside of +the scheduled work hours on weekdays and on a rotating basis for weekends and +holidays, if required by work assignment. May respond, +after normal working hours, with emergency departmental personnel and other +governmental officials to events creating unsafe and dangerous conditions to +properties such as cave-ins, fires, explosions, water main breaks, floods and +natural disasters. Work is performed under the general direction of an +administrative superior.
+ ++ +
ALLOCATING FACTORS: (The following conditions must be met for a position to be +allocated to this class.)
+ ++ +
+ +
TYPICAL +EXAMPLES OF WORK +(ILLUSTRATIVE ONLY)
+ ++ +
+ +
+ +
+ +
· Directs the receipt and review of +building permit applications and permits involving additions; ensures the +review of applications for permits involving additions for conformance to the +building and zoning codes; directs plans examiners using plot plans, checking +measurements to determine correctness of setbacks and required yard space and +computing areas for conformity to required uses; determines if proposed changes +alter usage categories.
+ +· May respond, +after normal working hours, with emergency departmental personnel and other +governmental officials to events creating unsafe and dangerous conditions to +properties such as cave-ins, fires, explosions, water main breaks, floods and +natural disasters; recommends contractual measures necessary to rectify unsafe +and dangerous conditions; coordinates unit activities with inter departmental +units and outside departments and agencies.
+ + + ++ +
+ +
· Directs plumbing, electrical and mechanical unit personnel +engaged in plans review activities; insures that the mechanical aspects of +building construction plans, blueprints and projects conform to codes, +ordinances and permits; insures the accurate and prompt processing of +electrical, fuel gas, energy conservation and plumbing permits; coordinates +with construction managers and engineers to insure work conforms to codes, +ordinances and permits; coordinates plans review and inspection activities with +other departmental code enforcement activities and other governmental agencies; +insures plans and blueprints for plumbing and mechanical systems are consistent +with overall project plans and are processed in a timely manner.
+ ++ +
REQUIRED +KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
KNOWLEDGE +OF:
+ ++ +
· +regulations imposed +on the municipality by the PA Uniform Construction Code
+ +· +the philosophy, +principles and purposes of municipal codes and related ordinances
+ +· +current developments +and trends in the building construction trade
+ +· +the impact of +variations in the uniform application of code standards
+ +· +inspectional methods +and code compliance techniques necessary to the area of specialization
+ +· +codes, ordinances +and regulations governing building construction, alteration, repair, demolition +and site improvement work in the specialty area
+ +· +the materials, +methods, equipment, practices and estimating techniques used in the +construction trades for a variety of alteration, renovation, construction or +demolition projects necessary in the area of specialization
+ +· +the legal +requirements and departmental procedures involved in construction permit +applications
+ +· +basic architectural +design, and the less complex engineering computation and cost estimating +techniques appropriate to the specialty area
+ +· +the +mechanical, plumbing, fire prevention, electrical and related codes, ordinances +and regulations as they apply to commercial and industrial establishments and +single and multi-family dwellings for the Mechanical specialty
+ +· +procedures +used in reviewing construction plans and blueprints for conformance to +municipal codes, ordinances and regulations and the license requirements of the +mechanical trades for the Mechanical specialty
+ +· +procedures +used in reviewing construction plans and blueprints for conformance to +municipal codes, ordinances and regulations and the license requirements of the +mechanical trades for the Mechanical specialty
+ +· +provisions +of the IECC for the Mechanical specialty
+ +· +the codes, +ordinances and regulations governing zoning requirements for land use for the +Inspections & Permit Control specialty
+ +· +the property +maintenance and fire prevention codes as they apply to light, ventilation and +basic sanitary and safety facilities for the Inspections & Permit Control +specialty
+ +· +the legal +requirements governing encroachments on and projections over public footways +for the Inspections & Permit Control specialty
+ +· +license requirements +to submit permit applications for the Inspections & Permit Control +specialty
+ +· +potential hazards +and safety precautions required at construction sites
+ +· +the procedures and +practices of operational and supportive units integrated within the City’s +comprehensive code enforcement
+ +· +supervisory methods +and techniques
+ +· +administrative +practices, procedures and techniques
+ +· +principles and +practices of public administration as they relate to a broad program of code +interpretation and administration
+ +· +the laws, ordinances +and departmental policies pertaining to the enforcement of licensing and +inspection codes
+ +· +administrative and +management practices and procedures
+ +· +report writing +principles and techniques
+ +· +use of personal +computers and software applications commonly used in offices
+ +· +the principles of +personal computer operations
+ +· +interactive data +retrieval procedures.
+ +SKILL +IN:
+ ++ +
· +evaluating the +effectiveness of administrative and technical functions and service programs +and implementing changes to provide for more effective and efficient operations
+ +· +dealing with the +public affected by city codes, regulations, ordinances and administration.
+ +· +the operation of a +personal computer terminal for data retrieval and report writing.
+ ++ +
ABILITY +TO:
+ ++ +
· +plan, assign and +supervise technical inspectional and clerical employees contributing to the +enforcement of program/operations policies and procedures
+ +· +read and interpret +blueprints, plot plans and rough sketches, and to recognize deviations from +related codes, regulations and ordinances
+ +· +interpret and apply +provisions of codes, regulations and ordinances and applicable sections of +building, fire prevention, electrical, plumbing, mechanical, zoning and related +codes and ordinances
+ +· +enforce codes, +ordinances and regulations firmly, tactfully and impartially
+ +· +establish and +maintain effective working relationships with property owners, construction +managers, contractors, governmental officials, associates and the general +public
+ +· +direct plan review +personnel in ensuring the mechanical aspects of plans and blueprints conform to +related codes and ordinances for the Mechanical specialty
+ +· +maintain records and +prepare statistical and narrative reports
+ +· +query +and retrieve information through the electronic database to analyze operations +and increase efficiency
+ +· +express ideas +effectively both orally and in writing
+ ++ +
MINIMUM +ACCEPTABLE TRAINING AND EXPERIENCE +(The following +statement represents the minimum training and experience standards which will +be used to admit or reject applicants for tests. Applications submitted by +candidates for this class will be reviewed based on training and experience +requirements as approved on 9/13.)
+ ++ +
ALL +SPECIALTIES
+ ++ +
EDUCATION:
+ ++ +
Completion of an associate’s degree +program at an accredited college, university or technical institute with major +course work in building technology or a related area.
+ ++ +
AND
+ +GENERAL +EXPERIENCE:
+ ++ +
Three years of building code enforcement +experience.
+ ++ +
AND
+ +SPECIFIC +EXPERIENCE:
+ ++ +
Two years of experience performing +complex technical building inspection or plans examination work.
+ ++ +
OR
+ ++ +
Any +equivalent combination of education and experience determined to be acceptable +by the Office of Human Resources, which has included the completion of the +twelfth school grade as an educational minimum, and the specific experience.
+ ++ +
NOTE:
+ ++ +
Additional construction trades experience may be +substituted on a year for year basis for the post high school education +requirement.
+ ++ +
+ +
CLASSES +WHICH TYPICALLY MEET ELIGIBILITY REQUIREMENTS FOR THIS CLASS ARE:
+ ++ +
6H34 - L & I Construction Codes +Specialist (Consolidated with 6H90)
+ +6H25 - Construction Plans Review +Specialist
+ ++ +
LICENSES, +REGISTRATIONS AND/OR CERTIFICATES
+ ++ +
+ +
Possession +of a valid proper class motor vehicle operator’s license as issued by the Commonwealth of Pennsylvania prior to appointment and during tenure of employment in this +class if required by work assignment.
+ ++ +
+ +
Certification +by the Commonwealth of Pennsylvania’s Department of Labor and Industry, at the +time of announcement, in the following categories:
+ ++ +
+ +
+ +
Certification +by the Commonwealth of Pennsylvania’s Department of Labor and Industry, at the +time of announcement, in the following categories:
+ ++ +
+ +
OR
+ ++ +
Certification +by the Commonwealth of Pennsylvania’s Department of Labor and Industry, at the +time of announcement, in the following categories:
+ ++ +
o +Plumbing Inspector
+ +o +Plumbing Plan +Examiner
+ +o +Mechanical Inspector
+ +o +Mechanical Plans +Examiner
+ +o +Accessibility +Inspector/Plan Examiner
+ +o +Certified by the +State of Pennsylvania as a Building Code Official (BCO)
+ ++ +
AND
+ ++ +
ALL +SPECIALTIES
+ ++ +
Completion +of coursework or continuing education credits necessary to maintain +certification during tenure of employment as an L&I Construction Compliance +Supervisor.
+ ++ +
PHYSICAL +AND MEDICAL REQUIREMENTS
+ ++ +
Ability to physically perform the duties +and to work in the environmental conditions required of a position in this +class.
+ +
+Class Established 1/53
+Spec. Revision: CSC - 7/06; Ad. Board - 11/06
Spec. Revision: CSC - 10/08; Ad. Board - 11/08
+ +Spec. Revision: CSC - 8/13; Ad. Board - 9/13
+ +Latest Spec. Revision: CSC - 11/20; Ad. Board - 12/20
+ +Change in pay rate:
+ +CSC - 11/24
+ +Ad. Board - 12/24
+ ++ +
+CP
+ +
+ +
6H46
+ +PAY RANGE: N25
+ ++ +
L & I CODE INSPECTIONS +MANAGER
+ +(Code +Enforcement)
+ +(Construction)
+ ++ +
+ +
GENERAL DEFINITION
+ ++ +
This is +managerial level work directing through subordinate code supervisors in the +Department of Licenses and Inspections. Positions in the construction specialty +manage the city-wide field activities of all inspectional districts through +subordinate construction inspection supervisors. Positions in the Code +Enforcement Specialty manage inspections of existing properties though _ through +subordinate code enforcement supervisors. The employees in this class develop, +implement and evaluate program goals and objectives and provide program +direction to district personnel. Positions in the Construction Code Specialty +direct inspectors who inspect construction and renovation of buildings for code +compliance, recommends modifications to applicable codes and departmental +policy, and provides resolution to field problems involving inspection +backlogs, critical non-compliance issues, implementation of new codes and +modification of existing codes. Work includes monitoring field activities to +maintain quality control over the inspection and enforcement process and +responding to emergency situations that may create unsafe and dangerous +conditions. Meeting with departmental and interdepartmental managers from +other departments to discuss the effectiveness of inspection and compliance +programs is a significant aspect of the work. Work is performed under the +general direction of an administrative superior.
+ ++ +
ALLOCATING +FACTORS: (The +following conditions must be met for a position to be
+ +allocated to this class.)
+ ++ +
1. Positions +must coordinate city-wide building code compliance activities through subordinate +supervisors in the Department of Licenses and Inspections.
+ ++ +
TYPICAL EXAMPLES +OF WORK +(ILLUSTRATIVE ONLY)
+ ++ +
ALL SPECIALTIES:
+ +Formulates policies for +city-wide construction inspection or code enforcement inspection program; ensures +that operational programs and procedures are effectuated in a consistent +manner; effects program staffing to conform to departmental standards, policies +and directives; evaluates operations/program goals for effectiveness and makes +recommendations for improvement.
+ +Coordinates and +manages the activities of the districts to achieve goals and continuity of +workflow and uniform application of policies and procedures; reviews and +revises existing practices and procedures related to the enforcement of related +codes; directs inspections supervisors in the implementation of programs, +projects, and procedures.
+ +Resolves difficult inspection or enforcement +problems referred by subordinate supervisors; confers with legal +representatives, owners, businesses, and tenants to interpret codes, related +regulations or problems on specific properties, or code enforcement in general; +appears before boards and commissioners regarding inspection or code +enforcement problems.
+ +Meets with +representatives of other City agencies to discuss, evaluate and improve the +effectiveness of the city's inspectional programs; represents the department at +community meetings; presents the department's activities and goals in an effort +to synchronize the activities of other agencies and community groups with the +activities of the department.
+ +Implements and monitors program performance +standards; ensures high productivity; reviews a variety of reports submitted by +subordinate supervisors; consults on the preparation of training programs for +construction inspection personnel; advises on training priorities, codes, +policies and procedures.
+ +Performs related +work as required.
+ ++ +
CODE ENFORCEMENT SPECIALITY
+ ++ +
Performs related duties above in a +construction inspection program.
+ ++ +
CONSTRUCTION SPECIALTY
+ ++ +
Performs related duties above in a code +enforcement inspection program.
+ ++ +
AUDITS AND INVESTIGATIONS ASSIGNMENT
+ ++ +
Manages through subordinate unit staff +and supervisors, the enforcement of license requirements for contractors and +other trade licensees. Enforces the requirements that construction be only +performed by licensed contractors or trades and their employees and that +on-site workers have all required training and certifications, among other +license requirements. Issues license violations and investigates dangerous and +unlawful contracting practices and Title 9 Construction licensing requirements; +may recommending license suspension or revocation based on investigations.
+ ++ +
+ +
REQUIRED +KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
ALL +SPECIALTIES:
+ +KNOWLEDGE +OF:
+ ++ +
· +the +philosophy, principles and purposes of managerial codes and related ordinances
+ +· +inspection +and investigation principles, practices and techniques
+ +· +managerial +practices, procedures, and techniques
+ +· +procedures, +practices and safety hazards and precautions in the operational units within +the City's comprehensive code enforcement program
+ +· +procedures +utilized in the prosecution of licensing and inspection code violations, and +the enforcement of ordinances and statutes
+ +· +supervisory +and performance management methods and techniques
+ ++ +
CONSTRUCTION SPECIALTY:
+ +· +current +developments and trends in the building construction trades
+ +· +building +code requirements related to construction, renovation, and alteration of +commercial, industrial, public and private structures
+ +· +building +code requirements related to construction, renovation, and alteration of +commercial, industrial, public and private structures
+ ++ +
CODE +ENFORCEMENT SPECIALTY:
+ ++ +
· +current +developments and trends in the zoning, administrative, property maintenance and +fire code
+ +· +laws, +municipal ordinances and departmental policies as related to the zoning, +administrative, property maintenance and fire codes
+ ++ +
ALL SPECIALTIES:
+ +SKILL IN:
+ ++ +
· +communicating +and explaining the provisions of applicable codes and related ordinances and +departmental policies and procedures in specialty area
+ +· +effectively +working with the public affected by City code administration
+ ++ +
ABILITY TO:
+ ++ +
· +plan, +assign, analyze and review the work of a technical staff engaged in +inspectional and compliance activities in specialty area
+ +· +read +and interpret blueprints, plots plans and rough sketches, and to recognize +deviations from the required building, zoning, and related codes and ordinances +for the Construction specialty
+ +· +interpret, +analyze and explain the provisions, scope and parameters of municipal codes and +related ordinances as they apply to the construction of new and renovated +buildings and structures for the Construction Specialty
+ +· +interpret +a variety of specialized codes as related to zoning, administrative, property +maintenance and fire safety for the Code Enforcement Specialty
+ +· +reach +and implement decisions firmly, tactfully and impartially
+ +· +express +and present ideas effectively, both orally and in writing
+ +· +establish +and maintain effective working relationships with property owners, construction +managers, contractors, governmental officials, associates, and the general +public
+ ++ +
MINIMUM +ACCEPTABLE TRAINING AND EXPERIENCE (The following statement represents the +minimum training and experience standards which will be used to admit or reject +applicants for tests. Applications submitted by candidates for this class will +be reviewed based on training and experience requirements as approved on 9/24.)
+ ++ +
ALL SPECIALTIES:
+ +EDUCATION:
+ ++ +
Completion of an Associate's degree in building +construction technology or a related program from an accredited college or +university.
+ ++ +
CONSTRUCTION SPECIALTY:
+ +AND
+ ++ +
CERTIFICATION:
+ ++ +
Certification by the Commonwealth of +Pennsylvania’s Department of Labor and Industry in the following categories:
+ ++ +
◦ Residential Building Inspector
+ +◦ Building Inspector
+ +◦ Building Plan Examiner
+ +◦ Mechanical Inspector
+ +◦ Plumbing Inspector
+ +◦ Energy Inspector
+ +◦ Accessibility Inspector/Plan Examiner
+ +◦ Certified as a Building Code Official (BCO)
+ ++ +
AND
+ +GENERAL +EXPERIENCE:
+ ++ +
Three years of building +code enforcement experience.
+ ++ +
AND
+ +SPECIFIC +EXPERIENCE:
+ ++ +
Two years of +administrative and technical supervisory work, planning, +organizing and directing construction inspections for a district, a +city-wide construction demolition program or a construction projects audit program.
+ ++ +
CODE ENFORCEMENT +SPECIALTY:
+ +CERTIFICATION:
+ ++ +
Possession of current, valid +certification in all of the following:
+ ++ +
· +Hazardous +Materials Awareness, as recognized by the National Fire Protection Association +(NFPA)
+ +· +Property +Maintenance/Housing Inspector by the International Code Council (ICC)
+ +· +OSHA +30, as issued by an OSHA authorized training provider
+ +· +Fire +Inspector 1 by the International Code Council (ICC)
+ +· +Fire +Inspector 2 by the International Code Council (ICC)
+ ++ +
AND
+ +GENERAL +EXPERIENCE:
+ ++ +
Three years of +code enforcement inspection experience.
+ ++ +
AND
+ +SPECIFIC EXPERIENCE:
+ ++ +
Two years of +administrative and technical supervisory work planning, organizing and +directing inspection operations of existing properties in one of the City’s +Code Enforcement districts.
+ ++ +
NOTE FOR ALL +SPECIALTIES: Two additional years of general or specific experience may +substitute for the required education of the associate’s degree.
+ ++ +
OR
+ ++ +
Any equivalent combination of education and experience +which has included the specific experience, completion of the twelfth school +grade as the educational minimum and certifications.
+ ++ +
CLASSES WHICH TYPICALLY MEET THE SPECIFIC EXPERIENCE +REQUIREMENTS FOR THIS CLASS ARE:
+ ++ +
L&I Construction Compliance Supervisor (6H45) for the +Construction Specialty
+ +Licenses and Inspections Code Enforcement Supervisor +(6H50) for the Code Enforcement Specialty
+ ++ +
LICENSES, +REGISTRATIONS, AND/OR CERTIFICATES
+ ++ +
Certification at the time of application, at the time of +appointment and during tenure of employment by the Commonwealth of +Pennsylvania’s Department of Labor and Industry in the following categories for +positions in the Construction specialty:
+ ++ +
◦ Residential Building Inspector
+ +◦ Building Inspector
+ +◦ Building Plan Examiner
+ +◦ Mechanical Inspector
+ +◦ Plumbing Inspector
+ +◦ Energy Inspector
+ +◦ Accessibility Inspector/Plan Examiner
+ +◦ Certified as a Building Code Official (BCO)
+ ++ +
CODE ENFORCEMENT +SPECIALTY:
+ +CERTIFICATION:
+ ++ +
Certification at the time of application, at the time of +appointment and during tenure of employment by the Commonwealth of +Pennsylvania’s Department of Labor and Industry in the following categories for +positions in the Code Enforcement specialty:
+ ++ +
· +Hazardous Materials Awareness, as recognized by the National Fire +Protection Association (NFPA)
+ +· +Property Maintenance/Housing Inspector by the International Code +Council (ICC)
+ +· +Fire Inspector 1 by the International Code Council (ICC)
+ +· +Fire Inspector 2 by the International Code Council (ICC)
+ ++ +
+ +
+ +
Possession +of a valid proper class motor vehicle operator's license as issued by the +Commonwealth of Pennsylvania prior to appointment and during tenure of +employment as a L&I Code Inspections Manager.
+ ++ +
+ +
PHYSICAL AND +MEDICAL REQUIREMENTS
+ ++ +
Ability to +physically perform the duties and to work in the environmental +conditions required of a position in this class.
+ ++ +
Class Established:
+ +CSC - 11/98
+ +Ad. Board - 1/99
+ +Spec. Revision:
+ +CSC – 12/20
+ +Ad. Board – 01/21
+ +Latest spec. revision:
+ +CSC – 8/24
+ +Ad. Board – 9/24
+ +Change in pay rate:
+ +CSC – 11/24
+ +Ad. Board – 12/24
+ ++ +
+ +
CP
+ ++ +
6H47
+ +PAY RANGE: N27
+ ++ +
L & I CODE SERVICES +DIRECTOR
+ ++ +
(Code +Enforcement)
+ +(Construction)
+ ++ +
GENERAL +DEFINITION
+ ++ +
This is managerial level +code enforcement work, directing the activities of the construction services +division or of the code enforcement division of the Department of Licenses and +Inspections. The employee in this class in the Construction specialty directs +and coordinates, through subordinate managers and supervisors, the approval of +building, fire, housing, plumbing, and electrical plans and specifications for +conformance to city codes and accepted engineering and architectural standards +and the city-wide field activities of all L&I inspection districts. The +employee in this class in the Code Enforcement specialty directs and +coordinates, through subordinate managers and supervisors, the approval of and +specifications for conformance to city codes city-wide field activities of all +L&I code inspections. Contact with department staff, other city agencies, +consultants, contractors, and state and federal officials is a significant +aspect of the work. Work is performed under the direction of a Deputy +Commissioner.
+ ++ +
ALLOCATING +FACTORS: +(The following conditions must be met for a position to be approved for this +class.)
+ ++ +
1. Positions +in this class must direct all activities of the permit services, construction +audits, and district construction inspection functions for the Construction +specialty or must direct all activities of code enforcement permits, audits and +district inspection functions.
+ +2. Only two positions shall be +allocated to this class.
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE +ONLY)
+ ++ +
ALL SPECIALTIES:
+ +Formulates policies for the +plans review and permit processing for a city-wide inspection program; +evaluates operations and program goals for effectiveness and makes necessary +changes in policies and procedures to achieve goals.
+ +Meets with representatives +of other City agencies to discuss, evaluate and improve the effectiveness of +the city's permit processing and inspection programs; represents the department +at community meetings; presents the department's activities and goals in an +effort to synchronize the activities of other agencies and community groups +with the activities of the department; consults with department administrators, +consulting engineers, architects and contractors, and representatives of +government, industry and the general public.
+ +Reviews legislation +pertaining to life safety, fire protection, and building construction; +recommends changes to the Philadelphia code as it applies to area of +specialization; reviews and comments on legislation proposed by other city or +state agencies that would impact division responsibilities and objectives.
+ +Determines budget needs and +organization changes necessary to carry out the mission of the Division; +reviews reports submitted by subordinate managers regarding service demands to +recommend resource allocation and establish operational goals, objectives, +policies and priorities; consults on the preparation of training programs for +plans review and inspection personnel.
+ +Performs related work as +required.
+ ++ +
+ +
CODE ENFORCEMENT SPECIALTY
+ +Plans, directs and +coordinates, through subordinate manager and supervisors, the permit +application review process and inspection activities to comply with code +requirements; discusses required changes with department and consultants when +problems cannot not be resolved by subordinate personnel.
+ +Directs and coordinates, +through subordinate manager and supervisors, the activities of all the +inspection districts responsible for insuring code conformance; reviews and +revises existing practices and procedures related to the enforcement of +building codes; resolves difficult or enforcement problems; confers with legal +representatives, owners, and tenants to interpret codes, related regulations or +problems on specific properties, or code enforcement in general; appears before +boards and commissioners regarding inspection or code enforcement problems.
+ ++ +
+ +
CONSTRUCTION SPECIALTY
+ +Plans, directs and +coordinates, through subordinate supervisors, the permit application review +process to insure that approved plans are consistent with city construction +code requirements and that all plans are processed in an orderly and timely +manner; discusses required changes with department and consulting engineers and +architects when problems cannot not be resolved by subordinate personnel.
+ +Directs and coordinates, +through subordinate managers and supervisors, the activities of all the +inspection districts responsible for insuring code conformance in the +construction, renovation, demolition and alteration of buildings; reviews and +revises existing practices and procedures related to the enforcement of +construction and, related codes; resolves difficult or enforcement problems; +confers with legal representatives, owners, and tenants to interpret codes, +related regulations or problems on specific properties, or code enforcement in +general; appears before boards and commissioners regarding inspection or code +enforcement problems.
+ ++ +
+ +
REQURED KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
ALL SPECIALTIES:
+ +KNOWLEDGE OF:
+ ++ +
· +the +philosophy, principles and purposes of municipal codes and related ordinances
+ +· +laws, +municipal ordinances, and departmental policies pertaining to the enforcement +of building, fire, plumbing, electrical and housing and zoning codes
+ +· +management +principles, administrative procedures and record systems used in controlling a +code enforcement program
+ +· +the +general theory of zoning, planning and land use law
+ +· +laws, +ordinances, and regulations governing zoning and related codes
+ +· +principles +of life safety and fire protection as regulated by codes governing construction
+ +· +procedures +utilized in the prosecution of licensing and inspection code violations, and +the enforcement of ordinances and statutes
+ +· +the +methods and techniques of interpreting and analyzing legislation
+ +· +supervisory +methods and techniques
+ +· +inspection +and investigation principles, practices and techniques
+ ++ +
CONSTRUCTION SPECIALTY:
+ +· +building +code requirements related to construction, renovation, and alteration of +commercial, industrial, public and private structures
+ +· +current +national construction-related code developments
+ ++ +
CODE ENFORCEMENT SPECIALTY:
+ ++ +
+ +
ALL SPECIALTIES:
+ ++ +
SKILL IN:
+ ++ +
· +communicating +and explaining the provisions of codes and related ordinances and departmental +policies and procedures
+ +· +dealing +with the public affected by City code administration
+ ++ +
ALL SPECIALTIES:
+ +ABILITY TO:
+ ++ +
· +plan, +coordinate and direct the activities of a large and diverse staff through +supervisors
+ +· +study +and evaluate a variety of data to establish and implement policy that results +in an optimum level of public safety
+ +· +successfully +implement programs within the parameters of available resources
+ +· +reach +and implement decisions firmly, tactfully and impartially
+ +· +express +and present ideas effectively, both orally and in writing
+ +· +establish +and maintain effective working relationships with property owners, construction +managers, contractors, governmental officials, associates, engineers, +architects and the general public
+ +· +
+ ++ +
CONSTRUCTION SPECIALTY:
+ +· +interpret, +analyze and explain the provisions, scope and parameters of municipal codes and +related ordinances as they apply to the construction of new and +renovated buildings and structures
+ ++ +
MINIMUM +ACEPTABLE TRAINING AND EXPERIENCE (The following statement represents the +minimum training and experience standards which will be used to admit or reject +applicants for tests. Applications submitted by candidates for this class will +be reviewed based on training and experience requirements as approved on 9/24.)
+ ++ +
ALL SPECIALTIES:
+ +EDUCATION:
+ ++ +
Completion of a +Bachelor's Degree program at an accredited college or university.
+ ++ +
NOTE: +Additional experience or other industry related certification not listed below +may substitute for the required education on a year for year basis. Completion +of Master Code Professional certification may substitute for two years of the +required education.
+ ++ +
AND
+ ++ +
CONSTRUCTION +SPECIALTY:
+ ++ +
AND
+ +CERTIFICATION:
+ ++ +
Certification +by the Commonwealth of Pennsylvania’s Department of Labor and Industry in the +following categories:
+ ++ +
◦ Residential Building Inspector
+ +◦ Building Inspector
+ +◦ Building Plan Examiner
+ +◦ Mechanical Inspector
+ +◦ Plumbing Inspector
+ +◦ Energy Inspector
+ +◦ Accessibility Inspector/Plan +Examiner
+ +◦ Certified by the State of +Pennsylvania as a Building Code Official (BCO).
+ ++ +
+ +
AND
+ +GENERAL +EXPERIENCE:
+ ++ +
Eight years of building +code enforcement experience.
+ ++ +
+ +
AND
+ +SPECIFIC +EXPERIENCE:
+ ++ +
Two years of construction +code enforcement experience managing the city-wide field activities of all +inspection districts through subordinate construction inspection supervisors.
+ ++ +
+CODE ENFORCEMENT SPECIALTY:
+ +
AND
+ +CERTIFICATION:
+ ++ +
Possession of current, valid +certification in all of the following:
+ ++ +
· Hazardous +Materials Awareness, as recognized by the National Fire Protection Association +(NFPA)
+ +· Property +Maintenance/Housing Inspector by the International Code Council (ICC)
+ +· OSHA +30, as issued by an OSHA authorized training provider
+ +· Fire +Inspector 1 by the International Code Council (ICC)
+ +· Fire +Inspector 2 by the International Code Council (ICC)
+ ++ +
+ +
AND
+ +GENERAL +EXPERIENCE:
+ ++ +
Five years of +code enforcement inspection experience.
+ ++ +
AND
+ +SPECIFIC EXPERIENCE:
+ ++ +
Two years of managerial level +work directing through subordinate code enforcement supervisors the city-wide +code enforcement activities through subordinate district supervisors.
+ ++ +
+ +
OR
+ ++ +
Any equivalent combination +of education and experience which has included the specific experience.
+ ++ +
CLASSES WHICH TYPICALLY MEET THE SPECIFIC EXPERIENCE +REQUIREMENTS FOR THIS CLASS ARE:
+ ++ +
6H46 – Licenses and Inspections Code +Inspections Manager in the area of specialization
+ ++ +
+ +
PHYSICAL +AND MEDICAL REQUIREMENTS
+ ++ +
Ability to physically perform the +duties and to work in the environmental conditions required of a position in +this class.
+ ++ +
LICENSES, REGISTRATIONS, AND/OR +CERTIFICATES
+ ++ +
+ +
Certification at the time of application, at the +time of appointment and during tenure of employment by the Commonwealth of +Pennsylvania’s Department of Labor and Industry in the following categories for +the Construction specialty:
+ ++ +
+ +
◦ Residential Building Inspector
+ +◦ Building Inspector
+ +◦ Building Plan Examiner
+ +◦ Mechanical Inspector
+ +◦ Plumbing Inspector
+ +◦ Energy Inspector
+ +◦ Accessibility Inspector/Plan Examiner
+ +◦ Certified by the State of Pennsylvania as a +Building Code Official (BCO).
+ ++ +
Certification at the time of application, at the +time of appointment and during tenure of employment by the Commonwealth of +Pennsylvania’s Department of Labor and Industry in the following categories for +the Code Enforcement Specialty:
+ ++ +
+ +
· Hazardous +Materials Awareness, as recognized by the National Fire Protection Association +(NFPA)
+ +· Property +Maintenance/Housing Inspector by the International Code Council (ICC)
+ +· OSHA +30, as issued by an OSHA authorized training provider
+ +· Fire +Inspector 1 by the International Code Council (ICC)
+ +· Fire +Inspector 2 by the International Code Council (ICC)
+ ++ +
+ +
+ +
Possession of a valid proper class motor vehicle +operator's license as issued by the Commonwealth of Pennsylvania prior to +appointment and during tenure of employment as a L&I Construction +Inspections Manager.
+ ++ +
+ +
Class +Established:
+ +CSC +- 9/98
+ +Ad. +Board - 1/99
+ +Spec. +Revision:
+ +CSC +– 11/20
+ +Ad. +Board – 12/20
+ +Latest +Spec. Revision:
+ +CSC +– 8/24
+ +Ad. +Board – 9/24
+ +Change +in pay rate:
+ +CSC +– 11/24
+ +Ad. +Board – 12/24
+ ++ +
+ +
CP
+ +7B08
+ +PAY RANGE: N19
+ ++ +
WATER CUSTOMER SERVICE ASSISTANT MANAGER
+ +(Contact Center)
+ +(Field Operations)
+ ++ +
GENERAL +DEFINITION
+ ++ +
+This is administrative utility customer service work at the assistant manager +level, directing through subordinate supervisors, the day-to-day field +operations of an assigned unit in the Water Department’s Operations +Administration section or the day-to-day operations of the Water Customer Care +Contact Center. Employees in the Field Operations specialty function as an +across-the-board assistant to a Water Field Services Manager +overseeing water field operations in one of four areas of assignment: +Customer Field Services, Plumbing Repairs, Delinquency & Restoration, or +Metering. The employee in the Customer Service assignment manages the +investigation of customer complaints and claims pertaining to water and sewer +services, plumbing violations, and +emergency repairs. The employee in the Plumbing Repairs assignment +manages customer plumbing repair programs and contracts. The +employee in the Delinquency & Restoration assignment manages the collection +of revenue for delinquent and non-complaint accounts ,and the shut-off of +accounts and illegally restored services and installation of Advanced Metering +Infrastructure devices . The employees in the Metering assignment manages the +installation, repair, storage, and testing of water meters, or manages meter +reading and the revenue protection program, including the investigation and +identification of billing discrepancies and revenue recovery due to water +theft. Employees in the Contact Center specialty direct staff responsible for +investigating and resolving customer +inquiries pertaining to utility service and billing issues by phone +or in writing.
+ +Communicating with customers, business representatives, and +the public to resolve problems and coordinating with City Departments to +change policies and procedures to resolve water related issues is a significant +aspect of the work. Work is performed under the direction of a Water +Customer Service Manager.
+ ++ +
ALLOCATING +FACTORS: (The following conditions must be met for a position to be allocated +to this class.)
+ ++ +
1. Employees +must be located in an assigned unit of the Operations Administration section or +at the Customer Contact Center in the Water Department.
+ +2. Employees +must manage, through subordinate supervisors, the day-to-day operations in one +of four areas of assignment: Customer Field Services, Metering, Delinquency +& Restoration, or Plumbing Repairs
+ ++ +
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY):
+ ++ +
BOTH SPECIALTIES
+ ++ +
+Serves as an assistant to a Water Customer Service Manager; manages through subordinate supervisors, +the day-to-day activities of lower level field and clerical staff of an +assigned unit in the Operations Administration section or the activities of +customer service staff in the Customer Contact Center; reviews and approves +work schedules and equipment needs and requests; prioritizes work +assignments; ensures work standards are being met and reviews daily work +performance to ensure proper productivity; reviews completed work; confers with +subordinate supervisors regarding work progress; recommends process +improvements to meet unit objectives; communicates with Water Department +customers regarding routine complaints; conducts safety meetings and provides +safety instructions to field crews; ensures compliance with department safety +procedures.
+ ++Recommends changes to superior regarding standard operating procedures or unit +policies; implements changes in standard operating procedures; ensures work is +completed according to applicable laws and regulations; orients new employees +to departmental policies and practices; trains subordinate supervisors and +staff in procedures and techniques.
+ ++Assists superior in the preparation of the unit budget; makes recommendations +for budgetary allotments to staffing needs, materials and supplies; assists in +the oversight of contractors selected to perform maintenance and repair work; +reviews contracted work to ensure compliance with contract language; +coordinates work for contract agencies and provides on-site, direct, +supervision in the field when necessary; evaluates and document equipment usage +to make recommendations to the administrative superior for more effective use; +researches, evaluates and recommends the purchase of new tools and equipment.
+ ++Coordinates with other City Departments; assists in ensuring compliance with +Safe Drinking Water Act and Clean Water Act; coordinates response with +Industrial Waste Unit, Pennsylvania Department of Environmental Protection and +U.S. Environmental Protection Agency and cooperates with them on environmental +concerns; prepares written reports for management.
+ ++Performs related work as required.
+ ++ +
FIELD OPERATIONS SPECIALTY
+ ++ +
Customer Service Assignment
+ ++ +
+Assists in the oversight and administration the City’s Emergency Abatement +Repair Program (EARP); assists in the oversight and administration of the +City’s Emergency Cleaning & Restoration Program (ECRP); attends code +enforcement and tax board hearings; enforces unit policies and procedures; +manages the billing of abatement projects administered under EARP and ECRP; +provides information to superior to assist in determining billing +responsibility to water related repairs; attends meetings with other City +departments and boards; provides assistance to subordinate supervisors and +field crews regarding customer complaints in the field; manages the +issuance notices of defect to property owners and enforces shut off notices as +necessary.
+ ++Provides initial review of requests made by non-profit organizations, +hospitals, schools and rehabilitation centers for associated water and sewer +discounts; makes recommendation to superior regarding charitable account +statuses; assists Risk Management in investigations +of complex claims to secure facts; visits the scene of disasters such as +cave-ins or water main breaks; consults with the Law Department; negotiates +with attorneys and claimants in an attempt to effectuate out-of-court settlements.
+ ++ +
Confers with customers or their representatives on various water +and sewer service issues; explains technical requirements of laws, ordinance, +policies and procedures according to the Water Department and Water Revenue +Bureau; engages with other field operations units for solutions regarding water +service-related issues.
+ ++ +
Delinquency & Restoration Assignment
+ ++ +
Manages the enforcement and collection of +revenue of delinquent water bills and the shut-off of accounts and +illegally restored services; recommends and +implements shut off actions required for large commercial or specialized +buildings; manages, through a subordinate supervisor, non-compliance shut offs +for customers served notices of defect from various units within or outside the +department; establishes priorities for restoration and manages scheduling of +selected restorations; recommends corrective action for fixing broken or +defective parts discovered in the shut off process and ensures action is taken.
+ +Oversees, through subordinate supervisors, +crews performing field inspections and repairs or replacements to curbstops and +AMI meters; implements necessary changes to monthly maintenance +schedules; implements the use of new equipment to aid in work efficiency; manages +the proper application of water code regulation and ordinance violations +pertaining to water service connections; manages the implementation of training +sessions on safety, courtesy, inspection procedures and other related water +operations to employees.
+ ++ +
Metering Assignment
+ ++ +
+Manages, through subordinate supervisors, staff responsible for the +installation, repair, storage, assembly, disassembly and testing of Automated Meter Reading, (AMR), +commercial and residential water meters; coordinates +the activity of several units engaged in water meter reading, re-inspection and +water revenue investigation; directs lower level staff to identify leaks +resulting in loss of revenue; directs the investigation, identification and +correction of improper meter sizing causing inaccurate billing.
+ +Manages and ensures accuracy of Data Logging to aid in the +analysis of water usage; analyzes customer information and recognizes +discrepancies in billing; reviews, analyzes and solves problems concerning +automated meter reading meters and assists in determining if billing +adjustments are necessary; makes recommendations for type and size meter +to be installed when there are customer requests; implements long term +strategies to improve water accountability, reliable water metering, accurate +water consumption data and customer billings.
+ ++Manages through subordinate supervisors the investigation of meter/billing +complaints received from customers, the Water Revenue Bureau and other city +agencies to identify billing mistakes, unauthorized or unbilled water +consumption; manages through subordinate supervisors the identification of +damaged and missing water meters and authorizes administrative charges; +recommends new metering technologies and implements the use of new and efficient +reporting and monitoring systems; manages through subordinate supervisors +requests for new water/sewer services through the Permit Tracking System.
+ ++ +
Plumbing Repairs Assignment
+ ++ +
+Manages, through subordinate supervisors, the administration of draft contracts +for the City’s Homeowner’s Emergency Loan Program (HELP); prepares for approval +the loan information for repair to plumbing defects to residential customers +water/sewer system; serves as a liaison with the Water Revenue Bureau and +maintains records of loaned funds to be recouped; aids in the Cross Connection +Repair Program (CCRP) administration in accordance with the US Environmental +Protection Agency standards; prepares for review daily reports on sewer +maintenance.
+ ++Oversees the investigation and identification of environmental hazards of the +City’s drainage system; directs lower level staff in performing cross +connection dye tests on cross connections that are polluting the environment; +determines if drainage contamination is internal or external; prepares and +submits reports documenting Homeowners Emergency Loan Program re-payment +history.
+ ++Manages, through subordinate supervisors, the administration of the Basement +Protection Program ensuring that backflow preventers are installed to redirect +rainwater; ensuring approved plumbing procedures are followed; preparing site +plans for review when newer sewer connections are made into storm/sewers.
+ ++ May oversee field work as necessary; conducts field activities through +discussion with subordinate staff; prepares updates of and maintains the +Defective Lateral Computer System database; recommends the implementation of +software enhancements and improvements.
+ ++ +
CONTACT CENTER SPECIALTY
+ ++ +
+Manages, through subordinate supervisors, staff responsible for investigating +and resolving customer inquiries and complaints pertaining to utility service +and billing issues, and communicating with customers by phone and in writing; +resolves escalated customer and city official inquiries; reviews work +activities to determine that all policies and procedures are being followed; +conducts periodic staff meetings with subordinate supervisors regarding unit +performance; directs documentation of work task specifications and the +implementation of employee training and work task specification certification; +assesses call volume and staffing levels and monitors staff scheduling; +evaluates processes and implements changes for improved performance; +serves as a technical expert on call management and revenue collection +databases and departmental data management systems; authorizes inspections in +response to billing discrepancies; prepares statistical and work progress +reports; conducts quantitative analysis to improve customer service and +efficiency.
+ ++Assists the manager in the planning, implementation, and communication of new +Customer Contact Center policies, procedures and programs; confers with +customers or their representatives on complex billing and service issues; +explains technical requirements of laws, ordinance, policies and procedures +according to the Water Department and Water Revenue Bureau; engages with other +field operations units for solutions regarding water service-related issues.
+ ++ +
+ +
+ +
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
+ ++ +
KNOWLEDGE OF:
+ ++ +
ALL SPECIALTIES:
+ ++ +
· codes, +regulations and ordinances pertaining to water and sewer services
+ +· departmental +policies, procedures, and regulations used in water billing and repair
+ +· legislation, +rules and regulations governing the collection of water revenue
+ +· the +organization and operation of the City government as it affects water +operations
+ +· rules and +regulations regarding water shutoffs and customer notifications
+ +· supervisory +methods and techniques
+ +· practices +and techniques of resolving customer service problems
+ +· the methods +used in revenue investigation activities
+ +· departmental +regulations as they pertain to the water repair and Abatement programs for the +Customer Service assignment
+ +· applicability +of plumbing permits, codes, and regulations for the Customer Service and +Plumbing Repairs assignments
+ +· operational +fundamentals of the water, wastewater and storm water production and management +systems
+ +· Field +Service policies, procedures and response protocols
+ ++ +
FIELD OPERATIONS SPECIALTY
+ ++ +
· the principles and techniques of planning and organization for field operations
+ ++ +
· equipment +and procedures used to perform dye tests to determine condition of sewer +connections for the Delinquency & Restoration assignment
+ +· approval +procedures for the Home Emergency Loan Program for the Plumbing Repairs +assignment
+ +· the +techniques and procedures utilized to answer questions pertinent to the +installation and repair of industrial, commercial, and residential water +services connections for the Metering assignment
+ ++ +
CONTACT CENTER SPECIALTY
+ ++ +
· principles +and procedures of the Water Department Customer Contact Center contact +center call management, workflow and information systems
+ +· Water +emergency response procedures
+ +· modern +office procedures, methods and equipment including computers
+ +· computerized +software applications and systems for call management, account management and +work orders
+ +· principles +and practices of quality assurance metrics and reporting
+ +· state and +federal regulations that dictate the operational requirements of the Water +Department, e.g., the Clean Water Act and Safe Drinking Water Act
+ +· principles +of training and performance management
+ ++ +
SKILL IN:
+ ++ +
FIELD OPERATIONS SPECIALTY
+ ++ +
· assessing +and resolving routine customer complaints
+ +· +Investigating complex customer inquiries and determining the next +steps
+ +CUSTOMER CONTACT CENTER SPECIALTY
+ ++ +
· investigating unresolved, complex customer inquiries and determining +next steps for complex billing and service issues
+ +· utilizing a computerized software application to track and edit customer +contact, accounts, and manage service orders
+ +· documenting customer service work task specifications
+ +· training and performance certification of customer service employees
+ +· assessing and developing employee communication and customer service +skills
+ +· directing staff with responsibility for interpreting and +applying Water Department and Water Revenue Bureau policies and procedures
+ ++ +
ABILITY TO:
+ ++ +
· perform +analysis of information that includes fact finding, material organization, data +evaluation and preparation of recommendations orally and in writing
+ +· supervise, +through subordinate supervisors, Operation’s Field Units’ work or Customer +Contact Center work
+ +· understand, +interpret, and apply administrative and departmental policies and procedures
+ +· monitor and +direct development and test in proficiencies required for customer service +tasks at Customer Contact Center for the Customer Contact Center specialty
+ +· understand +the role of the Customer Contact Center in departmental operations and +collaborate with other agencies as needed for the Customer Contact Center +specialty
+ +· monitor and +direct employee development and test proficiencies required for field repair +for the Field Operations specialty
+ +· communicate clearly, both orally and in writing, with associates, +employees, union representatives and the general public
+ +· utilize computer hardware and software relating to work
+ +· prepare and maintain time, activity and material usage reports
+ +· present detailed technical information both orally and in writing
+ ++ +
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The +following statement represents the minimum training and experience standards +which will be used to admit or reject applicants for tests. Applications +submitted by candidates for this class will be reviewed based on training and +experience requirements as approved on 12/24):
+ ++ +
ALL SPECIALTIES
+ ++ +
EDUCATION
+ ++ +
+Education equivalent to the completion of the twelfth school grade
+ ++ +
FIELD OPERATIONS SPECIALTY
+ ++ +
AND
+ +GENERAL EXPERIENCE
+ ++ +
Three +years of experience at the full performance level performing utility field +customer service work or semi-skilled +metering work in the disassembly, repair and installation of large and complex +water meters in the Water Department’s Operations Administration +section.
+ ++ +
OR
+ +Three years of experience as a Construction Trades +Inspector in the area of specialization of plumbing in the Water Department’s +Operations Administration section.
+ ++ +
OR
+ +Three years of experience at the first supervisory +level, supervising a staff of employees engaged in operations support or +performing advanced administrative services work in the Water Department’s +Operations Administration section.
+ ++ +
+ +
AND
+ +SPECIFIC EXPERIENCE
+ ++ +
Two years of experience performing utility field customer service +work at the first supervisory level, directing the day-to-day field operations +in the Water Department’s Operations Administration section.
+ ++ +
+ +
OR
+ ++ +
Two year of experience as a Construction Projects Technician +Supervisor in the plumbing repair assignment area in the Water Department’s +Operations Administration section.
+ ++ +
OR
+ ++ +
Two years of experience at the first supervisory level, +supervising a large, specialized clerical and technical staff engaged in office +management functions of a non-confidential or confidential nature in the Water +Operations Administration section.
+ ++ +
+ +
CONTACT CENTER SPECIALTY
+ ++ +
AND
+ +GENERAL EXPERIENCE
+ ++ +
+Four years of experience performing customer service work with responsibility +for providing information and assistance to the public related to water utility +services.
+ ++ +
AND
+ +SPECIFIC EXPERIENCE
+ ++ +
+Two years of experience as an Customer Care Supervisor in the Water Customer +Information Unit.
+ ++ +
OR
+ ++ +
+Any equivalent combination of education and experience determined to be +acceptable by the Office of Human Resources that has included the specific +experience as listed above.
+ ++ +
NOTE: Selective Factor Certification may be utilized, as +needed, to fill specific positions.
+ +In accordance with Civil Service Regulation 11.032 - Selective +Factor Certification – the appointing authority may request certification of +eligible candidates with the specified experience to fill specific positions in +this class. Certification to fill such positions will be made from the two +highest ranking eligible candidates on the eligible list who possess the +specified qualification.
+ ++ +
+ +
City of Philadelphia classes which typically meet the specific +experience:
+ ++ +
Water Field Customer Service Supervisor (7B16) for the Field +Operations Specialty
+ +Administrative Services Supervisor (2L08) or (2L09), for the Field +Operations Specialty
+ +Customer Care Supervisor (6J19) for the Contact Center Specialty +Only
+ ++ +
PHYSICAL AND MEDICAL REQUIREMENTS
+ ++ +
+Ability to physically perform the duties and to work in the environmental +conditions required of a position in this class.
+ ++ +
LICENSES, REGISTRATIONS AND CERTIFICATES
+ ++ +
Possession of a valid proper class motor +vehicle operator's license as issued by the Commonwealth of Pennsylvania prior +to appointment and during tenure of employment.
+ ++ +
Class Established:
+ +CSC: 11/13
+ +Ad. Board: 12/13
+ +Recent Spec. Revision:
+ +CSC: 5/14
+ +Ad. Board: 5/14
+ +Consolidation with 6F76:
+ +CSC: 11/14
+ +Ad Board: 1/15
+ +CSC: 6/15
+ +Ad Board: 6/15
+ +Spec. Revision:
+ +CSC – 12/18
+ +Ad. Board – 2/19
+ +Spec. Revision:
+ +CSC – 02/20
+ +Ad. Board – 03/20
+ +Spec. Revision:
+ +CSC – 10/20
+ +Ad. Board – 11/20
+ +Revision:
+ +CSC – 5/24
+ +Ad. Board – 6/24
+ +Latest Spec. Revision:
+ +CSC – 11/24; Ad. Board – 12/24
+ ++ +
EM
+ ++ +
+ +
9D11
+ +PAY +RANGE: EP14*
+ ++ +
RECREATION LEADER 1
+ +(Bilingual)
+ +(General)
+ ++ +
GENERAL DEFINITION
+ ++ +
This is full +performance recreation work. An employee in this class may direct a small +staff, administer a limited program of activities for the public and provide +services and facilities for organized groups at a small recreation center, or +direct a cultural or athletic program at a larger center or administer recreation +programs in a secure detention center for youth awaiting adjudication, or +organize and direct volunteers and residents in the provision of on-site and +off-site recreation programs for assisted living residents.. Employees have +controlling responsibility for the organization and implementation of programs +at a small recreation center and the gym facilities of a nearby school or +participate with other recreation department personnel in providing recreation +services at large centers. Employees in this class may assist higher level +recreation staff in implementing a recreational program for a large residential +institution or correctional system. Determining community recreation needs and +interests, promoting the acceptance of programs, raising funds to support +program needs, and motivating participation is of major significance in the +work. Duties require scheduled evening and weekend work and moderate physical +effort. Work is performed under the supervision of a higher-level recreation +supervisor.
+ ++ +
TYPICAL EXAMPLES OF WORK +(ILLUSTRATIVE ONLY)
+ ++ +
BOTH SPECIALTIES
+ ++ +
AT A SMALL RECREATION +FACILITY
+ ++ +
Develops, plans and +coordinates a limited program of athletic, cultural and social recreation +activities to meet the needs and interests of the community and various age +groups; plans and directs special events at the center such as sports +tournaments, community parties, shows, end of season demonstrations, outdoor +competition shows and commemorations.
+ +Schedules, assigns +and observes the activities of subordinate personnel conducting athletic and +cultural programs; orients new staff to departmental policy and procedures; +conducts staff meetings for center personnel; trains personnel in skill and +group motivation; evaluates programs and personnel conducting programs.
+ +Establishes and +maintains contact with community, civic, school, religious and social groups; +keeps advised of community interests and events; publicizes the programs for +the center utilizing multiple channels; may speak before community groups; +advises and assists individuals and groups on the mechanics of community +recreation programs; organizes and meets with councils serving as liaison +between the community and the recreation center; confers with local school +officials in using gym facilities for Recreation Department programs.
+ +Supervises the +issuance, use, care and return of recreation supplies and equipment.
+ +Assigns summer +employees specific tasks on a daily basis.
+ +Assigns duties to +seasonal personnel; inspects playground, pool, and building areas to determine +if additional maintenance work is necessary; inspects for conformance to +cleanliness and safety standards.
+ +Prepares +and maintains records of attendance, requisitions, deliveries and repairs; +requisitions supplies; prepares periodic reports on the centers activities, +accomplishments and special events.
+ ++ +
AT A LARGE RECREATION +FACILITY
+ ++ +
Plans, organizes +and supervises athletic activities such as low organized games, free play and +leagues for athletic events; publicizes leagues; registers teams; schedules +games; collects league fees; assigns referees; acts as official scorer; +prepares team and individual statistics and posts results on bulletin board, +officiates at athletic contests.
+ +Plans, teaches and +supervises a program of cultural activities such as dancing, ceramics and arts +and crafts; posts notices to advertise programs; registers participants for +programs; distributes supplies; instructs and participates in making puppets +and ceramic and papier-mache objects; orders supplies; issues equipment.
+ +Participates in +planning and supervising special events such as field trips, day camps and +movies; may supervise subordinate personnel.
+ +Prepares reports on +the center's activities.
+ +May speak before +community groups; may prepare news releases for local newspapers.
+ +Serves as the +operational supervisor in the absence of the recreation center leader in +charge.
+ ++ +
ASSISTED LIVING SITE POSITIONS
+ ++ +
Schedules, observes and encourages staff members to be creative in +initiating new recreation programs; works with community groups to secure +donated services and resources; develops recreational programs for residents +who range in age from 30 years of age and over; coordinates an +intergenerational program to recruit neighborhood school children to visit and +work with the residents.
+ +Supervises the issuance, use, care and return of recreational supplies +and equipment; secures funds for new equipment via fund raising or other +creative means; prepares and maintains records of resident attendance at +recreational activities; prepares monthly and quarterly reports for the Board +of Trustees, activity calendar, and the requisition and delivery of supplies.
+ +Performs related work a required.
+ ++ +
JUVENILE JUSTICE POSITIONS
+ ++ +
Develops, plans, teaches, supervises and coordinates athletic, cultural +and social recreation activities to meet the needs and interests of the center +residents such as, dancing, ceramics, video games and arts and craft; +schedules, assigns and observes the activities of subordinate recreation +personnel conducting athletic and cultural programs; evaluates programs and +subordinate personnel who conduct recreational programs.
+ +Supervises the issuance, use, care and return of recreation supplies and +equipment; prepares periodic reports on the centers activities, accomplishments +and special events; interprets the objectives of the recreation program to +participants and community groups; schedules events, registers participants, +and posts notices to advertise recreational programs to center residents.
+ ++Performs related work a required.
+ ++ +
+ +
Performs the duties +shown above with members of a foreign language-speaking community.
+ ++ +
IN ALL ASPECTS OF THE WORK
+ ++ +
Attends staff +meetings with other personnel of the department; serves on committees for +city-wide and district recreational events; communicates the purpose and +policies of the City's recreation program to citizen groups and adult +participants; inspects playground, pool, and building to supervise the proper +use and care of equipment and facilities.
+ +Participates in +instructing and leading groups in recreational activities.
+ +Performs related +work as required.
+ ++ +
REQUIRED KNOWLEDGE, SKILLS +AND ABILITIES
+ ++ +
KNOWLEDGE OF:
+ ++ +
· +the philosophy and objectives of organized recreation
+ +· +group leadership as it applies to a varied recreational +program
+ +· +the +principles and methods of organization, program planning and scheduling, and techniques +of community group relations
+ +· +equipment and supplies required to conduct recreation +activities
+ +· +athletic, cultural and social recreational activities
+ +· +the principles and practices of first aid and CPR/AED
+ +· +the principles and practices of incontinent care and an +understanding of the special needs of dementia patients as applied to the +Assisted Living site positions
+ +SKILL +IN:
+ ++ +
· +effective conflict resolution approaches
+ +· +customer service best practices
+ +· +community engagement to inform recreation program plans
+ ++ +
ABILITY TO:
+ ++ +
· +administer first aid and CPR/AED
+ +· +plan, schedule, organize and direct a recreation program +at a small recreation facility upon completion of a training course in +departmental objectives and of basic elements and skills of professional +recreational work
+ +· +organize, teach and lead people of any age group in a +variety of recreational activities after completion of a departmental training +course
+ +· +exercise +tact and judgment in maintaining good sportsmanship of participants in +recreational activity
+ +· +establish and maintain effective working relationships +with associates, local advisory councils and the community and to effectively interpret the objectives of the recreation +program to diverse participants and community groups
+ +· learn and apply +departmental rules and regulations and pertinent recreational techniques and +methods
+ ++ +
IN THE BILINGUAL SPECIALTY
+ ++ +
Ability to speak +read and write in a specified foreign language and the English language +fluently and clearly.
+ ++ +
MINIMUM ACCEPTABLE +TRAINING AND EXPERIENCE (The following statement represents +the minimum training and experience standards which will be used to admit or +reject applicants for tests. Applications submitted by candidates for this +class will be reviewed based on training and experience requirements as +approved on 8/24.)
+ ++ +
BOTH SPECIALTIES
+ ++ +
EDUCATION:
+ ++ +
Completion of a +bachelor's degree program at an accredited college or university.
+ ++ +
NOTE: Completion +of 60 credits and additional experience may substitute for the required bachelor’s +degree.
+ ++ +
AND
+ +EXPERIENCE:
+ ++ +
One year of +experience at the trainee level, administering a limited program of activities +for the public and providing recreational services and facilities for organized +groups.
+ ++ +
+ +
DEPARTMENT OF HUMAN +SERVICES POSITIONS ONLY
+ +Note: +Child Protective Service Law requires FBI criminal history background check as +well as the Pennsylvania State Police criminal history background check and +Pennsylvania child abuse background check as a condition of employment.
+ ++ +
IN THE BILINGUAL SPECIALTY
+ ++ +
Sufficient training +and/or experience to be able to understand and speak fluently and clearly in a +designated foreign language.
+ ++ +
PHYSICAL AND MEDICAL +REQUIREMENTS
+ ++ +
Ability to +physically perform the duties and to work in the environmental conditions +required of a position in this class.
+ ++ +
Class +Established 1/53
+ +Spec. Revision:
+ +CSC - 12/98
+ +Ad. Board - 1/99
+ + + +CSC – 1/08
+ +Ad. Board – 2/08
+ +Change in Pay Rate:
+ +CSC – 8/15; Ad. Board – 8/15
+ +Spec. Revision:
+ +CSC – 8/18;Ad. Board – 9/18
+ +Spec. Revision:
+ +CSC – 10/20; Ad. Board – 11/20
+ +Latest Spec. Revision:
+ +CSC -7/24
+ +Ad. Board – 8/24
+ +Change in Pay Rate:
+ +CSC – 11/24; Ad. Board – 12/24
+ ++ +
+ +
JH
+ +9D12
+PAY RANGE: N18
+ +
+ +
GENERAL +DEFINITION
+ ++ +
This +is supervisory and participatory recreation work directing a moderately sized +staff, either administering a program of activities for the public and +providing services and facilities for organized groups at an intermediate sized +recreation center, or providing recreation programs in a secure detention +center for youth awaiting adjudication or organizing and directing volunteers +and residents in the provision of on-site and off-site recreation programs for +assisted living residents. In a Recreation Center an employee in this class has +controlling responsibility for the organization and implementation of programs +at an intermediately sized recreation center and the gym facilities at nearby +schools and/or neighborhood parks. Employees in this class may be responsible +for directing recreational activities and coordinating maintenance at more than +one site either for the City's Parks and Recreation Department, or for another +City agency.
+ +In +the Juvenile Justice Center an employee in this class develops, plans, and +coordinates athletic, cultural and social recreation activities to meet the +needs and interests of center residents. Responsibilities for recreation +programs at the Assisted Living site involves scheduling, observing and +encouraging staff members to be creative in initiating new programs, and +supervising a group of specialists in aerobics, ceramics and music therapy +programs for center residents. Promoting acceptance of programs, raising funds +to support program needs and motivating sustained participation are significant +aspects of the work. Duties require moderate physical effort and scheduled +evening and weekend work. Work is performed under the general supervision of a +higher-level recreation supervisor or administrative superior.
+ ++ +
ALLOCATING FACTORS: (The following conditions must be met +for a position to be allocated to this class.)
+ ++ +
· +The position must +perform the work in one of the above responsibility areas.
+ +· +The position must +either administer recreation program of activities for the public at one of the +City's intermediate sized recreation centers, or administer recreation programs +in a secure detention center for youth awaiting adjudication, or organize and +direct volunteers and residents in the provision of on-site and off-site +recreation programs for assisted living residents.
+ ++ +
TYPICAL +EXAMPLES OF WORK +(ILLUSTRATIVE ONLY
+ ++ +
+ +
Schedules, +assigns and observes the activities of subordinate personnel conducting +athletic and cultural programs; orients new staff to departmental policy and +procedures; implements and explains departmental rules and regulations to +staff; conducts staff meetings for center personnel; trains personnel in skills +and group motivation; evaluates programs and personnel conducting programs; +supervises the issuance, use, care and return of recreation supplies and +equipment; prepares and maintains records of attendance, requisitions, +deliveries and repairs; requisitions supplies; prepares periodic reports on the +center's activities, accomplishments and special events; participates in +instructing and leading groups in recreational activities; attends staff +meetings with other departmental personnel; serves on committees for district +and citywide events.
+ +Establishes and maintains contact with +community, civic, school, religious and social groups; keeps abreast of +community interests and events; publicizes the programs for the center through +multiple channels including social media; speaks before community groups; +advises and assists individuals and groups on the mechanics of community +recreation programs; organizes and meets with councils serving as liaison +between the community and the recreation center; confers with local school +officials in using gym facilities for recreation programs.
+ +Assigns summer employees special tasks +on a daily basis. Directs staff or personally inspects playground, pool, and +building areas on a daily basis to determine if additional maintenance work is +necessary; inspects for conformance to cleanliness and safety standards; +develops, plans and coordinates a program of athletic, cultural and social +recreation activities to meet the needs and interests of the community and +various age groups; plans and directs special events at the center such as +sports tournaments, community parties, end of season demonstrations, outdoor +competitions, shows and commemorations.
+ +Performs related work a required.
+ ++ +
+ +
Schedules, observes and encourages staff +members to be creative in initiating new recreation programs; works with +community groups to secure donated services and resources; develops +recreational programs for residents who range in age from 30 years of age and +over; coordinates an intergenerational program to recruit neighborhood school +children to visit and work with the residents.
+ +Supervises the issuance, use, care and +return of recreational supplies and equipment; secures funds for new equipment +via fund raising or other creative means; prepares and maintains records of +resident attendance at recreational activities; prepares monthly and quarterly +reports for the Board of Trustees, activity calendar, and the requisition and +delivery of supplies.
+ +Performs related work a required.
+ ++ +
+ +
Develops, plans, teaches, supervises and +coordinates athletic, cultural and social recreation activities to meet the +needs and interests of the center residents such as, dancing, ceramics, video +games and arts and craft; schedules, assigns and observes the activities of +subordinate recreation personnel conducting athletic and cultural programs; +evaluates programs and subordinate personnel who conduct recreational programs.
+ +Supervises the issuance, use, care and +return of recreation supplies and equipment; prepares periodic reports on the +centers activities, accomplishments and special events; interprets the +objectives of the recreation program to participants and community groups; +schedules events, registers participants, and posts notices to advertise +recreational programs to center residents.
+ ++Performs related work a required.
+ ++ +
+ +
KNOWLEDGE +OF:
+ ++ +
· +the philosophy and +objectives of organized recreation
+ +· +group leadership as +applicable to a varied recreational program.
+ +· +the principles and +methods of organization, program planning and scheduling and techniques of +community group relations
+ +· +equipment and +supplies required to conduct recreation activities
+ +· +athletic, cultural +and social recreational activities
+ +· +the principles and +practices of First Aid and CPR/AED
+ +· +the principles and +practices of incontinent care and an understanding of the special needs of +dementia patients as applied to the Assisted Living site responsibility.
+ +· +group dynamics
+ +· +objectives of +organized group and individual recreation programs
+ +· +computer data entry +and retrieval and computer record maintenance
+ +· +computer software +packages applicable to the work assignment
+ ++ +
SKILL +IN:
+ ++ +
· +effective conflict resolution +approaches
+ +· +customer service +best practices
+ +· +community engagement +for departmental recreation initiatives
+ +· +intercultural +competence
+ ++ +
ABILITY +TO:
+ ++ +
· +plan, schedule, +organize and direct a recreation program at an intermediate-sized recreation +center using the gym facilities of a nearby school
+ +· +establish and +maintain effective working relationships with associates, local advisory +councils and the community and to effectively interpret the objectives of the +recreation program to diverse participants and community groups
+ +· +to interpret the +objectives of and create enthusiasm for the program among associates, +participants, center residents, subordinates and community groups
+ + + +· +exercise tact and +judgment to maintain a good sportsmanship image among participants during +recreational activities as applied to the Juvenile Justice Center specialty
+ +· +track and evaluate participation +and performance of assigned recreation programs
+ +· +administer first aid +and CPR/AED
+ +· +supervise, orient +and train subordinate recreation personnel and center residents
+ +· +lead and participate +in several types of recreation program activities including +instructing and leading groups
+ +· +demonstrate +flexibility
+ +· +plan, schedule, +organize and coordinate recreational programs to meet the basic needs of a +unique population based on the assignment
+ ++ +
MINIMUM +ACCEPTABLE TRAINING AND EXPERIENCE +(The following statement represents the minimum training and experience +standards that will be used to admit or reject applicants for tests. +Applications submitted by candidates for this class will be reviewed based on +training and experience requirements as approved on 7/18.)
+ ++ +
+ +
Completion of a bachelor's +degree program at an accredited college or university.
+ ++ +
EXPERIENCE:
+ ++ +
Two years of municipal recreation +program experience that has included one year of experience at the Recreation +Leader 1 level.
+ ++ +
NOTE: Employees with permanent civil service +status as of August 1, 2015 in the class of Recreation Leader 1 (9D11) may +equate experience for the above educational requirement.
+ ++ +
+ +
Ability to physically perform the duties +and to work in the environmental conditions required of a position in this +class.
+ ++ +
Class Established 5/56
+ +Spec. Revision:
+ +CSC - 12/98
+ +Ad Board - 1/99
+ +Change in Pay Rate:
+ +CSC – 8/15; Ad. Board – 8/15
+ +Spec. Revision:
+ +CSC – 6/18; Ad. Board – 7/18
+ +Latest Spec. Revision:
+ +CSC – 10/20; Ad. Board – 11/20
+ +Change in Pay Rate:
+ +CSC-11/24; Ad. Board -12/24
+ ++ +
+ +
EM
+ ++ +