HVAC Preventative Maintenance Technician (PMT I)

Posting Details

Posting Detail Information

Working Title HVAC Preventative Maintenance Technician (PMT I) Position Location Fort Collins, CO 80523 Work Location Position is fully in-office/in-person Type of Position Full-time Classification Title Pipe/Mech Trades I Posting Number 202500097P Position Type State Classified Open Date 09/25/2025 Close Date 10/06/2025 Salary $4,238 - $4,450 monthly Employee Benefits

Colorado State University is not just a workplace; it’s a thriving community that’s transforming lives and improving the human condition through world-class teaching, research, and service. With a robust benefits package, collaborative atmosphere, and focus on work-life balance, CSU is where you can thrive, grow, and make a lasting impact.

• Review our detailed benefits information here.
• Explore the additional perks of working at CSU here.
• For the total value of CSU benefits in addition to wages, use our compensation calculator.
• Lastly, click here for more information about why Fort Collins is consistently ranked in the top cities to live in!
  
  

State Classified Hourly No Description of Work Unit

Position performs planned/preventive maintenance on mechanical equipment according to industry standards. Provides support, repair and maintenance services to the university and assists journey-level staff in repairing commercial mechanical systems. Assists in delivering services and interacts with the building proctors and/or occupants in these areas. The goal is to provide a safe and comfortable environment to meet the university mission of research, instruction and outreach. To learn more about Facilities Management, visit: https://www.fm.colostate.edu/about/.

Position Summary

The preventative maintenance technician will perform preventive maintenance and assist others in the repair/replacement of mechanical systems and components including, but is not limited to, compressors, condensers, blower motors, FCU, CUH, RTU, reheat, furnaces, refrigeration equipment, and electric motors. including using voltage meters to test and record data and diagnose issues. maintain and repair fume hoods.

The HVAC Preventative Maintenance group looks for candidates with the following personal characteristics and skills:

• Ability to ask for assistance and follow instructions.
• Demonstrated flexibility and dependability.
• Analytical skills.
• Ability to work independently and with others.
  
  

Minimum Qualifications

To be considered for this position, candidates must demonstrate in the application materials:

• Two (2) years of HVAC experience
  
  

Or

• A combination of HVAC/R experience and relevant education equal to two (2) years (30 credits = 1 year of experience). *Please note, transcripts or related documentation is required to verify credit equivalency.
  
  

Substitutions Preferred Qualifications

Skills

The highly desired candidate will possess the following knowledge, skills, abilities, personal characteristics, and experience directly related and critical to this position:

• Knowledge of commercial HVAC/R preventive maintenance.
• Mechanical abilities as demonstrated by experience or knowledge of relevant building systems, equipment, and motors such as compressors, condensers, blower motors, furnaces, and refrigeration units.
• Demonstrated experience in collecting and maintaining data.
• Knowledge of industry tools, equipment, and safety procedures.
• Verbal and written communication skills.
• Ability to maintain attention to detail with the work product.
• Customer service skills.
• Directly related state service experience.
  
  

Essential Job Duties

Job Duty Category Mechanical Maintenance System Repair Duty/Responsibility

Performs preventive maintenance and performs minor repair of building rotating mechanical systems including:

• Greasing motor/hydronic pump bearings using the proper lubricant for the task/equipment.
• Inspecting drive belts, sheaves and air filters.
• Minor repair or replacement of building rotating mechanical systems, including sheaves, drive belts, air filters, etc.
  
  

Percentage Of Time 70 Job Duty Category Journey Level Assistant Duty/Responsibility

Provide assistance to journey-level employees as needed for repair or replacement of HVAC mechanical equipment.

Percentage Of Time 25 Job Duty Category Asset tagging/data Duty/Responsibility

Assist with performing asset tagging on all HVAC equipment (AHUs, RTUs, MAUs, EFs, SFs, etc.) and pumps to collect data for integrated work management tracking and historical data purposes.

Percentage Of Time 5

Application Details

Special Instructions to Applicants

APPLICATION INSTRUCTIONS AND INFORMATION

• Clearly document job duties you have performed that relate to minimum qualifications, preferred qualifications, and essential job duties in the Work Experience section on the application. Human Resources must be able to evaluate your experience based on this information.
• Clearly outline dates of employment and hours worked per week for each employment experience listed in the Work Experience section of the Application so that Human Resources can calculate full-time work experience. Please note: Part-time experience will be calculated to determine the full-time equivalent.
• The Work Experience is the only document that will be utilized to determine if minimum qualifications, as outlined in the job posting, have been met. The Application is considered to be the legal document on file; resumes will not be reviewed for minimum qualification requirements.
• Applicants may redact information from this initial application that identifies their age, date of birth, or dates of attendance at or graduation from an educational institution.
  
  

INCOMPLETE APPLICATIONS

• If an Application is considered “Incomplete”, the Application will be removed from consideration for the position.
• An Application is incomplete if no current/ previous employment is included in the Work Experience section of the Application.
• An Application is incomplete if “see resume” (or something similar) is noted, or previous employment does not contain job duties for every position in the Work Experience section of the Application.
• Positions requiring a degree or if using education as a substitution for work experience (e.g.: Associate or Bachelor’s) transcripts are required in order to verify receipt of the required degree or coursework. If official or unofficial transcripts are not supplied at the time of application, the Application is incomplete.
  
  

RESUMES

• When a resume is listed as a required document, it may be used in the comparative analysis/ evaluation process to determine the candidates that most closely meet the qualifications of the position. This process occurs after an application has passed the minimum qualifications screening.
• Resumes will not be accepted in place of a completed application; however, some positions may still require a resume as a component for complete application materials.
• Please see the Required Documents section of the posting.
  
  

NOTES

• Appointment to the vacancy or vacancies represented by this announcement is expected to be from the eligible list created. However, at the discretion of the appointing authority, the position(s) may be filled by another method of appointment for a valid articulated business reason.
• The selection process for State Classified positions may include an exam(s) and interview(s) which require candidates to physically appear (at the CSU campus in Fort Collins, CO) at the candidates’ own expense.
• Pertinent updates to your Application status can be obtained by logging into your application account at https://jobs.colostate.edu
• All status updates for this position will be sent via email from human.resources@colostate.edu, hr_ta@colostate.edu, OR the TA Team Member facilitating the search process. In addition to your Inbox, remember to check the Deleted and Junk folders for these important communications.
  
  

FOR CURRENT OR FORMER EMPLOYEES OF THE STATE OF COLORADO:

• Per the requirements of the Step Pay Program implemented on July 1, 2024, any State employee must be paid a rate that is equal to or greater than the appropriate step pay rate within their classification’s pay range based on completed years in their current class series as of June 30. All current and former State employees must ensure that your entire work history within the State Classified System, including at Institutions of Higher Education, is indicated in your application so that your time-in-series can be calculated accurately.
  
  

Department Contact Information

Human Resources – Talent Acquisition Team, at hr_ta@colostate.edu or call (970) 491- MyHR(6947).

Please check the Help link online at https://jobs.colostate.edu/help/ for assistance on your application or for answers to Frequently Asked Questions.

All other inquiries should be directed to the Colorado State University Human Resources Office at HR_Service_Center@colostate.edu or (970) 491- MyHR(6947).

Conditions of Employment Pre-employment Criminal Background Check (required for new hires), Pre-employment Physical, Valid Driver’s License, Essential Services Designation, Special Requirements/Other - Ability to overtime events as necessary EEO

Colorado State University (CSU) provides equal employment opportunities to all applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Background Check Policy Statement

Colorado State University strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks for the finalist before a final offer. The type of background check conducted varies by position and can include, but is not limited to, criminal history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will also be conducted when required by law or contract and when, in the discretion of the University, it is reasonable and prudent to do so.

Employment and Appeal Rights

If you receive notice that you have been eliminated from consideration for the position, you may protest the action by filing an appeal with the State Personnel Board/State Personnel Director within 10 days from the date you receive notice of the elimination. Also, if you wish to challenge the selection and comparative analysis process, you may file an appeal with the State Personnel Board/State Personnel Director within 10 days from the receipt of notice or knowledge of the action you are challenging.

Refer to Chapters 4 and 8 of the State Personnel Board Rules and Personnel Director’s Administrative Procedures, 4 CCR 801, for more information about the appeals process. The State Personnel Board Rules and Personnel Director’s Administrative Procedures are available at www.colorado.gov/spb.

A standard appeal form is available at: www.colorado.gov/spb. If you appeal, your appeal must be submitted in writing on the official appeal form, signed by you or your representative, and received at the following address within 10 days of your receipt of notice or knowledge of the action: Colorado State Personnel Board/State Personnel Director, Attn: Appeals Processing, 1525 Sherman Street, 4th Floor, Denver, CO 80203. Fax: 303-866-5038. Phone: 303-866-3300. The ten-day deadline and these appeal procedures also apply to all charges of discrimination.

Supplemental Questions

Required fields are indicated with an asterisk (*).

Applicant Documents

Required Documents

Optional Documents