MAINTENANCE TECHNICIAN II - Goodwill : Job Details

The Maintenance Technician II is responsible for the efficient coordination and implementation of all maintenance work related to the set-up and operation of all equipment, fixtures and facilities at assigned retail stores or retail support sites. RESPONSIBILITY LEVEL:Implements strategies to achieve the goals for the organization and complete maintenance work at assigned Retail Stores or retail support sites. Sustains policies, procedures and programs. Typically works on projects and tasks that span 3 - 12 months.PRINCIPAL DUTIES:1. Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities and special assignments. Periodically serves as a team member or subject matter expert on formal or department projects. Effectively engages in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change. 2. Problem Solving: General supervision, regular review of work by manager or senior coworker. May be paired with senior team member for development purposes. Uses skills to solve problems of routine complexity; able to identify root cause, interpret data, and resolve issues. 3. Technical Skills: Fundamental knowledge of professional principles and skills. Works in compliance with established procedures. 4. Community Engagement: Serves as an ambassador for Goodwill in the wider community. Participates in volunteer opportunities as schedules and interest permit. 5. Perform repairs needed at assigned sites within developed skill set. Ability to use hand tools: carpenters', electricians', plumbers' tools and other maintenance equipment as required.6. Reads blueprints, manuals and building codes to gain better understanding of the work necessary to complete the job. 7. Analyze current facilities conditions at assigned sites to ensure that Goodwill Facilities are being properly maintained and that customers have a safe environment.8. Communicate with Supervisor and Systems Coordinator any issues noted in the field. Effectively utilize Computer Maintenance Management System (CMMS) in accordance with Goodwill Industries of SE WI CMMS processes.9. Provide Facilities related guidance to the staff at each assigned site. Taking pride and ownership to properly report any issue that make reflect negatively on Retail or Goodwill.10. Complete assigned work orders and PM's. Proactively developing any additional work orders that are needed.11. Conduct and document monthly building site inspections and communication of results.12. Audit compliance to store LP Standards (Alarm tests, employee Shop Policy enforcement, equipment, etc.)13. Reconciles expense records and reports as required. Submit and organize monthly receipts on a deadline. Provide specified documentation to Store Management for cost center detail.14. Responsible for completing other duties/responsibilities as assigned.REQUIREMENTS:1. Two years of college education or experience equivalency, and a minimum of 1 year experience. 2. Valid driver's license.3. Work varied schedule and flexible hoursCORE CULTURAL COMPETENCIES:1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments. 3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say. 4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed. 5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.PHYSICAL/SENSORY DEMANDS:Regularly lifts and/or moves up 10 pounds, frequently lifts and/or moves up to 20 pounds, occasionally lifts and/or moves up to 50 pounds. Moves about to accomplish tasks. Lift: Raises objects from lower to higher position or moves objects horizontally. Climb: Moves up or down ladders, stairs, scaffoldings, ramps and the like. Stoop, kneel crouch or crawl: Positions self to retrieve objects. Reach: Extending upwards or downwards to retrieve objects. Worker is subject to weather conditions (hot, humid, dry, cold etc.). Worker is subject to excessive noise. Worker is subject to fumes, smoke or gases Worker is frequently is close quarters, crawl spaces, small enclosed rooms etc. Worker is subject to human blood, body fluids or tissue. Worker is subject to hazards: proximity to dangerous machinery, moving vehicles, electrical currents, chemicals, or high places. Required to hear and respond to warning devices on equipment.Equal Opportunity Employer(SEW)(JOW) 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)