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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
PAY RATE
This classification has moved to a salary step structure as of January 1, 2025. Individuals hired into the classification will typically be appointed at Step 1 of the salary range. They will advance to Step 2 after working in the position for six (6) months, to Step 3 after working in the position for twelve (12) months, and to Steps 4 and 5 at one (1)-year intervals thereafter. Each salary step progression will provide a 5% increase to the employee’s base salary until Step 5 is reached. The salary range for the Section Manager, Power & Mechanical Maintenance is $133,473.60 to $162,240.00 (AFSCME Grade 17).
Negotiable starting salary will be between $133,473.60 to $162,240.00/annually depending on experience and education.
REPORTS TO
The position reports directly to the Superintendent of Power and Mechanical Maintenance.
DEFINITION
Manages, supervises, and coordinates power and mechanical maintenance, and repair program activities and operations on an assigned shift within the Power and Mechanical Maintenance Division to coordinate assigned activities with other shifts, divisions, outside agencies, and the general public; provides highly responsible staff assistance to the Superintendent of Power and Mechanical Maintenance; and performs related duties as assigned.
CLASS CHARACTERISTICS
This single position class is responsible for managing all operations relating to power and mechanical maintenance, including planning and scheduling work of subordinate staff. The position is accountable for accomplishing section goals and objectives as well as furthering the overall department goals and objectives.
SELECTION PROCESS
This position is represented by American Federation of State, County, and Municipal Employees (AFSCME). Applications will be screened to assure that minimum qualifications are met. Those applicants who meet minimum qualifications will then be referred to the hiring department for the completion of further selection processes.
The selection process for this position may include a skills/performance demonstration, a written examination, and/or an individual or panel interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S.; pass a pre-employment medical examination which includes a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations) The selection process for this position will be in accordance with the applicable collective bargaining agreement.
Examples of Duties
Oversees and coordinates the organization, staffing, and operational activities on an assigned shift responsible for the maintenance, repair, installation, and modification of traction power, electro-mechanical and HVAC systems and equipment.
Participates in the development and implementation of goals, objectives, policies, and priorities; recommends and implements resulting policies and procedures.
Identifies opportunities for improving service delivery methods and procedures; identifies resource needs; reviews with appropriate management staff; implements improvements.
Plans daily, weekly and longer term work schedules and projects; directs, coordinates, and reviews the work plan for assigned power and mechanical maintenance, and repair services and activities on an assigned shift.
Assigns work activities and projects; monitors work flow; reviews and evaluates work products, methods, and procedures; meets with staff to identify and resolve problems.
Evaluates specifications and procedures for new electro-mechanical equipment; plans and schedules the transfer of electro-mechanical equipment to operations.
Conducts on-the-job technical and safety training for assigned maintenance employees; researches and resolves staffing issues and concerns.
Processes construction requests; coordinates the purchase of non-inventory materials and parts; disburses funds as needed for cash purchases; maintains debit log.
Maintains maintenance records of time and materials; prepares special and monthly statistical reports.
Oversees the inventory and storage inspection of department generated hazardous materials; coordinates the shipment and disposal of hazardous materials.
Selects, trains, motivates, and evaluates assigned personnel; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline and termination procedures.
Provides staff assistance to the Superintendent of Power and Mechanical Maintenance; participates on a variety of committees; prepares and presents staff reports and other correspondence as appropriate and necessary.
Coordinates activities with those of other shifts, divisions and outside agencies and organizations.
Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of electro-mechanical and mechanical equipment and systems.
Minimum Qualifications
Education :
Possession of a high school diploma, GED, or recognized equivalent.
Experience :
Four (4) years of (full-time equivalent) verifiable experience in the maintenance and repair of power and electro-mechanical and mechanical equipment which must have included at least two (2) years of administrative and/or supervisory experience.
Knowledge and Skills
Knowledge of :- Operational characteristics, services and activities of a comprehensive power and electro-mechanical maintenance and repair program.
- Current and complex principles and practices of safety as they pertain to power, electro-mechanical and HVAC system maintenance and repair.
- Methods and techniques implementing preventive maintenance programs for industrial mechanical, power, electro-mechanical and HVAC equipment and systems.
- Current practices of inventory planning and control.
- Principles of supervision, training and performance evaluation.
- Principles and procedures of record keeping.
- Related Federal, State and local laws, codes and regulations.
Skill in :- Managing, supervising, and coordinating power and electro-mechanical maintenance and repair services on an assigned shift.
- Developing and maintaining inventory supply operation.
- Preparing and maintaining records and maintenance schedules.
- Developing and conducting safety training programs in assigned area.
- Selecting, supervising, training, and evaluating staff.
- Interpreting and explaining District maintenance and repair policies and procedures.
- Preparing clear and concise reports.
- Communicating clearly and concisely, both orally and in writing.
- Establishing and maintaining effective working relationships with those contacted in the course of the work.
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Classic Members)
- 2% @ 62 (PEPRA Members)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- 6.65% employer contribution up to annual maximum of $1,868.65
Closing Date/Time: 3/14/2025 11:59 PM Pacific -
ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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