BBP Pump Attendant

Job description

DEPARTMENT • Bellefield Boiler Plant (BBP) SUPERVISOR • Shift Operating Engineer • Bellefield Boiler Plant Foreman PRE-EMPLOYMENT TRAINING AND EXPERIENCE: • Minimum, a high school education. • Second Class Engineer’s license (NIULPE) or Class A City of Pittsburgh Operating Engineers license, and steam distribution system experience. • Minimum 5 years’ experience in the operation of high pressure steam system and associated equipment. • Working knowledge of MS Windows, Word and Excel. • Ability to effectively communicate. • Knowledge of BAS systems Delta V is a plus. LICENSE REQUIREMENTS: • Valid driver’s license. • NIULPE Second Class Engineers License. • Apply and receive City of Pittsburgh License within 6 months. PRIMARY DUTIES: • Perform all task assignments for either preventative and requested maintenance or repairs as directed. Responsible for the safe operation of the Boiler Plant during his shift. Report on all equipment problems to Plant Operating Engineer. • Manages the duties safely. • Duties include but not limited to: ◦ Boiler water testing and adjusting chemical treatment and blowdown as necessary. ◦ Polisher and softener testing and placing into service. ◦ Assist with placing boilers into service. ◦ Placing pumps, fans, and compressors into service. ◦ Lubricate all operating equipment. ◦ Check chemical tanks and inventory. ◦ Clean assigned equipment and paint as needed. ◦ Blowdown water columns. ◦ Lock-Out Tag-Out Duties. ◦ Replace light bulbs. ◦ Ability to walk down and create one-line diagrams of the Bellefield Boiler Plant Systems. • Responsible for following the procedures of the Bellefield Boiler Plant. Must be able to perform duties without direct supervision during normal operating conditions. • Must be able to place boilers on and offline as well as all associated equipment. Responsible for monitoring and controlling all equipment. • Responsible for making equipment and boiler inspections. Maintain cleanliness of the Bellefield Boiler Plant. • Must be able to perform all work in accordance with the EPA, OSHA, and NFPA. • Ability and license to fill vacations and sick leave for the Operating Engineer. PHYSICAL REQUIREMENTS: • Must be physically capable of making equipment inspections in the area under his supervision. This includes 5 stories of steps and ladders. • Must have experience using hand tools properly and safely. Must have the ability to open and close valves. • It is necessary to be able to work 16 hour shifts due to vacations and illnesses. Must be able work overtime in emergencies. DIRECTIONS EXERCISED: • Assists as directed by the Operating Engineer, Bellefield Foreman, and Bellefield Superintendent. WORK QUALITIES: • Cooperate with other members of the plant to meet the plant goals. • Carry out the recommendations and directives of the Plant Superintendent. • Record plant operations and maintenance work as completed. • Maintain records of on the job training efforts. • Establish and maintain productive working relationships with plant personnel. Equal Opportunity Employer The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee. *GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.