Park Manager I

General Purpose The Park Manager is responsible for the supervision of the Assistant Park Manager, Park Service Aide, Recreation Service Aide, as well as the safety and supervision of participants in City coordinated functions, such camps, youth programs and events. Responsible for the safety and maintenance of park facilities and enforcement of all park rules and regulations. Supervision Received and Exercised This position is classified as a non-exempt, full-time position with a 40 hour work-week. Essential Functions Essential Duties and Responsibilities Oversees and manages park facilities, which includes, but is not limited to daily park operations. Prepares schedules and work assignments for part-time employees (Service Aides). Assists with the marketing, advertising, and promotional plans for programs and events of the parks and recreation facilities under his or her supervision. Conducts park inspections to ensure the safety of the public and park facilities. Identifies and prevents possible safety hazards or causes of injury. Organizes and administers recreational programming when needed. Supports operations by handling telephone inquiries, greeting visitors, and providing information. Plans, organizes, and directs a wide variety of recreational activities. Enforces safety and other park rules and regulations; administers first aid as required. Manages general maintenance and clean up duties at the park which include, but not limited to, the emptying of trash receptacles, sweeping, mopping and vacuuming floors, wiping down tables, chairs and other furnishings, replenishing toilet paper and hand towels, and cleaning concession area, restrooms and fields. Performs other duties as required and assigned by the Recreation Programs Coordinator. Additional Duties Performs other related work as required. Minimum Qualifications

MINIMUM EDUCATION AND TRAINING

A High School diploma or a GED equivalent. Must possess at least two (2) years of parks & recreation experience. One year of supervisory experience is preferred. Must hold a valid motor vehicle operator's license with an acceptable driving record. Minimum Qualifications And Standards Required Knowledge, Skills and Abilities: Must possess excellent customer service skills and be able to establish good customer relations. Must have an ability to deal with people effectively, courteously and enthusiastically. Requires limited knowledge of the materials, methods and equipment typically used in recreational work and clean up duties. Knowledge of basic rules of safety and ability to enforce applicable rules and regulations. Ability to accept, receive, and/or collect payments. Ability to prepare and/or process purchase orders. Ability to be held accountable for inventory/property management. Ability to use small office equipment, including copy machines or multi-line telephone systems. Ability to use computers for data entry. Ability to use computers for word processing and/or accounting purposes. Ability to use or repair small/light equipment, such as power tools. Ability to use or repair medium equipment and machinery, such as vehicles or commercial mowers. Ability to supervise employees using or repairing heavy or complex machinery. Ability to establish policies for using, acquiring, and/or maintaining heavy or complex machinery. Physical Requirements Ability to crouch, handle, kneel, lift objects, make rational decisions, express ideas through speaking; stand for sustained periods of time; and use visual acuity to perform activities such as viewing a computer terminal and operating motor vehicles and/or heavy equipment. Ability to exert up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects. City of Doral Human Resources Department Summary Of Benefits In this summary, we are providing general information, which will be helpful to you in evaluating the City of Doral as your premier place to work. If you have questions concerning a specific item or interpretation, please feel free to contact Human Resources at View phone number on click.appcast.io. Employment Benefits For Regular Full-Time Non-Sworn Employees Introductory Period An introductory period for an employee is twelve (12) months for entrance, rehire, and promotional appointments. In the event the employee accepts a promotional opportunity position within the City before an initial introductory period is satisfactorily completed, the initial introductory period starts over at the time the employee begins working in the new position. The introductory period is considered a continuation of the employment selection process. It provides the City an opportunity to observe and evaluate the capacity of the employee, which includes the employee's ability to satisfactorily perform the essential functions of his or her job; and to observe and evaluate the employee's work habits and conduct, including attendance and the employee's relationship with coworkers and superiors. During the introductory period, the new employee and the supervisor shall evaluate employment suitability in terms of skill, knowledge, performance, and compatibility. During this period, the employee shall be given the support and resources needed to learn and demonstrate the duties and competencies required in the new position. Absences During Introductory Period Any cumulative absences during the introductory period in excess of ten (10) workdays will automatically extend the introductory period by the number of days absent regardless of whether the absence was with or without pay. Holidays The City of Doral observes 12 paid holidays per year. New Year’s Day Martin Luther King’s Birthday Presidents Day Memorial Day Juneteenth Independence Day Labor Day Columbus Day Veterans’ Day Thanksgiving Day Friday after Thanksgiving Christmas Day In addition, employees received two (2) personal days and (1) Birthday. The personal days must be used before the end of the fiscal year and the birthday must be taken within six (6) months of the birthday. Accruals (Vacation & Sick Time) The City of Doral has separate sick and vacation leave for non-sworn employees which is accrued on a monthly basis. Vacation is accrued on a monthly basis depending on the years of service: Years of Service Monthly Accruals Yearly Accrual 0-4 years 06.66 hours per month 80 hours per year 5-9 years 10.00 hours per month 120 hours per year 10-20 years 13.33 hours per month 160 hours per year More than 20 years 16.66 hours per month 200 hours per year Employees may use vacation time as it is accrued. Sick leave is earned at the rate of 8.0 hours per month for a forty (40) hour work-week. Employees may accumulate a sick time maximum 1,040 hours if on a forty (40) hour work-week. Sick Leave Payment Program Employees may sell back to the City up to a maximum of 32 hours of sick leave per year provided that the employee maintains a maximum of 80 hours of sick leave in his or her leave balance. This election is made annually at the beginning of each fiscal year by the employee and is irrevocable. An employee who elects to be paid for accrued vacation leave will be paid at his or her current rate of pay on the date of the payout, less applicable taxes and authorized deductions. Annual Leave Sell Back Employees may elect payment of accrued, unused annual leave in lieu of time off. This election is made annually in the beginning of each fiscal year and is irrevocable. An employee who elects to be paid for accrued vacation leave will be paid at his or her current rate of pay on the date of the payout, less applicable taxes and authorized deductions. Health Care Benefits All Healthcare benefits for all employees are effective on the first of the month following 30 days of full-time employment. The City offers HMO, POS, and High Deductible Health plans. The High Deductible Health plan comes with a Health Savings Account (HSA). Dental Plan The City of Doral offers a PPO dental insurance plan. Vision Care The City of Doral offers voluntary vision care benefits. Life, Short-term and Long-term Disability The City of Doral will cover your life insurance at the rate of two (2) times the employee's annual salary up to a maximum of $300,000.00. In addition, the City offers both short-term and long-term disability plans which act as income protection plans. Retirement Benefits Employees participate in the City's 401a retirement plan administered through Mission Square. The plan requires employees to contribute a mandatory six percent (6%) of their base pay while the City contributes twelve percent (12%) of the employee's base pay. 457 Supplemental Plan The City of Doral has a voluntary deferred compensation pension program available through Mission Square where the employee can make contributions to their retirement. The City does not make any contributions to this plan. Education/Tuition Reimbursement The City offers the Educational Reimbursement Program (ERP) established to provide educational assistance to full-time employees participating in training or educational programs designed to strengthen their abilities, which in turn directly benefit the City. The City will pay the State tuition rate to its members based on the letter grade obtained for each class. Employee must be a full-time employee for 6 months in order to be eligible for this benefit. Bereavement Leave Upon approval of the Department Head, a full?time employee may, upon request, be granted up to three (3) working days of leave with pay in the unfortunate event of a death in his or her immediate family, or up to five (5) working days of leave with pay to attend the funeral or memorial services of an immediate family member outside the State of Florida. The employee's immediate family shall be defined as the employee's spouse, father, mother, step-parents, natural, step and adopted children, brother, sister, father-in-law, mother-in-law, grandparents, brother-in-law and sister-in-law, grandparents-in-law, registered domestic partner, and child of a registered domestic partner. The bereavement leave must be taken consecutively, and the employee must attend the funeral of the deceased family member to be eligible for bereavement leave. If an employee needs time in excess of that provided in this policy, he or she may request accrued vacation time, sick time, or PTO with the approval of their department head. The City reserves the right to request all pertinent information including deceased relative's name, relationship of the employee to the deceased, the name and address of the funeral home, and the date of the funeral. Documentation such as a death certificate, or other documentation on the deceased may be required for approval of the leave. Voting Leave Employees are encouraged to exercise their right to vote outside of their scheduled working hours. As such, all full-time employees as defined herein may be granted up to one hour of leave during polling hours in order to vote in federal, state or local elections, both primary and general elections. This time off shall be granted if it does not increase staffing cost or decrease departmental efficiency. Employees must request time off for voting in writing or via e-mail at least five (5) business days in advance to the Department Head or designee. The request for leave must clearly state that the employee needs leave in order to vote. THE CITY OF DORAL DOES NOT OFFER A RELOCATION PACKAGE THE CITY RESERVES THE RIGHT TO AMEND, MODIFY OR TERMINATE (IN WHOLEOR IN PART) ANY OF ITS BENEFITS PROGRAMS AT ANY TIME. Equal Opportunity Employer The City of Doral is an equal opportunity employer. Smoke Free/Drug Free Workplace The City of Doral maintains a smoke free and drug free workplace. #J-18808-Ljbffr City of Doral