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Job Description

• Mows lawns, trims hedges and prunes trees and shrubs using various hand and power tools (e.g., chain saws, line trimmer, shears, pruners, power mower, hedge mower) to promote healthy plant development and maintain neat, safe and visually appealing grounds.
• Collects and disposes of leaves, litter, and other debris using hand tools (e.g., rake) and collection equipment (e.g., trash bin, wheelbarrow) to maintain clean, safe, and visually appealing grounds.
• Plants, cultivates, and irrigates landscaped areas (e.g., lawns, flower beds) using hand tools, irrigation systems, and fertilizers to support healthy plant growth and sustain attractive outdoor environments.
• Inspects, adjusts and makes basic repairs to sprinkler systems including lines and heads by checking for leaks and using hand tools (e.g., hand trowels, pliers) to restore proper water distribution and system function.
• Maintains gardening tools and equipment by inspecting, cleaning, and performing minor repairs using basic mechanical skills to ensure safe, efficient, and reliable operation during daily tasks.
• Applies herbicides and insecticides using best practices, sprayers and personal protective equipment to control invasive weeds and pests, promote plant health and maintain safe landscaped areas.
• Drives Districts vehicle to various work locations to transport tools, and materials efficiently and ensure timely completion of groundskeeping assignments.
  
  

• Hands-on experience:
  • Performing landscape maintenance on sloped or graded terrain (e.g., bench slopes)
  • Using power tools/equipment such as weed whacker/line trimmer, leaf blower and chainsaw
• Familiarity with:
  • Safety practices associated with landscape maintenance activities including proper use of personal protective equipment

• A valid California Class B or C driver's license depending on the type of Districts' vehicle driven in the specific assignment
  

• No experience or specific educational level is required
  

• One (1) year of experience with the County Sanitation Districts of Los Angeles County performing the duties of a Grounds Maintenance Worker I, or equivalent
  

• Tools, equipment and terms used in gardening
• Safe work practices including use of Personnel Protective Equipment (PPE)
• Routine gardening and grounds keeping methods, practices and materials
• Methods of servicing power grounds keeping equipment
• Basic chemical sprays, applications and procedures

• Perform manual labor
• Use hand and power gardening tools
• Perform routine repairs to sprinkler lines and heads
• Apply a variety of chemical sprays

• All applications will be reviewed to determine if the conditions and qualifications for testing are met.
• The selection process will consist of a performance exam weighted at 40% and an interview weighted at 60%.
• Candidates must receive a qualifying score on each selection component to move forward in the selection process.
• The performance exam will take place the week of January 5, 2026.
• The interview will take place during the week of January 12, 2026.

• CALPERS: The Districts belong to the California Public Employees' Retirement System (CalPERS), and all monthly status new hires will be enrolled in CalPERS. Most new hires will be enrolled in the defined benefit formula of 2% @ 62 in accordance with the Public Employees’ Pension Reform Act (PEPRA) and are required to contribute to the plan (7.75% for the 24/25 fiscal year). Those who qualify based on current or previous public service may be enrolled in the defined benefit formula in place on December 31, 2012, which was 2% @ 55 and are considered “classic” members. For “classic” members, the Districts pay the “employee share.” Please contact the Human Resources Department for more information regarding contribution rates. Although Districts employees are exempt from Social Security, employees are required by federal law to contribute a percentage of their salary for Medicare coverage.

• DEFERRED COMP MATCH: For some bargaining units, the Districts provides a matching contribution to an eligible deferred compensation plan pursuant to Section 457 of the Internal Revenue Code. The match with each paycheck will be the lesser of: 3% of the employee's base monthly salary as listed in the Salary Schedule; and the amount the employee is contributing with that paycheck. The annual total combined employee and employer contribution are subject to IRS limits.

• MEDICAL: Districts paid. Employees may choose from several HMO and Indemnity plans. As of January 1, 2025, the Districts contribute $2,305.28 per month for medical insurance. Depending on the choice of health plan, the Districts contribution covers all or a large portion of the premium for family coverage.

• DENTAL: Districts paid. The Districts pay the full premium for employee and dependent coverage for a prepaid dental program which provides for most routine dental care through a panel of contracting dentists with no deductibles. Employees are eligible to enroll in an indemnity plan if requested within thirty days after completion of three years of employment (sooner for some bargaining units), or during subsequent open enrollment periods.

• VISION: Employee paid.

• LIFE: The Districts pay for a term life policy. Employees can buy additional types and amounts of life insurance coverage at group rates.

• VACATION: Employees receive 88 hours of paid vacation after one full year of service, increasing up to 128 hours per year after five years, 168 hours per year after 15 years and up to 208 hours after 25 years. Prior to one year of full service, employees are given partial vacation time on January 1, based on the time worked in the preceding year.

• SICK LEAVE : Eight hours of full-pay sick leave per month.

• PERSONAL LEAVE: Employees may use up to 24 hours per calendar year from current sick leave for personal reasons. Some bargaining units allow up to 40 hours per calendar year from current sick leave for personal reasons.

• PAID PARENTAL LEAVE: Employees may use up to 80 hours of paid parental leave for each birth, foster placement and/or adoption (regardless of the number of children involved) as determined by the parental leave policy.

• A rewarding career contributing to society and the environment.
• Flexible work schedules (e.g. 9/80 schedule) depending on the worksite.
• Clear policies and procedures.
• Health and safety programs.
• Carpool opportunities with monetary incentives depending on the worksite.