Building Mechanic - Colorado Springs School District 11

Educational Support Professional: Building Mechanic

Inspects mechanical and operating equipment for district facilities. Performs related minor mechanical repairs.

Essential Job Functions

• Opens and unlocks building for daily use
• Turns off alarms, raises flags, unlocks parking lots and turns on necessary lights
• Checks major building mechanical facilities
• Performs tests on boiler room equipment, swimming pool, ventilation equipment, etc.
• Performs preventative maintenance as needed
• Inspects temperature control units in building
• Insures proper room temperature throughout the building
• Repairs and adjusts major and minor mechanical equipment as needed
• Changes light bulbs; fastening and tightening fixtures; repairing door closures, lockers; repairing furniture, chalk boards and other items
• Reports mechanical issues to supervisor
• Actively participates in all phases of maintenance including routine cleaning of all areas of building and other required maintenance
• Responsible for pool water quality control to include proper dispensing and storage of pool chemicals; system component maintenance to include chemical dispensing equipment, pumps, filters, etc.; verification of daily inspection and preventative maintenance checklists as well as following written procedures and standards

Other Duties

• Performs related duties as assigned

Knowledge, Abilities and Skills

• Knowledge of the operation and maintenance of building mechanical equipment and systems
• Ability to maintain and make minor mechanical repairs to building mechanical equipment and systems
• Ability to supervise others in the work
• Ability to communicate effectively
• Ability to work cooperatively with others
• Skill in using the tools, equipment and materials of the trade
• Ability to read and understand MSDS sheets, work orders, invoices, etc.

Qualifications

• High School diploma or equivalent
• Applicant must possess or be eligible to obtain a Certified Pool Operator (CPO) certificate within 6 months of employment

Organizational Relationships

Reports to Building Manager and leads the work of technical staff.

Working Conditions

The work is performed in District buildings.

Physical Demands

The work is regularly active with periods of heavy exertion. Typical positions require workers to walk or stand for long periods; lift and carry up to 100 pounds; climb stairs, ladders and scaffolding; bend, kneel, crouch and crawl; reach, hold, grasp and turn objects; feel the size, shape and temperature of items; and use fingers to operate computer or typewriter keyboards. The work requires the ability to speak normally, to use normal or aided vision and hearing, and to detect odors.

Employees in this category will also receive the following for the 2026-2027 school year:

1. Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5 % on May paycheck).
2. Staffing Stability Incentive (Adams Elementary, Galileo Middle School and Mitchell High School): ESP employees will receive the equivalent of one salary step divided over 12 pay periods.

Base Salary Setting

Employment, assignment and salary placement, is in accordance with job description requirements. A work history is required to demonstrate job title, job duties and time worked in the position. Grade placement for ESP positions is determined by the Salary Schedule by Job Title resource. Reference the linked How Your Compensation Is Determined for more details.

Salary Setting (New Hires)

Any newly-employed Education Support Professional will be placed on the twenty-five (25) step system. Each step represents two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10). Steps are determined by experience listed on the application and resume.

Salary Setting (Rehires)

Returning employees who have previously resigned or separated from the District will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the Board during the years in question.

Employees with experience in the District who have left the District and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.

See Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions and lateral transfers.

Equal Employment Opportunity

School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator.

The following Board policies address nondiscrimination in District 11: AC, AC-R, GBA, GBAA, JBB, JBB-R