Assistant Line Maintenance Superintendent - Wastewater

PAY AND FAIR LABOR STANDARDS ACT (FLSA) STATUS:

Pay Range:  520

Hourly Rate:  $43.55 - $66.59

FLSA Status:  Exempt

The normal starting pay for this position is the minimum of the pay range listed above. A higher rate of pay may be considered, dependent on the qualifications and experience of the selected applicant and/or the City’s step placement policy.

APPLICATION, HIRING, AND BACKGROUND

• When completing the application, applicants will be asked to respond to application questions.  These application questions are based on the Job Requirements for the position.  
• Completion of the application questions is required. 
• Applicant responses to the application questions must specifically answer the questions asked. 
• Responses to application questions must be supported by work history/information listed on the application/resume, sufficient to demonstrate qualifications for the position.  
• Applicants may upload only two attachments.  Attachments may include, but are not limited to a resume, cover letter, DD214 or NGB Form 22, transcripts, etc.  Applicants may also choose to combine documents into one file for upload.  
• Applications may not be reviewed if specific responses to application questions have not been provided.
• Each application submission is reviewed independently.  

For detailed information about the City’s hiring and background processes, check out the:  Quick Guide to Hiring and Background Checks

If you have questions, check out the:  Frequently Asked Questions

TOTAL REWARDS

At the City of Oklahoma City, our Total Rewards package is designed to honor your service, fuel your growth, and support every part of your life.  We offer:

• Competitive pay
• An average of $22,000 annually contributed toward your benefits and retirement
• A comprehensive package designed to support your health and wellness, financial security, work-life balance, and personal and professional growth and development

Explore all the ways we invest in you:City of Oklahoma City Total Rewards

POSITION DESIGNATION 

This job classification has been designated as a safety sensitive job classification in accordance with the Oklahoma Medical Marijuana and Patient Protection Act, 63 O.S., § 427.1 et seq., (OSCN 2019), effective August 29, 2019.   This means employees in this job classification can be subject to disciplinary action up to and including termination if they test positive for marijuana components or metabolites, even if they possess a medical marijuana license.

DEPARTMENTAL INFORMATION

The Utilities Department serves over 1.5 million residents within central Oklahoma. The Utilities Department, one of the largest City departments with 836 employees, ten divisions, and an annual budget of $1.4 billion, provides water, wastewater, and solid waste management services. It delivers an average of 100 million gallons of water every day through retail and wholesale service connections. It also has a 50-year contract with the federal government to operate and maintain water and wastewater facilities at Tinker Air Force Base. Line Maintenance is its largest division with 233 employees, who service 4,300 miles of water pipe and 3,300 miles of sewer pipe, with 17,000 work orders annually. The division has two assistant superintendents; one manages water operations, and this position manages wastewater operations. The Utilities Department has talented, committed staff, and engaged leadership and is seeking a forward-thinking, effective leader to be its next Assistant Line Maintenance Superintendent.

JOB SUMMARY

This position is located in the Wastewater Section of the Line Maintenance Division of the Utilities Department within the City of Oklahoma City and is under the direction of a division head. The primary purpose of these positions is to assist in the management and supervision of the work divisions. The position will be primarily responsible for providing specialized management or operations support, implementing divisional program functions and policies, coordinating operations activities, and planning major projects. Essential job functions include: assigning, prioritizing, and monitoring work projects; assisting in the preparation and assessment of departmental/divisional budgets and goals and objectives; writing specifications for needed equipment, materials, supplies, services, etc.; reviewing contract bids or proposals to determine the best supplier; reviewing federal, state, and local standards and regulations to ensure compliance with various legal and policy guidelines; monitoring operational expenditures; implementing established productivity improvement measures; analyzing program accomplishments for timeliness and compliance with instructions, procedures, and budgetary limitations; and preparing complex technical reports for submission to the department director, City officials, federal and state agencies, etc. The employee has frequent contact with other City employees, citizens, outside agencies, media, etc., to exchange information or provide technical assistance. The instructions received define program objectives as well as personnel and budgetary limitations. Work is reviewed by a division head for program accomplishments; management effectiveness; and adherence to policies, procedures, and directives.

VETERANS PREFERENCE

Honorably discharged veterans of the United States Active Duty Armed Forces, National Guard, and Reserve Forces who are not currently employed full-time by the City of Oklahoma City and who meet the qualifications for the position shall be given preference. To receive preference, veterans must submit verification of honorable discharge from the United States military service (Department of Defense Form DD214 or NGB Form 22) prior to the closing date of the vacancy announcement. 

JOB REQUIREMENTS 

• Knowledge of water and wastewater operations and maintenance.
• Knowledge of water and wastewater transportation and collection/distribution systems.
• Knowledge of standard operations and maintenance machinery, materials, and equipment operations.
• Knowledge of and skill applying local state and federal guidelines and regulations governing water and wastewater operation and maintenance.
• Skill in applying managerial and administrative principles and practices.
• Skill in verbal and written communication using tact and diplomacy.
• Skill in establishing and maintaining effective working relationships.
• Skill in coordinating and supervising activities of professional, administrative, technical, and clerical staff.
• Ability to evaluate and implement current systems and system improvements.
• Ability to make work-related decisions.
• Ability to compile and analyze data.
• Possession of a valid Oklahoma State Class B Water/Wastewater Works Operator License.
• Possession of a valid Oklahoma State Class C Collection/Distribution Operator License.
• Completion of the Utilities University Supervisor training.
• Possession of a LEAN Green Belt certification.
• Possession of a valid Driver License (Operator).

NOTE: The employee will be required to possess or obtain a valid Class B Water/Wastewater Works Operator License within twelve (12) months of the date of hire/promotion/transfer/demotion. Continued employment is contingent upon obtaining a Class B Water/Wastewater Works Operator License within twelve (12) months from the date of hire/promotion/transfer/demotion. 

NOTE: The employee will be required to possess or obtain a Class C Collection/Distribution Operator License within twelve (12) months of the date of hire/promotion/transfer/demotion. Continued employment is contingent upon obtaining a Class C Collection/Distribution Operator License within twelve (12) months from the date of hire/promotion/transfer/ demotion.

NOTE: If the employee has not completed the Utilities University Supervisor training, they will be required to complete the Utilities University Supervisor training within three (3) years of the date of hire/promotion/transfer/demotion. Continued employment is contingent upon completion of the Utilities University Supervisor training within three (3) years from the date of hire/promotion/transfer/demotion. 

NOTE: The employee will be required to possess or obtain a valid LEAN Green Belt certification within twelve (12) months of the date of hire/promotion/transfer/demotion. Continued employment is contingent upon obtaining a LEAN Green Belt certification within twelve (12) months from the date of hire/promotion/transfer/demotion. 

PREFERRED QUALIFICATIONS

• Possession of a bachelor’s degree or higher in Environmental Science, Construction Management, Business Administration, Public Administration, or a related technical field; and three (3) years of progressively responsible technical experience in construction management and public utilities (water or wastewater) operations, including three (3) years of progressively responsible management experience, OR:
• Possession of an associate’s degree or higher or completion of 64 semester credit hours toward a college degree; and seven (7) years of progressively responsible technical experience in construction management and public utilities (water or wastewater) operations, including five (5) years of progressively responsible management experience, OR:
• A minimum of nine (9) years of progressively responsible technical experience in construction management and public utilities (water or wastewater) operations, including five (5) years of progressively responsible management experience.
• Experience in workforce management and supervising a large, diverse, and unionized workforce.
• Skill in evaluating and monitoring operational performance; planning, designing, and implementing system improvements; and proficiency using computerized work management systems, Microsoft Office applications (Outlook, Excel, Word, PowerPoint), and ESRI GIS.

COMPETENCIES

• One City, One Team (Teamwork/Team Oriented) (1) Recognizes, values, and leverages the ideas, opinions, and perspectives of others; (2) participates willingly and effectively as a team lead or team member; (3) builds consensus; fosters team commitment, spirit, pride, and trust; (4) collaborates with others to accomplish goals and objectives and achieve results; (5) expresses facts, ideas, messages, and information (technical and non-technical) to individuals or groups clearly, concisely, accurately, understandably, with honesty, tact, and diplomacy and in a manner that is appropriate for the intended audience; (6) actively listens, clarifies information as needed; (7) [Core Value One City, One Team] shares information, resources and solutions across departments; (8) [Core Value One City, One Team] asks for help early and offers it often; (9) [Core Value One City, One Team] collaborates across teams before decisions are made.
• Service First (Customer Centric) (1) Demonstrates commitment to public service; (2) serves and satisfies internal and external customers in a timely and effective manner; (3) establishes, commits to, and maintains high standards for producing quality work products and being responsive to customers; (4) supports the Department/City's mission; develops and executes strategies with the customer in mind; (5) [Core Value Service First] acts quickly and follows through until the job is complete; (6) [Core Value Service First] serves everyone with genuine respect, diligence and professionalism; (7) [Core Value Service First] makes decisions with the people we serve in mind.
• Respect Always (Leads Through Influence) (1) Persuades others; builds consensus through give and take; (2) gains cooperation from others to obtain information and accomplish goals; (3) works with others towards achieving agreements that may involve exchanging resources or resolving differences; (4) understands the concepts, practices, and techniques used to identify, engage, influence, and monitor relationships with individuals and groups connected to a work effort including those actively involved; (5) leads through influence over the process and its results, and those who have a vested interest in the outcome (positive or negative). (6) [Core Value Respect Always] listens with curiosity and speaks with care; (7) [Core Value Respect Always] embraces different perspectives and lived experiences; (8) [Core Value Respect Always] gives feedback constructively and receives it openly. 
• Own the Outcome (Execution and Results) (1) Sets well-defined and realistic goals and high standards of performance for self or self and others; (2) displays a high level of initiative, effort, and commitment toward performing work; (3) completes assignments in a thorough, accurate, and timely manner, and delivers results; (4) works with minimal supervision, is motivated to achieve, and demonstrates responsible behavior; (5) demonstrates understanding of all aspects of the job and application of accrued knowledge in carrying out duties and responsibilities; technical knowledge; skill in the techniques, equipment, procedures, and work required; (6) recognizes opportunities and takes action for improvement to programs, policies, procedures, practices, and processes; (7) understands and is able to apply the principles, methods, and tools of quality improvement; (8) collects, examines, analyzes, and interprets data from a variety of sources; (9) makes data-driven recommendations/decisions and achieves results; (10) effectively achieves results through others to achieve the Department or City's mission; (11) [Core Value Own the Outcome] takes initiative to fix it or escalates issues; (12) [Core Value Own the Outcome] follows through on commitments; (13) [Core Value Own the Outcome] speaks up when accountability is missing.
• Keep Getting Better (Commitment to Continuous Improvement) (1) Recognizes opportunities for improvement with regard to programs, policies, procedures, practices, and processes; (2) understands and is able to apply the principles, methods, and tools of quality improvement; (3) collects, examines, analyzes, and interprets data from a variety of sources; (4) makes data-driven recommendations/decisions and achieves results; (5) [Core Value Keep Getting Better] takes time to reflect and act on what is working and what is not; (6) [Core Value Keep Getting Better] learns from mistakes without blaming; (7) [Core Value Keep Getting Better] supports self and other’s development and growth. 
• Empathetic Leadership (1) Fosters a workplace where employees are engaged; (2) seeks to know and learn about, and respects the values, attitudes, and beliefs of others; (3) welcomes varied ideas, perspectives, and thoughts when carrying out the work of the organization and making decisions; (4) builds trust through transparency, open communication, feedback, consistency, and humility; (5) seeks to build high performing teams through practices that demonstrate a commitment to hiring the most qualified candidates; promotes advancement opportunities for all (e.g., coaching, mentoring, providing personal and professional development opportunities); (6) resolves conflict and maintains effective working relationships with others through open dialogue, collaboration, empathy, active listening, understanding, tact, diplomacy, and professionalism; (7) treats others with fairness and dignity; (8) demonstrates emotional maturity; and (9) recognizes contributions and celebrates accomplishments.  Note: This competency is not applicable for employees who are not supervisors. 
• Judgment (1) Plans, coordinates, and executes business functions efficiently, effectively, and in a fiscally responsible manner; (2) identifies risks and develops and implements measures to avoid, mitigate, or minimize those risks; (3) makes effective, timely, well-informed, objective, and transparent work-related decisions; (4) exhibits emotional maturity and stability, effectively manages conflict, and remains optimistic and calm during stressful situations; (5) uses resources effectively to achieve results aligned with organizational priorities; (6) applies understanding of financial management/budgeting principles to ensure decisions are fiscally sound and responsible and in accordance with policies, procedures, processes, rules, regulations, and laws; (7) makes business decisions that drive positive, fiscally responsible performance; (8) manages ambiguity, business insight, financial acumen, makes decisions using data and insight that achieves the best outcome for the department and City.
• Talent Development (1) Provides tools, materials, equipment, and resources; (2) provides performance feedback, coaching, mentoring, encouragement, and support; (3) discusses personal and professional goals; (4) provides formal and informal learning and development opportunities that support achievement of personal and professional goals; (5) attracts and develops talent; (6) manages performance throughout the department or City; (7) sets the leadership tone for area of responsibility.  Note: This competency is not applicable for employees who are not supervisors. 
• Strategic Thinking (1) Thinks conceptually, imaginatively, and systematically; (2) envisions the future; (3) defines the vision, direction, and goals; (4) develops a road map for achievement; (5) anticipates change and plans for it; (6) considers long-term value and consequences; (7) influences others to achieve results; (8) understands where the organization is headed; knows the organization's mission and functions, and how its social, political, and technological systems work; (9) aligns business strategies to long-term success of the City; (10) sets the vision, direction and compelling course of action; (11) operates effectively within the systems, programs, policies, procedures, codes, ordinances, rules, and regulations of the organization; (12) knows industry and stays ahead of best practices; (13) understands the political environment, management priorities, staff roles and responsibilities, and grasps external factors impacting the organization; (14) identifies when issues need to be escalated to higher authorities and effectively alerts appropriate officials.
• Agility (1) Values collaboration, communication, and feedback and is flexible and open to new ideas; (2) learns rapidly and transforms learning into action; (3) examines processes and practices to perform work most effectively; (4) demonstrates courage and willingness to take calculated risks; (5) assesses readiness; proposes new approaches, methods, and technologies plans, implements, and evaluates change in a transparent, positive, and thoughtful manner; (6) exhibits emotional maturity and stability, effectively manages conflict, and remains optimistic and calm during stressful situations; (7) rapidly adapts to change and leads others through change, while producing tangible results and identifying new opportunities.

WORKING CONDITIONS 

• Subject to working on or around slippery surfaces.
• Subject to climbing portable ladders and climbing fixed ladders.
• Subject to climbing down portable ladders when working on equipment or in areas below ground.
• Occasionally works in confined spaces and cramped positions where limited or restricted means of entry or exit exist.
• Occasionally work near moving objects such as motor vehicles and machinery or equipment.
• Occasionally exposed to constant noise at low levels and loud noise for extended periods.
• Subject to working near or around equipment.
• Occasionally exposed to chemical vapors or fumes and dust and natural respiratory hazards.
• Occasionally exposed to poisonous insects, plants and other natural agents which cause allergic reactions.
• Occasionally exposed to wildlife.
• Frequently outside; exposed to heat, cold, humidity, and rain, etc.
• Local travel on a daily basis and occasionally travel to out of town day trip locations.
• Occasionally exposed to large concentrations of noxious odors.
• Must exercise safety precautions related to work performed.
• Subject to 24-hour emergency call. 

Note:  Typical City employee working hours are 8:00 a.m. to 5:00 p.m., Monday through Friday. However, working hours vary (may require work to begin before 8:00 a.m. and/or end beyond 5:00 p.m., and/or may require work on weekends and holidays), and are subject to change, based on the duties and location of the position and the business needs of the assigned work unit/department

PHYSICAL REQUIREMENTS 

• Vision enough to operate a vehicle, read standard office correspondence, fine print found in specification books and on reduced copies of maps, plans, etc.
• Hearing enough to identify the location of vehicles and equipment or when equipment is malfunctioning.
• Manual and finger dexterity enough to operate standard office equipment and to produce hand-written and electronically generated correspondence.
• Speech and hearing enough to communicate in-person and by telephone, two-way radio, etc.

Note:  The working conditions and physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential job functions. 

OTHER DETAILS

Pay Method:  City employees are required to receive pay electronically, either via direct deposit or pay card.

Former Employees: If this position is open to external applicants and you are a former employee, you must be eligible for rehire to participate in any selection process.  If you are unsure of your rehire status, please contact the Human Resources Department at (405) 297-2530.  If your rehire status has been coded “Not Eligible,” “Eligible 3,” or “Conditional,” you will need to request a review of your rehire status through the Human Resources Department’s Employee and Labor Relations Division.

Background Investigation, Drug Testing, Physical Examination:  Upon a conditional offer of employment/acceptance of position, the City of Oklahoma City will conduct a criminal history background check for external applicants. Applicants will be provided contact information for any third-party reporting agencies used to collect background information in connection with conditional offers of employment.   

If the position accepted includes a driver license (commercial or non-commercial) Job Requirement, the City of Oklahoma City will obtain a Motor Vehicle Report for internal and external applicants. 

If the position accepted is safety sensitive and/or a driving position, internal and external applicants will be provided a copy of the City of Oklahoma City's Drug and Alcohol Testing Policy prior to being directed for a drug test. A copy is also available at the link below:  

HRB 25-01 Drug and Alcohol Testing Procedure   

If the position accepted is cyber security sensitive, internal and external applicants will be subject to a Criminal Justice Information Services (CJIS) Interstate Identification Index (III) Fingerprint Background check.  Additionally, employees in this job classification must complete Level 4 Security Awareness Training and pass an online certification test.

If the position accepted includes a lift/push/pull/carry Physical Requirement of 25 pounds and greater, internal and external applicants will be directed for a physical examination. 

AN EQUAL OPPORTUNITY EMPLOYER

If you require reasonable accommodation at any time during the hiring process, please notify one of the Human Resources Department Representatives by calling 405-297-2530. The City of Oklahoma City will not discriminate against any applicant or employee because of race, color, religion, sex (including pregnancy, actual or perceived sexual orientation, and gender identity and/or expression), national origin, age, disability (mental or physical) and genetic information (including family medical history).