Grounds Maintenance Worker I

Description

The Department:

The Parks & Recreation Department is dedicated to enriching the lives of Santa Clara residents through our parks, facilities, events, and programs. The Parks Division oversees the operations and maintenance of over 250 acres of parks and facilities such as the Community Recreation Center, Reed & Grant, Youth Soccer Complex, and the City’s crown jewel - Central Park. The Division also supports City-wide events through the year including 4th of July, Arts & Wine Festival, and Tree-Lighting Ceremony. We aim to promote the use of safe, clean, and attractive facilities for enjoyment and quality of life for all ages and abilities. The Cemetery Division maintains 33,000 internment sites in a peaceful public park.

The Position:

The Grounds Maintenance Worker I is the first-level classification in the Grounds Maintenance Worker series. Under immediate supervision, incumbents perform entry level work in maintenance at parks, cemeteries, aquatic and other recreational facilities. Incumbents perform semi-skilled maintenance, janitorial, construction and repair work of landscaped median, park and recreation areas, city pools and city trees. Incumbents in this classification may be assigned to work at City parks, cemeteries, and recreational facility assignments depending upon training requirements and operational needs. When assigned to the cemetery, incumbents perform cemetery operations including maintenance of the cemetery, preparation for burial sites and burial services, and coordination with the public for burial needs and services. Performs related duties as assigned.

Additional Information:

Applications must be filled out completely (e.g. do not write “see resume, NA, or personnel file.”). To receive consideration for the screening process, candidates must submit a detailed 1) Resume. Incomplete applications will not be considered.

Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . Applications must be submitted by the filing deadline of March 17, 2025 at 4:00 PM. The performance exam is tentatively scheduled for the week of April 7, 2025 or April 14, 2025.

THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED BELOW. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT. MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW.

The annual salary range for this position is $79,203.48 - $101,387.88. This position may be filled at or near the minimum of the salary range.

Typical Duties

Follow this link to view the entire Class Specification, which includes more information on Typical Duties and Knowledge, Skills, and Abilities.

Minimum Qualifications

EDUCATION AND EXPERIENCE

Minimum Education Requirements:

• Graduation from high school or tested equivalent (for example, GED or other state or federally recognized high school equivalency exam); and

Minimum Experience Requirements:

• One (1) year recent experience in grounds, landscape, street, water/sewer, building maintenance, pool maintenance or in construction.

License/Certifications:

• Possession of an appropriate, valid California Class C driver's license is required.
• Possession of a California Department of Food and Agriculture Qualified Applicator Certificate (QAC) in at least category B or C, is required prior to completion of the probationary period;
• Certification in Forklift operation prior to completion of the probationary period.

Desirable Qualifications:

• Possession of a QAC in categories B and C is desirable.
• Possession of a Certified Pool Operator (CPO) certificate from the Pool and Hot Tub Alliance (PTHA) prior to the completion of the probationary period.

Other Requirements:

• Incumbents of this classification may be subject to drug and/or alcohol testing as mandated by federal regulations.
• May be required to work in inclement weather and/or during odd or unusual hours in shift assignments, in emergency situations, to be available on an “on-call” basis, as assigned, and to respond to public hazards involving landscaping and street trees.
• Must be able to perform all the essential functions of the job assignment, with or without reasonable accommodation.

Candidates must attain a passing score on each phase of the examination process to qualify for the Eligible List. A department interview may be required prior to appointment.

Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application.

VETERAN’S PREFERENCE POINTS: This position qualifies for Veteran’s Preference Points. Applicants who have separated from service (Active Duty Status) must submit proof of honorable discharge (Form DD214) with their application at time of filing or will be ineligible to have points added to their final score.

The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov .

City of Santa Clara Benefit Summary Overview for Bargaining Unit #6
American Federation of State, County, and Municipal Employees (AFSCME)

This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #6 employees in 2025. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.

Retirement:

• Membership in the California Public Employees Retirement System (CalPERS)
  • Classic Employees: 2.7% @ age 55 formula - employee pays 8.00% of gross pay, minus $61 bi-weekly
  • New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
• Medicare and Social Security (FICA)
  • Employee pays 6.20% up to $10,918.20 (Social Security) and 1.45% (Medicare) of gross pay

Health Insurance:

• The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
• Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
• No cash difference is paid if an employee elects a plan cheaper than the max City contribution
• To be eligible for the City’s contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
• Coverage is effective as early as the first day of the month after date of hire
• Employees hired on or after 1/1/2023 who opt-out of City-offered health insurance and provide annual attestation and acceptable proof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details

Dental Insurance:

• Choice of two Delta Dental plans; enrollment is mandatory
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Vision Insurance:

• Choice of two VSP plans
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Voluntary Employee Beneficiary Association (VEBA):

• City contributes $50.00 a month toward employee’s VEBA account
• Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)

Life Insurance:

• City pays for $20,000 of Basic Life Insurance coverage
• Coverage is effective the first of the month after one calendar month of employment
• Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children

State Disability Insurance (SDI):

• Employee pays 1.2% of gross pay (includes Paid Family Leave)
• 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Paid Family Leave (PFL):

• Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
• No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Long Term Disability (LTD) Insurance:

• Benefit is 60% of basic wage up to $7,500; max of $4,500/month
• Enrollment is mandatory. Employee pays $.446/$100 of insured earnings
• 60 calendar day waiting period
• Coverage is effective the first of the month after one calendar month of employment

Deferred Compensation:

• Voluntary plan through Nationwide Retirement Solutions
• Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules

Flexible Spending Account (IRS Section 125 Plan):

• Employee may contribute up to $3,300 per year in pre-tax dollars to a health care spending account
• Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account
• Employee may contribute up to $325 per month in pre-tax dollars to a commuter benefit plan

Vacation:

• Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
  • For 1 - 4 years of service: 10 days (80 hours)/year
  • For 5 - 9 years of service: 15 days (120 hours)/year
  • For 10 - 15 years of service: 20 days (160 hours)/year
  • For 16 - 20 years of service: 22 days (176 hours)/year
  • For 21+ years of service: 24 days (192 hours)/year
• Maximum vacation accrual is 400 hours
• Once per year, employees can elect to convert up to 40 hours of accrued vacation to cash to be paid out the following calendar year

Sick Leave:

• Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
  • Up to 48 hours/year of accumulated sick leave may be used for family illness
  • Up to 40 hours/year of accumulated sick leave may be used for personal leave
• Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
• Partial sick leave payoff provision on retirement depending on years of service

Non-Management Leave:

• 40 hours of non-management leave credited to employees each January 1st
  • New employees hired between January 1st and June 30th receive 40 hours of non-management leave their first year
  • New employees hired between July 1st and December 31st receive 20 hours of non-management leave their first year
  • Unused non-management leave may not be carried over from one calendar year to the next

Compensatory Time Off (CTO):

• Employees may accrue CTO in lieu of overtime hours up to a maximum of 240 hours
• 16 hours of CTO is credited to employees each January 1st (prorated if hired after January 1st)

Holidays:

• Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)

Equipment Reimbursements/Allowances:

• $600 per fiscal year Personal Safety Equipment & Raingear Allowance
• Up to $750 per fiscal year for Automotive Technician Tools
• Reimbursement for Automotive Technician I/II/III (See MOU for details)

Night Differential Pay:

• Employees are eligible for 5.0% night differential pay for all continuous hours worked between 6:00 p.m. and 8:00 a.m. so long as such hours include a minimum of 2 continuous applicable hours between 6:00 p.m. and 8:00 a.m.

Tuition Reimbursement Program:

• Up to $2,000 per fiscal year for tuition reimbursement

Employee Assistance Program:

• Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
• City paid benefit

Retiree Medical Reimbursement Program:

• Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
• Up to age 65, retirees are eligible for reimbursement up to $425/month in 2025 (amount adjusted annually)
• After age 65, retirees are eligible for reimbursement up to $254/month in 2024 (amount adjusted annually)

Alternate Work Schedule:

• Golden Friday Program: Employees in the Street Department, Water and Sewer Department, and Traffic Engineering Division work a 9/80 schedule.
• All other employees in Unit 6, including probationary employees, shall have the right to work a 9/80 alternative schedule, which 9/80 schedule may be modified temporarily or to a different 9/80 work schedule at the discretion of the Department Head or Department Head’s designee

Certification Premium Pay:

• The City will pay employees in designated classifications Certificate Premium Pay of $100 per month for each qualified certification which the employee achieves and maintains, up to a maximum of $200 per month. See MOU for details.

Additional Paid Leave:

• 40 hours of Additional Paid Leave will be credited to employees after completing 20 years of service with the City.

Closing Date/Time: 3/17/2025 4:00 PM Pacific

• 

• City of Santa Clara

• 408-615-2080

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