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Title: 415- Scale Master

Organization: EPW: Landfill

Department: Landfill

Location: EPW Landfill

Rate of Pay: $13.00

Job Summary

The Scale Master monitors and records waste volumes entering the landfill site, while collecting appropriate usage fees. The class performs a wide variety of data entry, and a complex routine and/or non-routine work at the landfill scale house. The class ensures solid waste entering facility comply with rules and regulations established by Site Operating Plan as per Local, State and Federal regulations. Works under direct supervision.

Competencies

• Safety Acumen
• Self-Leadership
• Citizen Value
• Communication
• Self-Awareness
• Flexible
• Critical Thinking
• Trust
• Responsible
• Ethical

Key Functions/Knowledge/Skills

• Knowledge of commonly used work routines, rules, procedures, or operations; ability to use specialized equipment.
• Informs and provides guidance to customers, visitors, and the public of landfill’s hour of operations, fees, waste acceptance, etc.
• Uses truck-scale computer software to perform customer transactions.
• Performs visual inspections and documentation review on customer loads to prevent prohibited waste and/or other non-allowable items from being disposed of at the facility.
• Redirect loads based upon load contents; specifically, does not accept loads containing hazardous or unauthorized waste, or other materials not in compliance with regulation for tipping at the facility.
• Performs routine clerical tasks such as data entry, typing correspondence, filing, faxing, telephoning, and photocopying.
• Generates daily, weekly and monthly fiscal and volume reports accurately and timely.
• Sorts and obtains receipts, logs, and posts funds from customers, employees, and the public.
• Receives, processes, and prepares deposits, invoices, receipts, and other financial statements.
• Answers scale house/office telephones, respond to public’s questions regarding prices, acceptable waste, hours of operation, and directions to facility.
• Maintains work area and equipment in a safe and clean condition at all times. Keep the scale clean and free of debris. Preforms custodial duties to clean and maintain the facility.
• Processes billing for third party vendor accounts.
• Performs related tasks as necessary.

Minimum Education & Experience

Bachelor's degree (no experience), or associate's degree plus two years of experience, or high school graduation or GED plus four years of experience.

Special Certifications & Licenses

Valid Texas Driver’s License.

Independence & Judgement

Minimal judgment: instructions, once established and defined, normally allow the job to be accomplished without direct and/or constant supervision; mostly routine work requiring that employee recognize obvious problems; situations outside the instructions are referred to the supervisor or lead worker.

Initiative & Ingenuity

Low chance for error because work is routine/repetitive/simple/reviewed carefully; standard procedures: not demanded to come up with creative solutions; refers anything unusual to supervisor.

Supervisory & Responsibility

Does not supervise.

Financial Responsibility

Does not deal with money

Level & Frequency of Outside Contact

Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues.

Physical Demands

Mostly moderate and fairly steady active physical exertion; may require brief periods of heavy muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Requires performing sedentary work that involves walking or standing some of the time and involves exerting 30-50 pounds of force on a regular and recurring basis or routine operations.

Responsibility for Equipment & Property

Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office.

Working Conditions

Fair inside or outside conditions; exposure to disagreeable conditions is brief or otherwise insignificant; space problems; only occasional situations that place the employee in a stressful environment.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

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

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

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

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.