Deputy Director of EPW

Title: 620 - Deputy Director of EPW

Organization: EPW

Department: Engineering & Public Works

Location: EPW

Rate of Pay: $$98,759.70 - $120,403.95 (Depends on Qualifications)

Job Summary

The Deputy Director supports the Director in the daily oversight of departmental operations, with primary responsibilities in construction management, infrastructure maintenance, workforce coordination, and equipment logistics. This role demands strategic resource allocation across labor, materials, supplies, and time, ensuring operational efficiency and continuity.

Serving as a key leader within the department, the Deputy Director is instrumental in guiding infrastructure initiatives, supervising personnel, and managing vendor relationships. Candidates should demonstrate a proven ability to track projects, drive performance, and apply extensive knowledge of municipal public works operations.

Reporting directly to the Director of Engineering & Public Works, the Deputy Director regularly collaborates with elected officials, the City Manager, Assistant City Manager, and fellow Department Directors. Duties also include representing the Director in meetings and presenting on behalf of the department at public forums. Strong leadership and prior experience managing a complex department or large-scale operational unit are essential.

Competencies

• Communication Management
• Public Relations
• Analytical Thinking
• Problem Solving
• Team building
• Conflict Resolution
• Sustainable practices
• Project Management

Key Functions/Knowledge/Skills

• Act as assistant supervisor, serving as departmental liaison to reinforce strategic goals through crew and frontline supervisors.
• Oversee and implement operations across Engineering & Public Works divisions, including construction, maintenance, and environmental compliance.
• Plan, direct, and approve all construction and maintenance activities; coordinate staff and external contractors to ensure timely, on-budget project execution.
• Develop and implement strategic work plans; train and guide employees in industry best practices, safety protocols, and standard operating procedures.
• Facilitate department-wide leadership and trust-building training programs, including personal participation in leadership development.
• Supervise the operation, repair, and testing of specialized machinery and systems—including heavy construction equipment, GIS technology, hydraulic trucks, and custom application software.
• Apply sound knowledge of legal codes and labor law as they pertain to construction projects and public works operations.
• Manage and allocate budget line items for all EPW divisions; assist in overall departmental budget preparation and execution.
• Review and recommend approval for personnel documents, such as time sheets, expense and accident reports, P-card transactions, and vendor invoices.
• Monitor employee performance and adherence to work plans; conduct evaluations and support professional growth initiatives.
• Maintain a strong safety culture aligned with OSHA regulations; implement and monitor safety programs and field practices.
• Attend and actively participate in City Council sessions, management meetings, and other interdepartmental engagements on behalf of the Director.
• Build and maintain effective partnerships with vendors, contractors, and consultants to support ongoing and future operations.
• Perform additional related duties as assigned to support overall departmental performance and objectives.

Minimum Education & Experience

Preferred licensed professional engineer Ph.D./J.D./P.E., etc., or master's degree plus three years of experience, or bachelor's degree in civil or mechanical engineering or other closely related field plus five years of progressive experience with increased responsibilities in engineering or public works with major emphasis in roadway, drainage and landfill designs, constructions and maintenance.

Special Certifications & Licenses

Valid Texas Driver’s License

Independence & Judgement

Receives instructions as to work results to be attained; responsible for recognizing moderately complex problems and taking responsibility for resolving them; refers very complex problems to supervisor; otherwise just reports on problem and solution after the fact; results monitored for soundness and judgment.

Initiative & Ingenuity

Progressive level of specialization requires a large amount of interpretation and non-standard responses to varied situations; must know where to go for answers; must take multiple factors into account; control over priorities.

Supervisory & Responsibility

Supervises and directs a group of sufficient size or complexity to require the use of supervisory subordinates.

Financial Responsibility

Calculates amounts due, using some judgment; receives and processes larger amounts (several thousand dollars on one day not uncommon); balances receipts and cash from one or more other employees; monitors budget; brings problems to attention of supervisor; has substantive input into overall department budget.

Level & Frequency of Outside Contact

Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues.

Physical Demands

Office job with little or occasional light physical effort, may require brief periods of muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 20lbs. of force occasionally to move objects.

Responsibility for Equipment & Property

Responsible for assigned equipment/property used outside of office; responsible for handing out to and retrieving property/equipment from employees and keeping inventory; use of City vehicle.

Working Conditions

Fair inside or outside conditions; exposure to disagreeable conditions is brief or otherwise insignificant; space problems; only occasional situations that place the employee in a stressful environment.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.

The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.

Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.

The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.

Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.