2022-04-12 City Council - Full PSPP Agenda-31191
N
o Agenda
Edmonds City Council
PUBLIC SAFETY, PERSONNEL & PLANNING - ZOOM
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COMMITTEE MEMBERS: LAURA JOHNSON (CHAIR), SUSAN PAINE, VIVIAN OLSON (EX-OFFICIO
MEMBER)
CALL TO ORDER
COMMITTEE BUSINESS
1. WWTP Program Administrator (10 min)
2. Resolution Extending Temporary Emergency Sick Leave Policy (5 min)
3. Human Services Program Manager Position Revision (10 min)
4. Park Planner and Capital Project Manager Job Description Approval (5 min)
5. Lead Building Maintenance Operator Job Description (10 min)
6. Recruitment Update - Community Services/Economic Development and Public Works (10 min)
ADJOURN
Edmonds City Council Agenda
April 12, 2022
Page 1
2.1
City Council Agenda Item
Meeting Date: 04/12/2022
WWTP Program Administrator
Staff Lead: Jessica Neill Hoyson
Department: Public Works & Utilities
Preparer: Pamela Randolph
Background/History
The Program Administrator position has been providing administrative support functions at the
Treatment Plant and has contributed to the smooth operational flow of work, through the pandemic
and currently as we work through the significant staff shortage at the WWTP. Since its inception on
August 1, 2019 this position has been filled under a twelve-month Personal Service Contract.
This is a request to convert the Program Administrator from a contracted position to a Limited Term
Employee (LTE) for a two (2) year period with an automatic one year extension if the carbon recovery
project is still going on.
Additionally, we propose to place the Program Administrator on the NR-36 range of the revised Non -
Represented Salary Schedule. This is the equivalent range to the NR-13 that the original contracted
wages were based on. The position's revised Job Description is attached and in need of approval.
NR-36
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
92,378.78 96,996.05 101,846.77 106,938.43 112,284.67 117,900.39 123,795.54
The intention is to provide step 5 to the existing contracted employee beginning May 1, 2022 which
includes a 6% Salary increase and the 3% 2022 COLA. The employee would then be eligible for step
increases per City Policy.
The total (approx.) amount needed to fully fund the requested LTE position through 2022 is $149,081.73
(including $38,650.82 in estimated benefits) however a budget increase is not needed at this time. The
proposal is to fund the position from salary savings. The City would be responsible for approximately
49% of the total expense with the Treatment Plant Partners being responsible for the balance.
Staff Recommendation
Staff is recommending the City Council forward the request to convert the Program Administrator from
a contract position to a two (2) year Limited Term Employee position on to the Consent Agenda for
approval by full council.
Narrative
The Program Administrator position has been providing administrative support functions at the
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2.1
Treatment Plant and has contributed to the smooth operational flow of work, through the pandemic
and currently as we work through the significant staff shortage at the WWTP. Since its inception on
August 1, 2019 this position has been filled under a twelve-month Personal Service Contract. The
contract was designed to roll over if not officially ended by December 2021. The position was proposed
to be added in the 2021 and 2022 annual budget but was omitted without explanation. We are
requesting this position be converted to a Limited Term Employee (LTE) and be placed at salary range
NR-36 in order to allow the new PW Director an opportunity to evaluate the ongoing need. As part of
the effort to keep operations and maintenance of the plant on track during the upcoming construction
work and beyond, it is necessary the WWTP have the needed support and expertise of the Program
Administrator.
Our Partners, in the following manner, would share the expense:
Mountlake Terrace
26%
38,761.25
Olympic View Water/Sewer
17%
$25,343.89
Ronald Sewer District
8%
$11,926.54
Edmonds
49%
$73,050.05
TOTAL
100%
$149,081.73
Attachments:
WWTP Program Administrator_elw accepted
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2.1.a
City of
EDMONDS
Washington
Wastewater Treatment Plant Program Administrator
Department: Public Works — Wastewater Treatment Pay Grade
Bargaining Unit: Non -Represented
Revised Date: 4/6/2022
POSITION PURPOSE:
FLSA Status:
Reports To:
N R-36
Exempt
WWTP Manager
Under general direction, plans, organizes and coordinates programs in support of the City's Regional
Wastewater Treatment Plant. Is responsible for implementing the WWTP's safety program and nurturing a
culture of safety first; responsible for development and implementation of policies and procedure designed to
improve efficiency of operation and promote fiscal responsibility. Additional responsibilities include oversight of
the pretreatment program, plant asset management program utilizing the established records management
system and assisting with the development and management of capital projects. Assists Manager in
preparation and monitoring of the annual operating budget and Capital Improvement Program and when
assigned, performs the duties of the WWTP Manager.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all
employees in this classification, only a representative summary of the primary duties and responsibilities.
Incumbent(s) may not be required to perform all duties listed and may be required to perform additional,
position -specific duties.
• Plan, organize, and coordinate a variety of programs, projects and activities to the operation and
maintenance of the City's wastewater treatment plant.
• Oversee the maintenance management system and asset management program.
• Act as management lead on the WWTP safety committee.
• During periods of absence assumes Management Roles and responsibilities.
• Prepare and maintain a variety of reports, records and files related to assigned activities.
• Provide input to Manager for the O&M budget process, recommend and plan capital projects, control and
authorize expenditures in accordance with established limitations.
• Administer Capital Improvement projects, make recommendations to Manager, may prepare, advertise,
receive and recommend award bids according to established procedures and oversee projects.
• Communicate with personnel and outside organizations to coordinate activities and programs, resolve
issues and conflicts and exchange information.
• Provide technical expertise, information, and assistance to the Manager regarding assigned functions,
assist as needed in the formulation and development of policies, procedures, and programs.
• Operate a computer and other office equipment as assigned, maintain current knowledge of plant
instrumentation and control systems, drive a vehicle to various sites to inspect work.
• Attend and conduct a variety of meetings as assigned, represent the City at a variety of meetings.
• Performs other related duties within the scope of the classification.
Wastewater Treatment Plant Program Administrator Last Reviewed-
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2.1.a
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JOB DESCRIPTION
Wastewater Treatment Program Administrator
Required Knowledge of:
• Maintenance and asset management industry standards.
• Industry standards related to the operation and maintenance of wastewater treatment plants.
• Effective and efficient maintenance of wastewater plant assets.
• Permit requirements.
• Applicable laws, codes, regulations, policies, and procedures related to the operation and maintenance of
wastewater treatment plants.
• Conflict resolution techniques.
• Interpersonal skills using tact, patience, and courtesy.
• Health and safety standards, rules, and regulations.
• Budget preparation and control.
• Labor Relations and contract administration.
• Oral and written communication skills.
• Record keeping techniques.
• Operation of a computer and assigned software.
• Supervisory and training principles, methods, and techniques.
Required Skill in:
• Planning, organizing and coordinating the operations and maintenance activities of a municipal
Wastewater Treatment Plant.
• Ensure requirements and permits comply with local, state, and federal agencies.
• Supervise and evaluate the performance of assigned staff.
• Evaluating work practices of operations, maintenance, and laboratory departments to implement current
industry standards.
• Plan plant projects to allocate staffing, timelines, and budget.
• Communicating effectively verbally and in writing.
• Interpret, apply, and explain rules, regulation, policies, and procedures.
• Establishing and maintaining cooperative and effective working relationships with others.
• Operate a computer and assigned office equipment.
• Analyze situations accurately and adopt an effective course of action.
• Meet schedules and timelines.
• Work independently with little direction.
• Plan and organize work.
• Preparing and maintaining a variety of comprehensive records, files, and reports.
MINIMUM QUALIFICATIONS:
Education and Experience:
Bachelor's Degree in Public Administration, Business Administration, or related field and five years of
experience managing and implementing programs or policies developed by others including two years of staff
supervisory responsibility; preferably in a municipal or public sector environment; OR an equivalent combination
of education, training and experience which allows the incumbent to successfully perform the essential functions
of the position.
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Wastewater Treatment Plant Program Administrator Last Reviewed: 04/06/2022
Last Rev'
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JOB DESCRIPTION
Wastewater Treatment Program Administrator
Required Licenses or Certifications:
• Valid State of Washington Driver's License and a driving record acceptable to the City's insurance
requirements.
• CPR and First Aid card, within 6 months of hire
• A background check is required. Criminal history is not an automatic employment disqualifier. Results are
reviewed on a case -by case basis.
• Subject to a pre -employment drug test following a conditional job offer.
WORKING CONDITIONS:
Environment:
• Indoor/outdoor work environment
• Driving a vehicle to conduct work
Physical Abilities:
• Hearing, speaking or otherwise communicating to exchange information in person or on the phone.
• Operate a variety of grounds equipment and power and hand tools.
• Operate a computer keyboard or other office equipment.
• Read a variety of materials and possess close vision, far vision, side vision, depth perception, night
vision and color vision.
• Ascending/descending ladders
• Lifting/ carrying or otherwise move or transport heavy objects frequently up to 50lbs.
• Sitting/standing or otherwise remaining in a stationary position for extended periods of time
• Walking or otherwise moving over rough or uneven surfaces while performing inspections and
investigations.
• Performing repetitive motions, including balancing, stooping, kneeling, bending, crouching, crawling,
reaching overhead, above the shoulders and horizontally, and standing, pushing, pulling, and using
stairs.
• Ability to wear appropriate personal protective equipment based on required City Policy.
Hazards:
• Exposure to chemicals, used in Wastewater treatment such as Sodium Hypochlorite, Caustic Soda,
Bisulfate, Polymers, Clay, Lime and Carbon.
• Exposure to raw and treated sewage, odors associated with sewage treatment, high heat and moving
equipment.
• Exposure to cleaning chemicals, herbicides, and dust.
• Working at heights using ladders and structures
• Working around and with sometimes noisy machinery having moving parts
• Exposure to slippery surfaces, damp spaces while cleaning in and around equipment.
• Exposure to electrical power supply and high voltage.
Signature:
Department Head:
Date:
Date:
Wastewater Treatment Plant Program Administrator
Last Reviewed: 04/06/2022
Last Rev'
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2.2
City Council Agenda Item
Meeting Date: 04/12/2022
Resolution Extending Temporary Emergency Sick Leave Policy
Staff Lead: Jessica Neill Hoyson
Department: Human Resources
Preparer: Jessica Neill Neill Hoyson
Background/History
The federal Families First Coronavirus Response Act was passed by Congress on March 18,
2020. It includes two different employee leave acts. The Emergency Family and Medical Leave
Expansion Act provides paid and unpaid leave to employees who need to care for a minor child
due to a COVID-19-related school or child care closure. The Emergency Paid Sick Leave Act
provides paid leave to employees based on their own COVID-19 health related issues --
individuals who are caring for someone with COVID-19 issues, or who need to care for a minor
child due to a COVID-19-related school or child care closure.
The provisions of the laws had been implemented on or before April 2, 2020 and expired on
December 31, 2020. At this time, congress has not made any changes to extend the provisions of this
legislation. On August 3, 3021, the City Council approved a resolution, which extended the Emergency
Sick Leave benefits provided under the Policy through March 31, 2022.
Staff Recommendation
Review the updated policy and recommend forwarding to Council for approval a temporary extension
of the Emergency Sick Leave provisions of the City's Families First Corona Virus Response Act policy
which will extend this benefit through February 28, 2023 and provide an additional 80 hours of
Emergency Sick Leave to eligible emploeyes.
Narrative
The need for emergency sick leave continues due to cases related to the Coronavirus' Omicron variant
as well as other emerging variants, and the need to continue to have employees quarantine as a public
health measure. Appropriate sick leave to allow employees to quarantine when they or a family
member is exposed to CV19 and to isolate when they or a family member is diagnosed with CV19 is a
public health measure that directly impacts mitigating the spread of CV19. Continuing this policy is in
the public interest and in the best interest of the employees of the City and protecting continuity of
services of the City. As this is leave, it does not increase the 2022 or 2023 annual budget and would not
require a budget amendment.
Attachments:
Families First Coronavirus Response Act Policy 4839-2937-9512 (V.4)
Revised Resolution to Continue Emergency Sick Leave 4.7.2022
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2.2.a
City of Edmonds
Families First Coronavirus Response Act Policy
This policy provides temporary protected leave and paid leave benefits for certain
absences arising from the COVID-19 outbreak in accordance with the federal Families
First Coronavirus Response Act (FFCRA). The benefits available under this policy are
available beginning on April 1, 2020. This policy will be administered in accordance
with the FFCRA statute and forthcoming federal regulations and guidance.
The FFCRA provides for two categories of leave. The first expands existing FMLA
coverage to provide up to 12 weeks of partially -paid Public Health Emergency Leave
("PHEL/FMLA") for eligible employees forced to miss work due to closure of their child's
school or the unavailability of the child's childcare provider for reasons related to x
COVID-19. The second provides up to 10 days of Emergency Sick Leave for various w
reasons related to the COVID-19 outbreak. Details regarding each category of leave 0
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are provided in the sections below. o
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Public Health Emergency Leave (PHEL/FMLA) W
Eligibility. Employees who have worked for the Employer for at least 30 calendar days
are eligible for PHEL/FMLA leave. An employee need not meet the eligibility
requirements for regular FMLA (12 months of employment and 1250 hours worked in
the prior year) to be eligible for PHEL/FMLA.
Leave Entitlement. An eligible employee may take up to 12 weeks of protected leave if
the employee is unable to work, or telework (See Telework Assessment at the end of
this policy), based on a need to care for the employee's child under age 18 because the
child's school or place of care has been closed, or the child's child care provider is
unavailable due to a public health emergency. A public health emergency means an
emergency with respect to COVID-19 declared by a federal, state, or local authority.
PHEL/FMLA may be taken intermittently only if approved by the Employer.
PHEL/FMLA is part of an employee's regular FMLA leave entitlement. Accordingly, if
an employee has already used FMLA for other purposes during the FMLA leave year,
the amount of available PHEL/FMLA will be reduced by the amount of FMLA leave
already taken. PHEL/FMLA leave will be available through December 31, 2020.
Pay Entitlement. The first 10 days of PHEL/FMLA will be unpaid, although employees
may elect to use accrued leave or Emergency Sick Leave during this period. For leave
beyond the first 10 days, the law requires that Employers pay two-thirds of the
employee's regular pay, up to a maximum of $200 per day or $10,000 in the aggregate
The City of Edmonds has chosen to pay this benefit at 100% and will not apply caps to
the benefit.
Pay is calculated based on the number of hours an employee would otherwise have
been scheduled to work. For employees with variable hours, hours will be determined
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2.2.a
based on the average number of hours scheduled over the six-month period preceding
the leave (including paid leave hours) or on a reasonable expectation at the time of hire
as to the hours per day the employee would normally be scheduled to work.
Notification: Verification. Employees who need to take PHEL/FMLA leave should notify
Human Resources as soon as practicable after the need for leave arises. An employee
seeking PHEL/FMLA leave must submit documentation establishing a school closure or
unavailability of child care (which may include a post from a school district website,
email from a school or provider, etc.).
Other. This policy will be administered consistent with the City's existing Family and
Medical Leave (FMLA) policy, except as modified by the FFCRA.
Emergency Sick Leave
Eligibility. All employees of the City are eligible for up to 80 hours of Emergency Sick
Leave based on their work schedule. Emergency Sick Leave may be fully paid or
partially paid, depending on the reason for taking leave (see below).
Covered Reasons for Using Emergency Sick Leave: Employees are entitled to use
Emergency Sick Leave when they are unable to work, or telework (See Telework
Assessment at the end of this policy), for any of the following reasons:
The employee is subject to a federal, state, or local quarantine or isolation order
related to COVID-19. (Please note: the Department of Labor has updated the
advisement that a state or local "stay at home" or "shelter in place" order does
qualify under this reason. For the purposes of Emergency Sick Leave, a
quarantine or isolation order includes quarantine, isolation, containment, shelter -
in -place, or stay-at-home orders issued by any Federal, State, or local
government authority that cause the Employee to be unable to work even
though his or her Employer has work that the Employee could perform but for the
order.
2. The employee has been advised by a health care provider to self -quarantine due
to concerns related to COVID-19.
3. The employee is experiencing symptoms of COVID-19 and is seeking a medical
diagnosis.
4. To care for an individual who is self -isolating for one of the reasons described in
(1) or (2) above. Per DOL regulations "individual" means an employee's
immediate family member, a person who regularly resides in the employee's
home, or a similar person with whom the employee has a relationship that
creates an expectation that the employee would care for the person if he or she
were quarantined or self -quarantined. For this purpose, "individual" does not
include persons with whom the employee has no personal relationship.
5. To care for the employee's child under age 18 due to closure of the child's school
or unavailability of the child's childcare provider due to COVID-19 precautions. A
"child" is defined the same as under the FMLA; i.e., a biological, adopted, or
foster child, a stepchild, a legal ward, or a child of a person standing in loco
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2.2.a
parentis who is either under 18 years of age or is 18 years of age or older and
"incapable of self -care because of a mental or physical disability" at the time
leave is to commence.
6. The employee is experiencing any other substantially similar condition specified
by the Secretary of Health and Human Services in consultation with the
Secretary of the Treasury and the Secretary of Labor.
Paid Leave Entitlement. Full-time employees are entitled to up to 80 hours of
Emergency Sick Leave. Part-time employees are entitled to the Emergency Sick Leave
equal to number of hours they typically work over a two -week period. For employees
with variable hours, hours will be determined based on the average number of hours
scheduled over the six-month period preceding the leave (including paid leave hours) or
on a reasonable expectation at the time of hire as to the hours per day the employee
would normally be scheduled to work. Any Emergency Sick Leave available under this
policy is in addition to accrued leave to which an employee was already entitled under
existing City policies or labor agreements.
Pay Entitlement and Caps on Benefit: The law states that where leave is taken for
reasons (4), (5), and (6) listed above, the benefit may be limited to no less than two-
thirds the employee's regular rate of pay and where Emergency Sick Leave is taken for
reasons (1), (2), or (3) above (which cover leave due to the employee's own health or
quarantine), the paid sick leave benefit is equal to the employee's regular rate of pay.
The City has chosen to provide this benefit at 100% of the employee's regular rate of
pay for all reasons covered by this law. Accordingly, the City will not be applying the
daily and aggregate caps to this benefit.
Use of Paid Sick Leave; Sequencing with Other Leave; Intermittent Use. Employees
may access Emergency Sick Leave for a covered reason before exhausting other
accrued leaves. If an absence is covered by this Emergency Sick Leave policy and the
PHEL/FMLA policy above, the employee may elect to use Emergency Sick Leave
during the first 10 days of PHEL/FMLA in order to remain in paid status.
If an employee is using Emergency Sick Leave intermittently due to a closure of a
child's school or unavailability of the childcare provider, the employee may take leave
intermittently only with the City's approval. An employee may also use Emergency Sick
Leave intermittently with Employer approval if unable to telework his/her normal
schedule of hours due to a qualifying reason (for example, if an employee can telework
in the morning, but needs to care for a child in the afternoon due to a school closure).
Per Department of Labor guidance, where an employee is not teleworking, intermittent
use of Emergency Sick Leave is not permitted when leave is taken for reasons (1), (2),
(3), (4), or (6) above. In such cases, Emergency Sick Leave must be taken in full -day
increments and once leave is initiated for one of these reasons, the employee must
continue to use Emergency Sick Leave until either (i) the full amount of Emergency Sick
Leave has been used; or (ii) the employee no longer has a qualifying reason for taking
Emergency Sick Leave. The Department of Labor has explained that this requirement
is imposed because if an employee is actually or possibly sick with COVID-19, or is
caring for someone who is sick or possibly sick with COVID-19, the intent of the law is
to provide paid leave to prevent the spread of the virus.
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2.2.a
Carryover; Termination of Benefit. The Emergency Sick Leave Benefit expires on
December 31, 2020; any unused Emergency Sick Leave will not be carried over to the
next calendar year or merged into other leave banks. Additionally, the entitlement to
Emergency Sick Leave ceases beginning with the employee's next scheduled work shift
immediately following the termination of the need for paid sick leave. However, to the
extent an employee subsequently needed additional time off for another covered reason
prior to December 31, 2020, the employee could use any remaining Emergency Sick
Leave available.
Notification. An employee who needs to take Emergency Sick Leave should notify
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Human Resources as soon as practicable. After the first workday (or portion thereof)
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that an employee takes Emergency Sick Leave, the employee must follow departmental
notice requirements required for continued use of regular sick leave.
Verification. An employee requesting Emergency Sick Leave must: specify the
qualifying reason for requesting leave; state that the employee is unable to work or
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telework, for that specified reason; and provide the date(s) for which leave is requested.
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The Department of Labor also requires that the City obtain documentation supporting
the leave request. Documentation may include, for example, a copy of the federal, state
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or local quarantine or isolation order related to COVID-19; written documentation from a
health care provider advising the individual to self -quarantine due to COVID-19; or
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documentation from the employee's child's school or childcare provider of closure (such
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as website posting or email).
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Documentation for both Public Health Emeraencv Leave and Emeraencv Paid Sick
Leave. DOL regulations state that an employee seeking PHEL/FMLA or EPSL leave
must provide the employer with documentation containing: (i) the employee's name; (ii)
date(s) for which leave is requested; (iii) qualifying reason for the leave; and (iv) an oral
or written statement that the employee is unable to work due to the qualifying reason.
Depending on the type of leave being requested, DOL regulations require that an
employee provide the following additional information to substantiate the leave request:
o Where ESPL is requested due to a quarantine or isolation order, the name of the
government entity issuing the order;
o Where EPSL is requested due to the recommendation of a health care provider to
self -quarantine, the name of the health care provider making the recommendation; or
o For PHEL/FMLA leave or where EPSL is used to care for a child due to a school
closure or the unavailability of a childcare provider, the employee must also provide:
• name of the son or daughter being cared for;
• name of the school, place of care or childcare provider that has closed or become
unavailable; and
• a representation that no other suitable person will be caring for the child during the
period for which the employee is taking leave.
If the child needing care is older than 14 and the care is during daylight hours, a
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2.2.a
statement that "special circumstances" exist requiring the employee to care for the child
is required.
Telework Assessment for both Public Health Emeraencv Leave and Emeraencv Paid
Sick Leave. According to DOL regulations, an employee is able to telework if: "(a) his or
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her Employer has work for the Employee; (b) the Employer permits the Employee to
work from the Employee's location; and (c) there are no extenuating circumstances
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(such as serious COVID-19 symptoms) that prevent the Employee from performing that
work. Extenuating circumstances include the need to care for a child where the child's
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school or place of daycare is closed and the child being at home precludes the
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employee from effectively preforming work remotely. In such situations the ability of the
employee to work intermittently will be explored prior to any approval of a block of time
off. Telework may be performed during normal hours or at other times agreed by the
Employer and Employee."
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2.2.b
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EDMONDS,
WASHINGTON, TO CONTINUE THE EMERGENCY SICK LEAVE
BENEFITS OF THE CITY'S FAMILIES FIRST CORONAVIRUS RESPONSE
ACT POLICY THROUGH FEBRUARY 28, 2023 AND TO ADD 80 HOURS OF
SICK LEAVE TO EMPLOYEE LEAVE BANKS.
WHEREAS, the City enacted its Families First Coronavirus Response Act Policy (hereinafter
"Policy") on April 2, 2020; and
WHEREAS, the federal Families First Coronavirus Response Act, upon which the Policy is based,
expired by its terms on December 31, 2020; and
WHEREAS, on January 5, 2021, the City Council approved Resolution 1466, which extended the
Emergency Sick Leave benefits provided under the Policy through June 30, 2021; and
WHEREAS, on August 3, 2021, the City Council approved Resolution 1478, which extended the
Emergency Sick Leave benefits provided under the Policy through March 31, 2022; and
WHEREAS, due to the continuing COVID-19 pandemic, and the need to continue to have
employees quarantine as a public health measure, the City Council has determined that it is in the
public interest to continue to provide City employees with the Emergency Sick Leave benefits
provided by the Policy, retroactive to April 1, 2022 and continuing through February 28, 2023,
unless the federal government enacts new legislation providing for such benefits before that date;
and
WHEREAS, because of the continuing effects of the COVID-19 pandemic on City employees, and
to provide fair and equitable support to all employees, including those who cannot work from home,
the City Council has determined that it is in the public interest to provide an additional eighty (80)
hours of sick leave to the leave bank of each City employee to be used for COVID-19 related health
reasons; NOW, THEREFORE,
THE CITY COUNCIL OF THE CITY OF EDMONDS, WASHINGTON, HEREBY
RESOLVES AS FOLLOWS:
Section 1. The Emergency Sick Leave provisions of the City's Families First Coronavirus
Response Act Policy, enacted on April 2, 2020, will continue in effect through February 28, 2023,
unless the federal government enacts new legislation providing for such benefits before that date.
The remainder of the Policy expired by its terms on December 31, 2020.
Section 2. The references to "December 31, 2020" in the "Carryover; Termination of Benefit"
section of the Emergency Sick Leave provisions of the Policy, which were previously extended to
June 30, 2021 and again to March 31, 2022, are hereby revised to read "February 28, 2023." In the
event the federal government enacts new legislation providing for emergency sick leave benefits
such as those provided for in the Policy, the remainder of the Policy will terminate as of the
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2.2.b
effective date of the federal legislation. If no such new legislation is enacted on or before February
28, 2023, the Emergency Sick Leave provisions of the Policy shall expire on that date.
Section 3. An additional eighty (80) hours of sick leave will be added to the leave bank of each
eligible City employee. Hours will be pro -rated for part-time employees.within two (2) pay periods
of the date of this Resolution. This additional sick leave will be available to employees to use for
COVID-19 related health reasons only. It may be used to addresss an employee's own and/or their
family members' health needs. Any portion of this additional sick leave that is not used prior to
March 1, 2024 will be forfeited and removed from the employee's leave bank.
RESOLVED this day of 2022.
CITY OF EDMONDS
MAYOR, MIKE NELSON
ATTEST:
CITY CLERK, SCOTT PASSEY
FILED WITH THE CITY CLERK:
PASSED BY THE CITY COUNCIL:
RESOLUTION NO.
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2.3
City Council Agenda Item
Meeting Date: 04/12/2022
Human Services Program Manager Position Revision
Staff Lead: Shannon Burley
Department: Parks, Recreation & Cultural Services
Preparer: Shannon Burley
Background/History
In 2020 the City established a Human Services Division and hired a Human Services Program Manager on
a part-time (20 hours per week) basis. The Program Manager reported to the Department of Economic
Development and Community Services (job description attached). In April 2021 the Division and part-
time position moved to the Parks, Recreation and Cultural Services Department.
An ongoing allocation of $130,546 for salary + benefits was approved in 2022 Human Services operating
budget, which is adequate to cover the costs of this position increasing to full time.
Staff Recommendation
Authorize additional 20 hours per week for Human Services Program Manager and place on the Consent
agenda for the April 19, 2022 meeting. This is not a request for additional funding or for a position
description change.
Narrative
The Human Service Program Manager position has developed community collaborations and
partnerships with numerous program providers and professional organizations in order to provide
efficient coordination of services for Edmonds residents. Those agencies include but are not limited to:
St. Vincent DePaul, Edmonds Food Bank, 211, Verdant Health, local faith -based organizations,
Volunteers of America, the Lynnwood Hygiene Center, We All Belong Cold Weather Shelter, YWCA
Pathways Shelter, local first responders (police and fire), Everett Gospel Mission, the Hand Up Project,
Housing Hope and more.
Further, the Program Manager participates in local, Snohomish County -wide, and region -wide
conversations around Human Services supporting the alignment of City and regional priorities serving as
the City's representative for the National Low -Income Housing Coalition (as a Board Member), the
Washington Low Income Housing Alliance (as a Board Member and Public Policy Committee Member),
the Snohomish County Partnership on Ending Homelessness Board, the Snohomish County Community
Services Advisory Council, the Homeless Policy Taskforce for Snohomish County, the YWCA Public Policy
Committee, the Puget Sound Regional Council Equity Advisory Committee and the Statewide Steering
Committee for Rental Assistance and Performance Measures.
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2.3
The Program Manager is responsible for originating and developing innovative programs and projects
that address critical and emergent human services needs in Edmonds and has developed programs such
as the Urgent Needs Program in collaboration with Edmonds Police Department, supporting the
establishment of household support grants utilizing CARES and ARPA funding, leveraging relationships to
set up COVID vaccine programs such as the homebound senior vaccine initiative and more. Further the
Program Manager supervises the City's motel voucher program in collaboration with the Department of
Commerce.
In the absence of a dedicated Social Worker the Human Services Program Manager has also been
coordinating services to the extent possible for many Edmonds Residents (178 residents in 2021).
The Compass Health Social Worker once hired, will spend the majority of their time in the field with
Edmonds Police Department meeting unsheltered residents where they are and seeking to establish
trust and eventually seeking shelter and services for those individuals. The Program Manager will remain
focused on crisis prevention, working to meet the needs of individuals before they reach homelessness.
Further, the Human Services Program Manager will work to establish partnerships with DSHS and 211 to
streamline intake and develop programs with non -profits such as a house sharing organization as
suggested by Council President Olson and Kone Consulting.
The demand for the Human Service Program Manager's time far exceeds the allocated 20 hours per
week. The Human Service Program Manager position is part of the AFSME bargaining unit and it is staff's
recommendation to allocate an additional 20 hours per week (approximately $53K per year) moving this
position to full-time. This will NOT require an increase in budget allocation, the increase is covered by
the presently adopted ongoing budget allocation.
Attachments:
Human Services Program Manager JD
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2.3.a
City of
EDMONDS
Washington
Human Services Program Manager
Department:
Community Services
Pay Grade:
NR-10*
Bargaining Unit:
AFSME*
FLSA Status:
Non-exempt
Revised Date:
01/08/2020
Reports To:
Community Services Director
*This position's wages were established on the non -represented scale. It was later determined this position
qualifies for AFSCME membership. Wages will be bargained on the AFSCME scale with the next union contract
negotiations.
POSITION PURPOSE:
The Human Services Program Manager is a key City position that is responsible for assisting citizens by connecting
to currently available human services programs, assisting in the navigation of processes required to receive
services, and advocating for human and civil rights. The incumbent will be key in developing relationships with
human services program providers, evaluating currently available services and programs, and advocating for new
services and programs to improve the lives of the citizens of Edmonds.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees
in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may
not be required to perform all duties listed and may be required to perform additional, position -specific duties.
• Develop the City's Human Services Program to include analysis of current human services offerings,
development of internal City processes to connect citizens to human services support programs, and
establishing relationships with program providers, professional organizations, and groups that impact the
human services available in the City of Edmonds
• Plan, organize and manage the Human Services Program for the City.
• Develop and administer an annual work plan to include the City's human service, priorities, establishing
and updating of policies and identification of external programs that meet priorities or that will need to be
established in order to meet priorities.
• Originate and develop innovative programs and projects in addressing critical and emergent human
Service needs in the community;
• Understand, measure, analyze and respond to community needs on an ongoing basis. Advocate for and
support a systems approach to meeting the community needs.
• Assist citizens and community agencies in developing programs to respond to community needs;
coordinate with local agencies to provide assistance to citizens in need.
• Foster the development of community collaborations and partnerships to provide human services to
Edmonds residents. Provide networking opportunities for human service providers and facilitate
relationship development among them.
• Present reports to the Director, Mayor, City Council, and citizens groups.
• Oversee and develop resource and referral information and brochures to assist citizens in need or
citizens seeking to help others in need;
Human Services Program Manager Last Reviewed: 06/08/2021
Last Revised: 01/08/2020
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JOB DESCRIPTION
Human Services Program Manager
• Represent the City of Edmonds on regional and sub -regional human services bodies, boards and
committees;
• Establish and maintain cooperative and effective working relationships with other jurisdiction's Human
Services offices including state, county and city, and other community agencies and organizations
concerned with addressing human services issues and needs in the community.
• Provide technical and policy information to the public, and meet with public to resolve Human Service
problems within the community and maintain positive relations.
• Communicate community needs to stakeholders, and promote available resources and solutions.
• Ensure that the community and other city departments are aware of resources and providers within the
city, and can make appropriate referrals.
• Collaborate with other city divisions and departments to address changing needs and demographics.
• Participate in local, Snohomish County -wide, and region -wide conversations around human services to
align city and regional priorities.
• Coordinate programs, systems, and activities with local and regional human service providers and with
other jurisdictions. Assist in the development of regional responses to local needs.
• Serve as the city's representative to committees and organizations, communicate and meet City officials
and administrators, public and private organizations, agencies, residents; serve on various committees as
required.
• Seek grant funding on behalf of the City to address human services needs and/or develop greater
capacity to address needs by City staff and/or resources.
• Ensure effective customer service, and efficient productivity,
• Remain current with relevant advancements related to field.
• Maintain regular, reliable, and punctual attendance, work evening and/or weekend hours as assigned,
and travel as required.
Required Knowledge of:
• Principles and practices of planning, development, and execution of municipal human services programs
• Local and regional human services issues
• Snohomish County human service providers/systems.
• Community demographics.
• Policies and objectives of assigned programs and activities.
• Laws, rules and regulations related to assigned activities.
• Budget preparation practices.
• Grant application processes, grant availabilities and eligibility.
Required Skill in:
• Interpersonal skills using tact, patience, and courtesy, including diverse community groups
• Effective, professional, and positive interactions with difficult individuals.
• Meet schedules and deadlines.
• Report preparation and distribution skills.
• Budget development and control skills.
• Research and analytical skills.
• Decision -making skills.
• Conflict resolution and problem -solving skills.
• Leadership skills.
• Detail -oriented organizational skills.
• Ability to:
o Compose, proofread, and edit correspondence, ensuring correct grammar, spelling, punctuation
and vocabulary.
o Work independently.
o Negotiate viable solutions under a variety of circumstances.
o Analyze situations accurately and adopt an effective course of action.
Human Services Program Manager Last Reviewed: 06/08/2021
Last Revised: 01/08/2020
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JOB DESCRIPTION
Human Services Program Manager
o Generate complex reports.
o Oral communication and public presentation skills.
• Working with diverse community groups.
• Grant application writing, researching grant opportunities.
MINIMUM QUALIFICATIONS:
Education and Experience:
Bachelor's degree in Public Administration, one of the social sciences or other related field directly related to
Human Services or Social Work. Four (4) years of increasingly responsible experience in program
management with at least two (2) of those years specifically in the management of Human Services programs
and/or services. Experience in public sector program management is preferred. An equivalent combination of
education, training and experience that will allow the incumbent to successfully perform the essential
functions of the position will be considered.
Must be able to successfully complete and pass a background check.
Required Licenses or Certifications:
Valid Driver's license required at time of hire. State of Washington Driver's License required within 30 days of
hire.
WORKING CONDITIONS:
Environment:
• Office environment
• Constant interruptions
• Travel to conduct work may be necessary at times, mostly locally
• Some evening and weekend hours may be required for meetings
Physical Abilities
• Hearing, speaking or otherwise communicating to exchange information in person or on the phone.
• Operating a computer keyboard or other office equipment.
• Reading and understanding a variety of materials.
• Sitting or otherwise remaining stationary for extended periods of time.
• Bending at the waist, reaching above shoulders and horizontally or otherwise positioning oneself to
accomplish tasks.
Hazards:
• Contact with angry and/or dissatisfied customers.
• Prolonged exposure to glare from computer monitors.
• Exposure to heavy dust in some work areas
• Occasional exposure to toxic or caustic chemicals, i.e. copier toner
Incumbent Signature:
Department Head:
Date:
Date:
Human Services Program Manager
Last Reviewed: 06/08/2021
Last Revised: 01/08/2020
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2.4
City Council Agenda Item
Meeting Date: 04/12/2022
Park Planner and Capital Project Manager Job Description Approval
Staff Lead: Angie Feser
Department: Parks, Recreation & Cultural Services
Preparer: Angie Feser
Background/History
The new position of Park Planner and Capital Project Manager was approved by Council during the 2022
Budget process both in late 2021 and again in March of 2022. This process is for Councils consideration
of approval of the job description as attached.
This position will support the department's efforts in park planning and development, managing capital
projects both completed with in-house staff and contracted services, and providing support in the
department's land acquisition and grant application and management efforts. Projects will include
managing Parks Maintenance backlog items, development of Parks capital replacement program,
managing upcoming park renovations and improvements as well as significant planning projects.
Qualifications will require knowledge and expertise in project / construction management, park design
and planning, and landscape architecture with a working knowledge of urban planning and engineering
principles.
Recruitment is expected to begin immediately following Council approval of the job description.
Staff Recommendation
Approve the Park Planner and Capital Project Manager job description for full Council consideration and
approval on Consent Agenda of the next regular Council meeting.
Attachments:
Park Planner Capital Project Manager FINAL
Packet Pg. 20
2.4.a
City of
EDMONDS
Washington
Park Planner & Capital Project Manager
Department: Parks, Recreation, Cultural Arts & Pay Grade: NR-36
Human Services
Bargaining Unit: Non -Represented FLSA Status: Exempt
Revised Date: 3/17/2022 Reports To: Department Director
POSITION PURPOSE:
Under the direction of the Director of Parks, Recreation, Cultural Arts & Human Services, conduct park planning,
capital project management, and contract administration responsibilities. Specific functions depend on current
projects and may include technical, administrative, or a variety of field, office, or related assignments. Work in this
position requires a high degree of independent judgment and action in planning park projects, resolving technical
programs, and administering projects within the framework of established policies. Apply a high degree of
knowledge and expertise in project / construction management, park design and planning, and landscape
architecture with a working knowledge of urban planning and engineering principles.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees
in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may
not be required to perform all duties listed and may be required to perform additional, position -specific duties.
Project Management: manage park, trail and open space acquisition, design and construction of
capital development and major maintenance projects. Project management includes assisting with,
conducting cultural resource studies, cost estimates, equity analysis, environmental review, and
documentation, preparing related project scopes. Prepare technical and administrative reports and
correspondence. Develop and administer project budgets, schedule work tasks, and manage
consultant teams including coordinating consultant selection by drafting request for proposals (RFP)
and request for qualifications (RFQ), perform bid analysis, manage contracts, and process invoices.
Construction Management: Manage the advertisement, bid, and award of park improvement
projects. Administration of contracts, plan review, negotiating scope, fee, and schedules,
coordinate project close-out, budget reconciliation, prepare reports, manage project documentation,
prepare final as-builts, and provide grant reporting documentation. Perform regular inspections of
construction projects to ensure compliance with plans and specifications, including safety
requirements and other applicable standards; check appropriateness and sustainability of materials
and methods used in construction.
Design: Plan and design research and evaluation methods; gather research, analyze, and evaluate
data; and prepare recommendations or alternatives for various design amenities, programs, issues,
or policies. This includes creating concept -level sketches, schematics, graphics, and plans for park
and recreation improvements or other public facilities relating to public recreation and
landscape/hardscape features.
Park Planner & Capital Projects Manager Last Reviewed-
Packet Pg. 21
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JOB DESCRIPTION
Park Planner & Capital Projects Manager
• Permit and Plans Review: Prepare and oversee preparation of a variety of permit and environmental
review documents such as City permits, Environmental Impact Statements, State Environmental
Policy Act checklists, and required by regulatory agencies. Review construction documents,
environmental and other studies, and related materials for accuracy, best practices and
appropriateness for park development projects, and compliance with pertinent lawns, rules, and
regulations.
• Prepare Project Documentation: prepare scope of work, vicinity maps, site analyses, design and
construction documents, specifications, permit applications, cost estimates environmental checklists
and documentation, bid documents, and presentation materials. Prepare agenda items, budget
materials and other documents for City Council.
• Public Outreach: Plan any necessary public involvement process and represent the department at
various meetings. Prepare and deliver presentations; provide information to the public, Boards and
Commissions, City Council, and media to obtain feedback on projects and plans. Ensure equitable
project outreach and engagement; coordinate marketing efforts including web and social media
content. Support communication efforts including website updates, press releases and written
articles related to parks capital program and projects.
• Grant Development: prepare and administer grant applications, including preparation of technical
project information, preliminary budgets, presentation of information, and relevant graphic
attachments.
• Level of Service & Comprehensive Planning: examine level of service including needs,
improvements, and renovation; analyze existing and potential sites for park acquisition and
development; analyze impact of current and future park capital projects on level of service. Prepare
and present updates of the Parks Capital Facilities Program, budget amendments, and relevant
components of the Parks, Recreation & Open Space (PROS) Plan.
• Partnership Management: create and sustain meaningful and mutually beneficial partnerships with
public agencies, the private sector, and private non-profit organizations to achieve community goals
for acquisition, development, and programming.
• Parkland Acquisitions: assist or lead in acquiring park properties, negotiate purchase and sale
agreements, obtain easements, and granting of license agreements for use of park land.
• Equipment Selection: facilitate selection, purchase, and installation of park amenities such as
signage, site furniture, play equipment, and landscaping.
• Park Impact Fee Program: assist with annual tracking and reporting of impact fee program; rate
study updates; and related capital facility project list updates.
Required Knowledge of:
• A thorough knowledge of the principles and practices of parks and recreation facility planning,
design and construction, and development practices, including technical specifications, construction
documents, and capital project management.
• Ability to communicate effectively and professionally in writing, orally, visually and in -person to a
wide range of clientele, including co-workers, park maintenance workers, contractors, public,
Boards and Commissions, and City Council.
• Familiarity with Federal, State, and City regulations and ordinances, particularly related to land use
planning, zoning, and capital project development.
• Knowledge of Washington State Planning laws and procedures, including Growth Management Act,
State Environmental Policy Act, Shoreline Management Act, and other laws related to capital project
development.
Last Reviewed.
Packet Pg. 22
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JOB DESCRIPTION
Park Planner & Capital Projects Manager
• General understanding of natural resource planning, landscape architecture, and engineering
principles related to grading, drainage, soil properties, erosion control and utilities.
• Knowledge of accessible design and Americans with Disabilities Act Guidelines.
• Capital Improvement project planning, scheduling, implementation, and management.
• Contracts, project management principles, and complex bid specification requirements and
processing.
• Property acquisition practices and techniques.
• Principles and practices of governmental accounting including project budget management.
• City practices, standards, codes and procedures for design and construction projects.
• Building and landscape construction methods, techniques, materials, and equipment.
• State, federal, and local grant programs.
Required Skill in:
• Utilizing methods, equipment, and computer software in landscape architecture design and drafting,
and park planning and project management including the use of [AutoCAD; Microsoft Excel,
PowerPoint, and Word; Adobe InDesign, Illustrator, and Photoshop; Bluebeam; ArcGIS].
• Drafting and hand drawing to produce concept plans, renderings, and graphic rich materials.
• Ability to coordinate multiple projects and maintain complex files including governmental accounting
principles and practices for capital projects.
• Ability to work both independently and cooperatively with others.
• Establishing and maintaining effective working relationships with staff, management, vendors,
outside agencies, community groups and the general public.
MINIMUM QUALIFICATIONS:
Education and Experience:
Bachelor's Degree in Landscape Architecture, Architecture, Urban Design, Park and Recreational Planning,
or related field and five (5) or more years of park design, or planning/management of capital facilities
improvement projects, with experience in construction contract administration. An equivalent combination of
education, training and experience that will allow the incumbent to successfully perform the essential
functions of the position may also be considered.
Licenses or Certifications:
• Landscape Architecture License, or equivalent license, is preferred.
• Valid State of Washington Driver's License. A driver's abstract is required and will be reviewed
according to the City's insurance requirements.
• A background check is required. Criminal history is not an automatic employment disqualifier. Results
are reviewed on a case -by case basis.
Last Reviewed.
Packet Pg. 23
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JOB DESCRIPTION
Park Planner & Capital Projects Manager
WORKING CONDITIONS:
Environment:
• Office environment.
• Constant interruptions.
Physical Abilities:
• Hearing, speaking or otherwise communicating to exchange information in person or on the phone.
• Reading and understanding a variety of materials.
• Operating/using a computer keyboard and other office equipment.
• Sitting, standing, or otherwise remaining in a stationary position for extended periods of time.
• Bending at the waist, kneeling, or crouching, reaching above shoulders, and horizontally or otherwise
positioning oneself to accomplish tasks.
• Lifting/carrying or otherwise moving or transporting up to 20 lbs.
Hazards:
• Contact with dissatisfied or abusive individuals.
Incumbent Signature: Date:
Department Head: Date:
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Last Reviewed.
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2.5
City Council Agenda Item
Meeting Date: 04/12/2022
Lead Building Maintenance Operator Job Description
Staff Lead: Thom Sullivan
Department: Public Works & Utilities
Preparer: Royce Napolitino
Background/History
The Lead Building Maintenance Operator position was approved in the 2020 City of Edmonds Budget.
The position remained unfilled through 2020 and 2021. While the position was approved as an ongoing
expense in the City's 2020 budget (per decision package #55), a job description has yet to be presented
for approval.
Staff Recommendation
Forward the Lead Building Maintenance Operator Job Description to the Consent Agenda.
Narrative
The Public Works Facilities Manager is prepared to move forward to fill the position upon the approval
of the job description.
Attachments:
Lead Building Maintenance Operator redline ELW edits
Packet Pg. 25
2.5.a
City of
EDMONDS
Washington
Lead Building Maintenance Operator
Department: Public Works -Facilities Pay Grade: M
Bargaining Unit: Teamsters FLSA Status: Non -Exempt
Revised Date: 02/13/2020 Reports To: Facilities Manager
POSITION PURPOSE:
Under general direction, performs a variety of journey -level duties in the construction, maintenance and repair of
City buildings, facilities, and equipment; performs duties in a variety of building maintenance and construction trades
including carpentry, plumbing, roofing electrical, painting, masonry, and locksmith duties. Participates in the
scheduling, assigning, reviewing and performing of facilities maintenance and operations functions; trains and
provides work direction to assigned facilities staff; serves as supervisor in the absence of the Manager.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees
in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may
not be required to perform all duties listed and may be required to perform additional, position -specific duties.
• Coordinates and assigns daily work activities; coordinates schedules and tasks and verifies that tasks are
achieved.
• Meets regularly with staff to discuss and resolve daily priorities, workload, and technical issues; makes
effective suggestions and recommendations
• Inspects work performed to assure quality work products and effective use of resources and participates
in the performance evaluation process.
• Trains crews in equipment operation, street maintenance and repair, new procedures, and related
functions of the Division.
• Enforces safety regulations, procedures and practices including use of protective equipment.
• Coordinates with contractors and receives bids for various types of work and projects.
• Responds to emergencies and call -outs as required; maintains a variety of records and reports and
serves as supervisor in the absence of the Manager.
• Performs skilled maintenance, repair and renovation of City buildings, facilities, and equipment.
• Performs skilled duties in a variety of building maintenance and construction trades including carpentry,
plumbing, roofing, painting, masonry, locksmithing and other trades.
• Designs, constructs, repairs, and refinishes cabinets and woodwork.
• Performs carpentry duties: including construction of walls, footings, and forms.
• Repairs and replaces sheetrock and perform other general carpentry duties.
• Designs and drafts blueprints and working drawings for remodels, cabinets, sidewalks, stairs, and various
projects.
• Assists and coordinates with other departments for remodeling and space upgrades.
• Serves as crew leader for projects as directed.
Lead Building Maintenance Operator
Last Reviewed: 04/06/2022
Last Revised: 04/06/2022
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JOB DESCRIPTION
Lead Building Maintenance Operator
• Removes, repairs, and installs a variety of flooring including vinyl flooring, carpeting, ceramic tile, cove
base and linoleum.
• Repairs and maintains plumbing fixtures including toilets, sinks, showers, drains and hot water tanks;
installs new supply and waste lines and other related plumbing.
• Performs masonry duties including construction, repair, and replacement of a variety of roofing materials.
• Constructs and repairs concrete sidewalks, stairs, footings, and walls; builds forms, pours, and finishes
concrete.
• Performs minor electrical repairs and replacements including switches, motors, and pumps.
• Performs locksmithing duties; assists department heads and vendors to establish and secure a keying
system; maintains lock and key inventory.
• Performs other related duties within the scope of the classification.
Required Knowledge of:
• Standard tools, equipment, materials, methods, and techniques used in a variety of skilled building
maintenance duties and trades.
• Operation and proper maintenance of tools, equipment and machinery used in the building trades.
• Requirements of maintaining buildings, facilities, and equipment in good repair.
• Preventive maintenance principles and procedures.
• Applicable building codes, ordinances, fire regulations and safety precautions.
• Health and safety practices, regulations, and procedures.
• Record -keeping techniques.
• Various equipment and repair manuals, product labels and parts catalogs.
• Effective oral and written communication principles and practices.
• Modern office procedures, methods, and equipment including computers and computer applications
sufficient to perform assigned work.
• English usage, spelling, grammar, and punctuation.
• Lead work and training principles, methods, and techniques
Required Skill in:
• Participating in scheduling, assigning, reviewing, and performing of street and drainage maintenance
activities
• Performing a variety of skilled maintenance and repair tasks to City buildings, facilities, and equipment.
• Reading, interpreting, and applying applicable building codes, ordinances, and regulations.
• Operating a variety of equipment and tools including janitorial, painting, masonry, electrical, locksmith and
other equipment.
• Reading and interpreting schematics, blueprints, sketches, and diagrams.
• Estimating adequate amounts of time, labor, and materials needed for projects.
• Working from blueprints, shop drawings and sketches.
• Adding, subtracting, multiplying, and dividing quickly and accurately.
• Maintaining records related to work performed.
• Monitoring and practicing safe work practices.
• Utilizing personal computer software programs and other software relevant to assigned work.
• Establishing and maintaining effective working relationships.
• Performing heavy physical labor.
Lead Building Maintenance Operator
Last Reviewed: 04/06/2022
Last Revised: 04/06/2022
Packet Pg. 27
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JOB DESCRIPTION
Lead Building Maintenance Operator
• Planning and organizing assigned work and meeting schedules and timelines.
• Interpreting and applying applicable federal, state, and local policies, laws, and regulations.
• Monitoring and practicing safe work practices.
• Utilizing personal computer software programs and other relevant software affecting assigned work.
• Establishing and maintaining effective working relationships with staff, management, vendors, outside
agencies, community groups and the general public.
• Interpreting and administering policies and procedures sufficient to administer, discuss, resolve, and
explain them.
• Compiling, preparing, and maintaining a variety of records, files, and reports.
• Communicating effectively verbally and in writing, including public relations.
• Leading, training, and delegating tasks and authority.
MINIMUM QUALIFICATIONS:
Education and Experience:
High School Diploma or equivalent and five (5) years of increasingly responsible journey -level maintenance
experience in one or more of the building trades that includes at least one (1) year performing lead or supervisory
oversight of projects, programs and/or staff; OR an equivalent combination of education, training and experience
which allows the incumbent to successfully perform the essential functions of the position.
Required Licenses or Certifications:
• Valid State of Washington Driver's License and a driving record acceptable to the City's insurance
requirements.
• Valid CPR, First Aid, AED, and Bloodborne Pathogen Cards.
• BOC Level I certification within a specified period of time after hire.
• Other specialty certifications/licenses as required by state and federal law and/or OSHA and WAC
regulations may be required within a specified period of time after hire.
• A background check is required. Criminal history is not an automatic employment disqualifier. Results are
reviewed on a case -by case basis.
• Subject to a pre -employment drug test following a conditional job offer.
WORKING CONDITIONS:
Environment:
• Indoor and outdoor work environment.
• Driving a vehicle to conduct work.
Physical Abilities:
• Walking or otherwise moving over rough terrain.
• Sitting, standing or otherwise remaining in a stationary position for extended periods of time.
• Hearing, speaking or otherwise communicating to exchange information in person or on the phone.
Lead Building Maintenance Operator
Last Reviewed: 04/06/2022
Last Revised: 04/06/2022
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JOB DESCRIPTION
Lead Building Maintenance Operator
• Operating various equipment and tools.
• Reaching overhead, above the shoulders and horizontally, bending at the waist, gripping, kneeling or
crouching, stooping, crouching, reaching, pushing, pulling and twisting or otherwise positioning oneself to
accomplish tasks.
• Ascending/descending, ladders and inclines.
• Working at heights, working on a high ladder, and working in a confined space.
• Heavy physical labor including lifting/carrying or otherwise moving or transporting 50-100 pounds.
• Reading and understanding printed and electronic messages and related materials.
• Hearing voice conversation and hearing alarms.
• Possessing close vision, far vision, side vision, depth perception, night vision and color vision.
• Ability to wear appropriate personal protective equipment based on required City Policy.
Hazards:
• Working around and with machinery having moving parts.
• Adverse weather conditions.
• Exposure to smoke, noxious odors, toxic fumes and chemicals, epoxy chemicals, poison oak or ivy, dust
or pollen, insect stings, solvents, oil and ink.
Signature:
Department Head:
Lead Building Maintenance Operator
Date:
Date:
Last Reviewed: 04/06/2022
Last Revised: 04/06/2022
Packet Pg. 29
2.6
City Council Agenda Item
Meeting Date: 04/12/2022
Recruitment Update - Community Services/Economic Development and Public Works
Staff Lead: Jessica Neill Hoyson
Department: Human Resources
Preparer: Scott Passey
Background/History
N/A
Staff Recommendation
N/A
Narrative
Jessica Neill Hoyson, Human Resources Director, will provide an update on recruitment efforts for the
Community Services/Economic Development Director and Public Works Director positions.
Packet Pg. 30