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Title: 513 -Lead Certified Pool Technician

Organization: PARDS: Swimming Pools

Department: Swimming Pools

Location: Aquatics

Rate of Pay: $14.64

Job Summary

The Lead Certified Pool Technician works according to set procedures under direct supervision of the Aquatics and Compliance Coordinator. The purpose of the class is to maintain the upkeep of the pools and fountains to local, state, and federal standards. The class is responsible for pool, fountain, and pool facility cleaning and maintenance, accurately maintain pump systems and pool chemicals, and maintain accurate records, supervision of permanent and temporary seasonal pool technicians, and other pool duties as assigned.

Competencies

• Safety Acumen
• Customer Service
• Communication
• Self-Awareness
• Flexible
• Critical Thinking
• Responsible
• Ethical

Key Functions/Knowledge/Skills

• Average skills; knowledge of commonly used work routines, rules, procedures, or operations; ability to use specialized equipment.
• Safely operates tools and equipment in all types of weather or conditions. The job may include morning, evening, weekend, holiday, split or other work schedules.
• Maintains and repairs interior and exterior of pool facilities.
• Inspects all operating systems and components of the pool facilities to ensure they are operating properly, efficiently, and safely.
• Inform supervisor of hazardous situations, emergencies, or security threats.
• Maintains and cleans the restrooms and deck areas.
• Mows grass and trim tree branches and bushes.
• Cleans, services, and maintains equipment used for daily operations.
• Maintains a clean and organized workspace and assigned vehicles.
• Test water quality, pH balance, and carry out scheduled water cleaning & filtration units, using industrial level chemicals while keeping daily logs of quality tests.
• Keep accurate inventory records for cleaning supplies, chemicals, and spare parts using a computer based system or apps.
• Logs, reports, and solves equipment faults or water quality problems.
• Requires comparing or inspecting items against a standard.
• Requires handling or using machines, tools or equipment that require brief instruction or experience such as water pump machines or other similar equipment.
• Reports hazardous and dangerous conditions in and around the facility, any safety concerns including incidents/accidents immediately to supervisor.
• Performs other related work as required.
• 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.
Certification for First Aid, CPR & AED preferred.

Independence & Judgement

Average judgment; must recognize and resolve problems such as type of procedure to apply, where to refer call or correspondence without specified destination, whether there is a problem/malfunction with a piece of equipment that needs attention, etc.; may involve freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules.

Initiative & Ingenuity

General guidelines: occasionally requires interpretation of available options to apply to non-standard situations; day-to-day work drives priorities.

Supervisory & Responsibility

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

Financial Responsibility

Does not deal with money.

Level & Frequency of Outside Contact

Infrequent or non-difficult contacts with other people inside and/or outside department; straightforward information exchange, etc.

Physical Demands

Light physical effort such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 35lbs. of force occasionally to move objects.

Responsibility for Equipment & Property

Responsible for assigned equipment/property used outside of 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.