Assistant City Engineer (Environment) 42

Salary : $78,197.31 - $116,972.34 Annually
Location : Lansing, MI
Job Type: Full-Time
Job Number: 00258
Department: PUBLIC SERVICE
Division: Admin/Permits/Engineering
Opening Date: 10/12/2023
Closing Date: Continuous
Job Advertisement
The City of Lansing Public Service Department is seeking a full-time Assistant City Engineer to join their professional team. This is a great opportunity for those seeking to utilize their knowledge of principles and practices of Civil Engineering as they relate to public works projects and infrastructure including, but not limited to; roadway design and construction methods, soil sciences, testing and evaluation methods, sanitary and storm sewer system design and construction, watermain design and construction, surveying, civil engineering materials such as asphalt and concrete, traffic control, environmental remediation and public works construction techniques.
The successful candidate will be able to use their skills in project, construction, and personnel management to assist in performing the essential duties of the position. The City offers a competitive wage and benefit package including paid vacation, sick and holiday leave.
SPECIAL REQUIREMENTS & TRAINING:

• Michigan Professional Engineer license, preferred.
• Must possess a valid driver's license.

IDEAL CANDIDATES WILL POSSESS THE FOLLOWING :

• Bachelor's degree in civil engineering or related field; AND
• Minimum of five (5) years of full-time experience as a field, design or project engineer, to include a minimum of three (3) years of supervisory experience and/or directing the work of others.
• An equivalent combination of training and experience may be considered.

ESSENTIAL POSITION FUNCTIONS INLCUDE BUT ARE NOT LIMITED TO:
Position reports to the City Engineer and shall be able to oversee the responsibilities of the other Assistant City Engineers (Infrastructure and Transportation) when they are not in the office.
Management/Budget

• Manage the two existing closed landfills including monitoring reports for EGLE and coordination of remediation projects.
• Assigns work and coordinates, supervises and evaluates staff within the section, directing changes when necessary.
• Prepares and administers the budget of the section, monitors budget expenditures, develops and reviews quotations and bids, and reviews project plans, specifications and estimates.
• Seeks grants and other outside funding for critical work programs and manages the receipt and expenditure of funds received.

Design/Technical

• Oversee the Phase-II Stormwater, MS4 program, including the City's Soil Erosion and Sedimentation Control (SESC) Program.
• Plan, direct, designs, and supervise construction of public improvement projects including those associated with the City's Wet Weather Control Program (WWCP), including sewer separation projects and sewer rehabilitation projects, and associated infrastructure.
• Prepares wide range of engineering drawings, sketches and plans which requires the ability to analyze and synthesize data.
• Performs field inspections, uses measuring devices to measure and lay out work, and provides technical advice and guidance to crews for project implementation.
• Responsible for multiple reporting and permits including National Pollution Discharge Elimination System (NPDES) and Municipal Separate Storm Sewer System (MS4) permits.

Communications/PR

• Meets with and makes presentations to citizen groups, neighborhood groups, City Council and Committee meeting to address issues and concerns about projects, funding, construction, and other issues related to public works projects.
• Creates information for press releases related to projects overseen by the section.
• Serves as a member of a variety of boards and committees including the Greater Lansing Regional Committee for Stormwater Management and Joint Area Transportation Committee (ELGE, County Road Association and Michigan Municipal League reps)

FULL JOB DESCRIPTION AVAILABLE UPON REQUEST
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
HAND DELIVERED APPLICATIONS WILL NOT BE ACCEPTED.
Application Special Instructions
Attach resume and cover letter, relevant verification of education (college courses/degree), and certifications/licenses.
City of Lansing
Teamsters Local 214 Fringe Benefits
Health Insurance :
The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:
Effective December 1, 2012:

• Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.

• Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/ family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.

• Option 2 - includes a $20.00 co-pay for office visits. Prescription drug co-pays are $10/$20/$40 or $15/$25/$50 for Physician's Health Plan. This plan includes emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.

The Base Plan is as provided above. If the employee chooses to "buy up" to an optional plan (either Option 1 or Option 2) the employee will be responsible for any cost differential between the Base Plan premium and the premium of the selected optional plan chosen.
Benefit summaries and rate sheets are available in the Department of Human Resources.
Opt out: Members of the bargaining unit will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City's health care plan will be eligible to receive $1800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period of time the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments.
Dental Insurance : The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with an $1,200 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500.00 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.
Life Insurance : The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse $25,000
Unmarried child, age
14 days to 6 months $ 500
6 months to 23 years $ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Vision Plan: Effective February12, 2009 employees will be eligible for the Blue Cross Blue Shield VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses and frames, and contact lenses with a co-pay.
City of Lansing 125 Cafeteria Plan :
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $2,500 per plan year.
Vacation : A new employee shall be credited with (10) ten days vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 10 days vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 work days.
Bereavement : At the time of the death of a spouse, child, step-child, parent, step-parent and parent, an employee will be entitled to use a maximum of the next five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, sick or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend the funeral for aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild. Time must be taken within 30 days of the death of the family member unless prior approval is granted by Department Head or on-site Supervisor.
Holidays : New Year's Day
Martin Luther King Birthday
Good Friday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Longevity: Longevity bonuses shall be paid to employees as follows:
5 but less than 10 years service 2%
10 but less than 15 years service 4%
15 but less than 20 years service 6%
20 or more years service 8%
25 or more years 10%
Following completion of five (5) years of continuous full time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.
No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.
Personal Leave : Employees receive two (2) personal leave days annually on January 1 or at time of hire and another two (2) personal leave days on July 1 of each year. The sixteen hours in each six month period may not be combined or carried over. Personal days must be used by December 31 or they shall be forfeited.
Sick Leave : Employees shall be credited with 3.7 hours of sick leave each pay ending
(approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence.
An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first five unused sick leave days accrued that year over 60 days.
Education Reimbursement : The City shall reimburse for tuition and lab fees for approved college level course work or other departmentally approved training or education programs which are taken off-duty. Costs shall be reimbursed at a rate not to exceed $400.00. Proof of attendance and successful completion of the course and proof of cost are required.
Parking/Transportation Subsidy : An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy.
Deferred Compensation : Employees shall be eligible to participate in the City's deferred compensation plans as may be offered by the City. Currently those plans include VOYA and T. Rowe Price. The employee may contribute up to a maximum allowable annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.
Employees hired after October 29, 1990 Defined Benefit Retirement System Retirement : Employees will belong to the City of Lansing General Employees Retirement System (ERS). Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing December 8, 2008, the retirement multiplier for full time members that retire after that date will be one and eight tenths percent (1.80%). Employee contributions for retirement will be six and five-tenths percent (6.50%) and deducted on a pretax basis.
As provided by ordinance; for service after September 30, 2003 the annual retirement amount is calculated at 1.8 times the final average compensation for the first 35 years of credited service and for service . The maximum pension allowance will be equal to 100% of an employee's final average compensation. Eligibility, for regular retirement, will be age 50 with 25 or more years of service or age 58 with 8 or more years of service.
Employees hired after September 1, 2012 Retirement : Employees will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012 the retirement multiplier for full time members that retire after that date will be one and two and one half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis.
In addition the City of Lansing and the employee will each contribute three (3) percent of the employee's gross pay on a bi-weekly basis to the Defined Contribution plan. The Plan will be administered by Wells Fargo Bank. Employees will enroll and self direct their investment options. Failure to enroll shall result in the City transferring monies into the Plan which shall default to the Target Date Fund. At the end of eight full years of service members will be vested for all City contributions. Should the member leave at the end of eight full years the member will have the following options:
Lump sum payment subject to applicable taxes;
Rollover monies into another tax deferred investment option; or
Leave monies in the plan and continue to be invested tax deferred.
Retirement Healthcare
All employees hired after January 1, 2015 will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee's wages per year. The account will be established to allow for portability in the event that the employee separates from the City after a three (3) year vesting period.
NOTE: The benefits listed above summarizes the current benefits for Teamster 214 bargaining unit members, the actual benefits are governed by the Collective Bargaining Agreement, with Teamsters Local 214, which controls any conflict with this summary. These benefits are subject to change depending upon the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and Teamsters Local 214.
Department of Human Resources, 4th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone: 483-4014
EQUAL OPPORTUNITY EMPLOYER
Rev 04/10/2019
Rev 9/1/2012
Rev 9/1/2011
Rev. 12/8/2008 New contract
Rev. 8/14/2003 New retirement plan
Rev. May 19, 2003 contract settlement, Insurance copay increase, longevity 10%)
(Rev. February 18, 2002 Def. Comp only)
(Rev. February 2001
01
Do you possess a Bachelor's Degree, or higher, in Civil Engineering or in a related field?

• Yes
• No

02
Identify your highest level of education

• None
• Highschool/GED
• One year or less of College
• Two years or less of College
• Associate Degree
• Bachelor Degree
• Master Degree
• PhD
• Juris Doctorate

03
Identify your major or area of concentration
04
How much full-time experience do you have as a field, design, or project engineer?

• None
• Less than 1 year
• 1 year, but less than 2 years
• 2 years, but less than 3 years
• 3 years, but less than 4 years
• 4 years, but less than 5 years
• 5 years, but less than 6 years
• 6 years, but less than 7 years
• 7 years or more

05
How much supervisory experience and/or providing work direction do you possess?

• None
• Less than 1 year
• 1 year, but less than 2 years
• 2 years, but less than 3 years
• 3 years, but less than 4 years
• 4 years, but less than 5 years
• 5 years, but less than 6 years
• 6 years or more

06
Please briefly describe your experience as a field, design, or project engineer that includes supervisory experience and/or directing the work of others:
07
Do you possess a Professional Engineer (P.E.) license in Michigan?

• Yes
• No

08
Do you possess a valid Driver's License?

• Yes
• No

Required Question