Job Information
Thompson Health Maintenance Mechanic II in Canandaigua, New York
Description
Job Specific Competencies:
Maintains a good working knowledge of the facility and its components
Diagnoses mechanical and electrical malfunction; installs, replaces or repairs damaged equipment; calibrates controls.
Demonstrates basic knowledge of electrical, plumbing, and HVAC systems.
Consistently demonstrates basic knowledge and ability in general maintenance. Accurately, efficiently, and rapidly performs preventative maintenance and routine maintenance as needed
Is able to diagnose and repair an assortment of different types of equipment including; wheelchairs, beds, stretchers, and other medical equipment.
Responds rapidly, accurately, and efficiently under emergency situations and conditions including Call-in duties, HVAC alarms, snow removal, sewer back-ups or any other situation as determined by management.
Assures proper care in use of tools, equipment and supplies.
Utilizes the facility computer systems in a manner, which simplifies the department’s workflow. Is able to retrieve maintenance and repair history from the facility computer.
Maintains a clean and safe work place.
Responds rapidly, accurately, and efficiently under emergency situations and conditions.
Performs other related duties as assigned for the purpose of ensuring the efficient and effective functioning of the work unit.
Qualifications:
Has a valid NYS driver’s license and is qualified to operate facility vehicles.
Requirements:
High school graduate or equivalent required.
College or vocational training in electrical and/or plumbing and associated trades is preferred.
Two years in the electrical, plumbing and/or HVAC field.
Five years in building maintenance field
Pay Range: $17.00 - $18.50
Starting Pay: Based on experience
Thompson Health is an EOE encouraging women, minorities, individuals with disabilities and veterans to apply.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)