Maintenance Worker II

Title: 512 - Maintenance Worker II

Organization: PARDS: Parks

Department: Parks

Location: Parks

Rate of Pay: $14.98

Job Summary

The purpose of this position is to assist in the maintenance and upkeep of City of Brownsville Parks & Recreation facilities and grounds. This position is responsible for performing a variety of tasks related to the maintenance of parks, trails, athletic fields, playgrounds, restrooms, and recreational facilities. Duties may include landscaping, custodial work, minor repairs, and support for community events and recreation programs. The employee follows established procedures under direct supervision and must adhere to all applicable state and local regulations, safety protocols, and departmental policies. This role plays a key part in ensuring City parks and recreation spaces remain safe, clean, and accessible for public use.

Competencies

• Safety Acumen
• Self-Leadership
• Customer Service
• Communication
• Self-Awareness
• Flexible
• Critical Thinking
• Trust
• Responsible
• Ethical

Key Functions/Knowledge/Skills

• Knowledge of standard park maintenance practices, safety procedures, and use of common tools and equipment.
• Safely operates hand and power tools (e.g., mowers, trimmers, blowers, chainsaws) in various weather conditions and work schedules, including weekends and holidays.
• Performs groundskeeping tasks such as mowing, trimming, edging, weeding, and basic tree and shrub maintenance.
• Completes minor facility and infrastructure repairs, including painting, fixture replacements, cleaning, and pressure washing.
• Supports setup and breakdown of events, sports programs, and community activities, including placement of equipment and signage.
• Conducts routine inspections and light mechanical repairs on tools and equipment; reports damage or needed maintenance.
• Maintains restrooms, playgrounds, trails, pavilions, and recreational facilities for cleanliness and safety.
• Performs custodial duties: sweeping, mopping, trash collection, and re-stocking supplies.
• Follows City and departmental policies, including safety protocols and use of PPE.
• Reports hazards, damage, and unsafe conditions promptly to supervisors.
• Performs related duties as assigned in support of Parks and Recreation operations.
• Performs other related work as required.

Minimum Education & Experience

High school graduation or GED plus two years of experience.

Special Certifications & Licenses

Valid Texas Driver’s License

Independence & Judgement

Average judgment; must recognize and resolve problems such as type of procedure to apply, where to refer call or correspondence without specified destination, when to change or sharpen blade on mower, whether there is a problem/malfunction with a piece of equipment that needs attention, etc.; may involve freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules.

Initiative & Ingenuity

Low chance for error because work is routine/repetitive/simple/reviewed carefully; standard procedures: not demanded to come up with creative solutions; refers anything unusual to supervisor.

Supervisory & Responsibility

Lead person in small work group; does not specifically assign work but is looked to for guidance.

Financial Responsibility

Does not deal with money

Level & Frequency of Outside Contact

Infrequent or non-difficult contacts with other people inside and/or outside department; straightforward information exchange, etc.

Physical Demands

Mostly moderate and fairly steady active physical exertion; may require brief periods of heavy muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 35-50 lbs. of force occasionally to move objects.

Responsibility for Equipment & Property

Responsible for assigned equipment/property used outside of office; use of a City vehicle.

Working Conditions

Frequent travel associated with job; periodic situations that cause stress and tension in the execution of regular duties.

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.

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.