Building Manager - Colorado Springs, Colorado

Position Profile · Position: Educational Support Professional: Building Manager · Department/School: TESLA School of Opportunity · Reports To: Area Custodial Supervisor · FTE: 1.0 · Days/Year: 260 · Salary Grade: A16 · Salary Schedule: This position is based on the ESP Salary Sch ...

Job description

Position Profile

Position: Educational Support Professional: Building Manager

Department/School: TESLA School of Opportunity

Reports To: Area Custodial Supervisor

FTE: 1.0

Days/Year: 260

Salary Grade: A16

Salary Schedule: This position is based on the ESP Salary Schedule, School Based Positions (Group B)

FLSA Status: Non-Exempt

Applicants must be legally authorized to work in the United States.

SUMMARY OF FUNCTION

Manages all maintenance and minor repairs in school complex, supervises staff performance, completes staff performance evaluations and performs work assignments.

ESSENTIAL JOB FUNCTIONS

• Inspects school complex daily to ensure cleanliness, safety and timely correct completion of work
• Checks for vandalism and needed repairs and maintenance
• Schedules work assignments, supervises or actively participates in all phases of maintenance including routine cleaning of all areas of building and other required maintenance
• Responds to emergencies
• Monitors building systems including heating, air conditioning and ventilation, and security and lighting
• Maintains budget log books
• Reports mechanical repairs, maintenance projects and emergencies which are beyond building staff capability
• Submits job orders and coordinates scheduled repairs or projects through facilities
  •Supervises or actively participates in all phases of grounds maintenance including snow removal, sweeping and grounds inspection
• Responds to special requests for custodial assistance from building administration, staff and outside organizations
• Maintains all required records including staff time sheets, cleaning supply/usage and building use by outside organizations and individuals
• Orders and/receives supplies
• Documents inventory
• Submits annual budget
• Schedules/participates in and supervises summer maintenance and major/projects
  •Responsible for pool water quality control to include proper dispensing and storage of pool chemicals; system component maintenance to include chemical dispensing equipment, pumps, filters, etc.; verification of daily inspection and preventative maintenance checklists as well as following written procedures and standards

OTHER DUTIES

• Performs related duties as assigned

KNOWLEDGE, ABILITIES AND SKILLS

• Knowledge of building and grounds operations and maintenance as applied to the requirements of a senior high school
• Ability to direct all building operations of a large high school complex
• Ability to supervise others in the work
• Ability to perform building operations work efficiently
• Ability to communicate effectively
• Ability to work cooperatively with others
• Skill in using the tools, equipment and materials of the trade
• Ability to read and understand SDS sheets, work orders, invoices, etc.

QUALIFICATIONS

• High School diploma or equivalent
• Six years of experience in all phases of building maintenance and repair 
• Applicant must possess or be eligible to obtain a Certified Pool Operator (CPO) certificate within 6 months of employment

ORGANIZATIONAL RELATIONSHIPS

Reports to Area Custodial Supervisor. Supervises technical and support staff.  Subject to rotational movement at the need of the District and the discretion of the Area Custodial Supervisor, Custodial Foreman or the Facilities Operations & Maintenance Manager.

WORKING CONDITIONS

The work is performed in a senior high school. PHYSICAL DEMANDS The work is regularly active with periods of heavy exertion.  Typical positions require workers to walk or stand for long periods; lift and carry up to 100 pounds; climb stairs, ladders and scaffolding; bend, kneel, crouch and crawl; reach, hold, grasp and turn objects; feel the size, shape and temperature of items; and use fingers to operate computer or typewriter keyboards. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors.

Employees in this category will also receive the following for the school year:

1. Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck). 
2. Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods. 

Base Salary Setting: Employment, assignment and salary placement, is in accordance with job description requirements. A work history is required to demonstrate job title, job duties and time worked in the position. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource. Reference the linked How Your Compensation Is Determined for more details. 

Salary Setting (New Hires): Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system.  Each step represents two years of experience, based upon equivalent experience.  The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). Steps are determined by experience listed on the application and resume.

Salary Setting (Rehires): Returning employees who have previously resigned or separated from the District will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job,  provided step increases were approved by the Board during the years in question. 

Employees with experience in the District who have left the District and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation.  Additional relevant experience gained after resignation may be evaluated from the employee's  application and updated resume.  

See Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions and lateral transfers. 

EQUAL EMPLOYMENT OPPORTUNITY

School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator.

NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX – Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO , Phone: , FAX:

The following Board policies address nondiscrimination in District 11:  AC, AC-R, GBA, GBAA, JBB, JBB-R