Mission Viejo, CA
ID: 7062149 (Ref.No. NBU0726183)
Posted: July 26, 2018
Application Deadline: Open Until Filled
The assignment may be at IVC or Saddleback College.
The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.
This position is a short-term, hourly, non-bargaining unit position, not to exceed 160 days per Fiscal Year. You will be contacted should the hiring department/division be interested in scheduling an interview with you to discuss your qualifications and skills. Please do not call the Human Resources Office regarding the status of your application. The most current status of all applications will be available for you to view on our website. This position is open until filled or withdrawn.
Under general supervision from higher level supervisory and/or management staff, performs skilled electrical work in the installation, repair and maintenance of electrical systems and equipment including lighting circuitry, computerized fire and alarm systems, conduit systems and electrical control mechanisms; troubleshoots, diagnoses, and calibrates electrical equipment and systems; installs cable and conduit for fiber optic cable, phone and data systems; performs predictive, preventative, and corrective maintenance as assigned; and maintains a variety of records. May receive functional supervision, technical training and work direction from a higher-level electrician.
Operational characteristics of electrical systems and internal components.
Methods, practices, equipment and tools used in the installation, repair and maintenance of electrical systems including lighting circuitry, computerized alarm systems, conduit systems and electrical mechanisms.
Principles of electrical theory as applied to electrical circuits and wiring systems.
Operational characteristics of a variety of electrical systems and high voltage networks.
Principles of electrical and electronic repair.
Use and maintenance of a variety of power and hand tools.
Methods and techniques of maintaining, installing and repairing electrical systems and equipment.
Operating characteristics and application of electrical test equipment.
Methods and techniques of troubleshooting and calibrating electric and electronic systems and components.
Instrumentation equipment and precision tools.
Preventive and corrective maintenance techniques.
Precautions necessary for working with high voltage.
Blueprint and symbol identification.
Basic principles of mathematics.
Office procedures, methods, and equipment including computers.
Principles and procedures of record keeping.
Occupational hazards and standard safety practices.
Pertinent federal, state and local codes, laws and regulations including Cal/OSHA safety rules, regulations and other safe work practices.
Install, troubleshoot, maintain and repair various types of electrical equipment and motors including lighting circuitry, computerized fire and alarm systems, conduit systems and electrical control mechanisms.
Operate a variety of electrical testing, maintenance, repair, and installation equipment in a safe and effective manner.
Use electrical test equipment.
Operate hand and power tools competently and safely.
Install low voltage fiber optic cable for networking purposes.
Maintain required work logs, records and related operational and maintenance data.
Prepare clear and concise written reports.
Perform accurate mathematical calculations.
Read, interpret, and work from blueprints, electrical diagrams and schematics, manufacturer instructions and directions.
Perform assigned work in accordance with appropriate safety practices and regulations.
Operate office equipment including computers.
Work independently in the absence of supervision.
Understand and follow oral and written instructions.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Education and Experience Guidelines:
Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.
Equivalent to the completion of the twelfth grade supplemented by specialized journey-level training in the maintenance and repair of electrical lighting, motor control panels and computerized alarm systems.
Two years of responsible journey-level experience in the maintenance and repair of electrical systems including lighting systems, computerized alarm systems and components.
License or Certificate:
Possession of a valid California driver’s license and proof of insurability.
Obtain certificate of completion for Cal/OSHA high voltage electric safety and operation training as required.
Conditions of Employment:
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
Work is performed in both indoor and outdoor field environment; travel from site to site; exposure to noise, dust, grease, smoke, fumes, electrical energy and high voltage and all types of weather and temperature conditions; work at heights on scaffolding and ladders. Occasional exposure to risks controlled by safety precautions. Positions may be required to work evenings and weekends. Frequent exposure to hazardous activities including high voltage electricity.
Primary functions require sufficient physical ability and mobility to walk, stand, and sit for prolonged periods of time; frequently stoop, bend, kneel, crouch, crawl, climb, reach, and twist; push, pull, lift, and/or carry moderate to heavy amounts of weights; operate assigned equipment and vehicles; verbally communicate to exchange information. Vision: See in the normal visual range with or without correction; vision abilities required by this job include close, distance, and peripheral vision, color perception, depth perception, and the ability to adjust focus; and to operate assigned equipment. Hearing: Hear in the normal audio range with or without correction.
Additional Position Information:
Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employee’s responsibility to incur the cost of any testing required for the position (approx. $70), and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.
NBU at-will employment: After successful completion of the requirements of Section A, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at anytime. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.
Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment.
Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.
160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the employee’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the employee’s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.
Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at www.socccdjobs.com.
Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Classified substitutes will be paid at the first step of the Classified Salary Schedule range of the position that they are substituting for. Exceptions may be paid for previous Classified employees. Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 will be sent to all new hires after the new hire paperwork session. Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines. Shift pay does not apply to NBU employees.
Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.
Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.
Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.
Mandated reporter: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees.