Description
The Department:
Silicon Valley Power is a not-for-profit municipal electric utility serving the City of Santa Clara since 1896, delivering reliable and competitively priced electricity to over 55,000 customers, including many of the world’s largest data centers and technology companies. With one of the nation’s highest load densities and a peak demand exceeding 700 MW, SVP supports rapid regional growth through a robust transmission and distribution system and ongoing substation and infrastructure expansion and reinforcement. The utility supplies a power mix that is heavily clean and carbon-free sourced from hydro, wind, solar, and geothermal assets.
The Position:
SVP is seeking Journey Line workers that can perform routine and emergency work maintaining and expanding SVP’s electric transmission and distribution system, including but not limited to:
- Perform electrical installation and repair work and to construct and maintain overhead and underground electric distribution and transmission system.
- Think and act appropriately and quickly in emergencies.
- Maintain good public relations.
- Establish and maintain effective working relationships with others.
- Using electrical plans and detailed drawings.
- Input data using computer programs for documenting electric facility maintenance and inspection findings.
- Effectively train and supervise others.
- Understand and follow oral and written instructions.
- Establish and maintain cooperative working relationships with those contacted in the course of work, including the general public.
- Walk or stand for extended periods of time and bend, stoop, reach, carry, crawl, climb, and lift as necessary to perform assigned duties.
- Effectively handle multiple priorities, organize workload, and meet strict deadlines; and Work in a team-based environment and achieve common goals.
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 1) Cover Letter and 2) 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. This position is open until filled: Applications will be reviewed on a bi-weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed.
THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED ABOVE. 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. APPLICANTS WILL BE CONSIDERED FOR POSITIONS ADHERING TO ALL APPLICABLE CITY POLICIES, INCLUDING BUT NOT LIMITED TO CMD 033- EMPLOYMENT OF RELATIVES.
The annual salary range for this position is $183,598.44 - $234,765.48. This position may be filled at or near the minimum of the salary range.
Minimum Qualifications:
EDUCATION AND EXPERIENCE
Minimum Education Requirements:
- Graduation from high school or possession of a G.E.D.; and
- Completion of a recognized three-year apprenticeship program as a Lineworker is required.
Minimum Experience Requirements:
None.
Acceptable Substitution:
None.
License/Certifications:
- Possession of a valid California Class A Driver's license is required, or
- Possession of a valid California Class C license at the time of appointment and the ability to obtain a California Class A license within six months of employment.
- Incumbents in this position are required to become rubber glove certified as a condition of holding the classification of Journey Lineworker within nine (9) months of appointment.
Other Requirements:
- Incumbents of this classification may be required to work outside their regularly scheduled hours, and to be available for emergency and/or pre-arranged work whenever called upon.
- Incumbents of this classification may be subject to drug and/or alcohol testing as mandated by federal regulations.
- Must be able to perform all of the essential functions of the job assignment.
Follow this link to view the entire Class Specification, which includes more information on Typical Duties and Knowledge, Skills, and Abilities.
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.
Benefits
This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #3 employees in 2023. 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 6.50% of gross pay
- Medicare and Social Security (FICA)
- Employee pays 6.20% up to $9,114.00 (Social Security) and 1.45% (Medicare) of gross pay
Health Insurance:
- City contribution up to $2375.72/month, based on enrollment in a CalPERS health plan
- Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
- Coverage is effective the first of the month after date of hire
- If an employee enrolls in an employee only plan with a premium that is less than $970.00/month, they will be paid the difference in cash
- If an employee enrolls in an employee plus one plan with a premium that is less than the Kaiser (Region 1) plan for Employee + 1 Dependent plan, they will be paid the difference in cash
- If an employee enrolls in a family plan with a premium that is less than the Kaiser (Region 1) plan for Employee + 2 or More Dependents plan, they will be paid the difference in cash
- An employee is eligible for $634.00/month of the City’s health contribution, if they opt-out of City-offered health insurance prior to January 1, 2020
- An employee can receive an additional $336.00/month if they opt-out of the City-offered Health Insurance Benefit, was receiving cash-in-lieu as of January 1, 2020 and sign an annual attestation and provide proof of other group coverage for themselves and their tax family, if applicable. Contact Human Resources for more details
Dental Insurance:
- Choice of two Delta Dental plans; enrollment is mandatory
- City pays lowest cost of employee only plan ($62.20 for 2023); additional cost is paid by employee
- Coverage is effective on the first day of the month following three full calendar months of employment
Vision Insurance:
- Choice of two VSP plans
- City pays the lowest cost employee only plan ($9.00 for 2023); additional cost is paid by employee
- Coverage is effective the first of the month after date of hire
Voluntary Employee Beneficiary Association (VEBA):
- City contributes $100.00 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)
- If account balance is less than $2,000 upon separation, then account funds can be used immediately
Life Insurance:
- City pays for $25,000 of Basic Life Insurance coverage. Employer premium is $4.78/month
- 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 0.9% of gross pay; max deduction of $1,378.48 (includes Paid Family Leave)
- 7 day waiting period. Maximum benefit is $1,620/week for absences due to non-work related injuries/illnesses. Benefit is based on earned wages in a specific 12-month period
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. Minimum benefit is $50/week. Maximum benefit is $1,620/week. Benefit is based on past quarterly wages
Deferred Compensation:
- Voluntary plan through Nationwide Retirement Solutions
- Employee may contribute up to the lesser of $20,500/year 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. Employees over 50 years of age may contribute up to $30,000/year
Flexible Spending Account (IRS Section 125 Plan):
- Employee may contribute up to $3050 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 $300 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 32 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 and sick leave cap (balance as of 01/01/2004 plus 1,500 hours)
Compensatory Time Off (CTO):
- Employees may accrue CTO in lieu of overtime hours up to a maximum of 240 hours
- 16 hours of PCTO is credited to employees each January 1st (prorated if hired after January 1st)
Holidays:
- Fourteen (14) paid eight-hour holidays per year (including Lincoln’s Birthday)
Footwear, Safety Clothing, and Tools:
- Reimbursement up to $280/fiscal year for eligible classifications
Night Shift Premium:
- 5% night differential is available for Electric and Water System Operators and staff at the DVR Power Plant, depending on shift, assignment, and/or other requirements
Tuition Reimbursement Program:
- Up to $2,000 per fiscal year for tuition reimbursement. See CMD 26 for details
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 premium is $4.03/month
- Appointments can be face-to-face appointments with an MHN network provider, phone appointments, or web- video appointments
- Employees may call Managed Health Network (MHN) confidentially at 1-800-227-1060
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 $406/month in 2023 (amount adjusted annually)
- After age 65, retirees are eligible for reimbursement up to $243/month in 2023 (amount adjusted annually)