8725 Heating, Ventilation and Air Conditioning (HVAC) Mechanic

POSITION IDENTIFICATION

TITLE Heating, Ventilation and Air Conditioning (HVAC) Mechanic

CLASSIFICATION NUMBER 8725

GRADE 26

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Designated Supervisor

MAJOR ADMINISTRATOR Maintenance Supervisor

GENERAL FUNCTION

The Heating, Ventilation and Air Conditioning (HVAC) Mechanic performs skilled technical work, on a journeyman level, in the installation, operation, maintenance, modification, service and repair of heating, ventilation, air conditioning and refrigeration systems ranging from a half ton to one-thousand tons capacity.  The HVAC Mechanic inspects and tests both high and low pressure refrigerant systems to locate and diagnose faults and malfunctions, performs required repairs through replacement of inoperative parts or adjustment of thermostatic controls and blowers, and provides an estimate of repair(and/or replacement) costs beyond the capability to perform.  The HVAC Mechanic also complies with federal regulations governing environmental protection, hazardous waste disposal, and the use of refrigerants, chemical substances and materials.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A high school diploma or the equivalent is required.  Completion of a formal technical training program within the field of heating, ventilation, and air conditioning is preferred.  However, significant work experience beyond that required for the position may be substituted for the required education.

Experience: At least six years of progressively responsible experience in the repair, maintenance, installation and modification of commercial and industrial heating, ventilation and air conditioning systems is required.  Work experience must include a thorough knowledge of high and low pressure HVAC systems.  Experience with building automation control systems is preferred.

Skills: The ability to interpret wiring diagrams, blueprints, and electrical schematics is required.  The ability to use test equipment and small hand and power tools, such as drills, oxygen-acetylene torches, volt-ohmmeters, circuit testers, and manifold gauges, is required.  Computer literacy is required.

Effort: Must be able to lift and transport materials and equipment weighing up to 50 pounds on a frequent basis and up to 100 pounds on an occasional basis; prolonged standing and frequent bending, stooping, and reaching on a daily basis; and working in confined spaces.  A full range of physical motion is required in order to operate manual and electrically-powered tools and test equipment, to move throughout campus, including climbing stairs in all University buildings, and to work at heights.  Work is performed indoors and out-of-doors, occasionally in environments that are dusty, noisy, or which could have work hazards.

License: A valid Missouri driver’s license is required.  Environmental Protection Agency (EPA) Universal Certification for handling all types of refrigerants is required.  A journeyman HVAC license is preferred.

Other: Positions associated with this position classification may be located in facilities requiring the position to be designated “sensitive” as defined by University policy.  Positions associated with this position classification may include job duties, responsibilities, or activities that are subject to export control regulations.  The scope of the position requires exposure to and use of chemicals, solvents, and cleaners common to HVAC work that may be hazardous and/or cause injury if specific instructions regarding their mixture, use, and disposal/storage are not properly followed.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Performs journeyman level heating, ventilation and air conditioning (HVAC) work in the installation, operation, maintenance, modification, service and repair of high and low pressure refrigerant systems, including lithium bromide absorption systems, by inspecting and testing those systems to locate and diagnose faults and malfunctions, performing required repairs through replacement of inoperative parts or adjustment of thermostatic controls and blowers, and providing an estimate of repair(and/or replacement) costs beyond the capability to perform.

2. Ensures that HVAC systems provide an appropriate living and working environmental for the campus by troubleshooting and repairing control devices and wiring within the HVAC primary system, and maintaining, repairing, modifying secondary refrigerant systems including pumps, valves, cooling, air moving equipment and local temperature/pressure controls.

3. Contributes to efficient and effective HVAC operations by advising the designated supervisor on the quantity and types of materials that should be ordered and stocked for use in heating, ventilation and air conditioning (HVAC) projects.

4. Minimizes institutional liability regarding the University's compliance with federal regulations by complying with policies, laws, and regulations governing environmental protection, hazardous waste disposal and the use of chemical substances and materials, utilizing specialized equipment in the recovery and recycling of regulated refrigerants, and maintaining and submitting monthly records of refrigerant recovery-recycling activities as required by the Environmental Protection Agency (EPA).

5. Provides technical assistance on the purchase of new or replacement mechanical equipment or systems by reviewing and preparing equipment specifications, and advising the Maintenance Supervisor on equipment capability and compatibility, installation requirements and costs, and potential operations and maintenance expenses.

6. Assists with documenting the cost of heating, ventilation and air conditioning maintenance repairs and services by keeping records of time and materials to be charged to each job, and providing periodic status reports to the designated supervisor and the Maintenance Supervisor.

7. Assists the Maintenance Supervisor with ensuring that contract heating, ventilation and air conditioning services meet specified results and/or work orders thus minimizing future operational problems by observing (spot checking) the work performed and advising the Maintenance Supervisor when contracted services fail to meet specifications or endanger University property or lives.

8. Promotes preventive maintenance as a strategy in maintaining electronic test equipment and mechanical tools by keeping accurate records on each piece of equipment indicating all required and performed maintenance, performing spot checks of equipment to determine their working condition, and scheduling and supervising the periodic cleaning and servicing of tools and equipment.

9. Contributes to the overall success of the Mechanical Maintenance Department by performing other essential duties and responsibilities as assigned.

SUPERVISION

The Heating, Ventilation and Air Conditioning (HVAC) Mechanic receives supervision from the designated supervisor, however, generally works independently under established guidelines and with minimum supervision.  The HVAC Mechanic may be required to exercises supervision of other mechanical personnel.

OFFICE OF HUMAN RESOURCES

REVISED MARCH 2009

JOB FAMILY 2

Factor 1: Educational Requirements of the Job

Level 3 - 160 Points: The job requires a high school diploma or equivalent and up to one year (30 credit hours) of technical training, certification, and/or vocational classes or course work in a specialized area.

Factor 2: Skill Requirements - Craft and Trade Skills

Level 5 - 1100 Points: This level represents journeyman-level skill in building trades or related areas requiring extended training and/or experience and considerable practical knowledge in a trade or technical area, or other skills requiring similar levels of training. Skill at this level normally requires six years of experience within the trade.

Factor 3: Managerial Responsibility

Level 2 - 75 Points: Irregular but occasional responsibility to direct the work of student workers or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. Responsibilities at this level may include tracking budgeted spending, limited purchasing authority, and tracking inventory.

Factor 4: Guidelines

Level 3 - 90 Points: Procedures and standards exist, but considerable latitude in applying procedures and selecting a sequence of activities must be exercised. The employee uses judgment in interpreting and adapting guidelines such as agency policies, regulations, precedents, and work directions for application to specific cases or problems. The employee analyzes results and recommends changes.

Factor 5: Contacts

Level 3 - 100 Points: The purpose is to advise or counsel students, coworkers, or the general public, or to plan or coordinate work efforts with other employees who are working toward common goals and where relationships are generally cooperative. Contacts are moderately structured and routine.

Factor 6: Work Environment

Level 3 - 70 Points: The work area involves moderate discomfort and/or risk such as operating heavy machinery or dangerous equipment, or frequent exposure to hazardous materials. Alternatively, the work area may be subject to environmental discomfort such as poor ventilation. Loud noises, and/or extremes of heat or cold. The work often requires wearing protective gear that may be uncomfortable. The nature of the work environment may produce moderate levels of stress.

Factor 7: Physical Demands

Level 4 - 150 Points: Work requires considerable and strenuous physical exertion such as climbing ladders, frequent lifting of objects over 50 pounds, crawling or crouching in restricted areas. Occasional lifting of heavy objects weighing 75 pounds or more is required.

Factor 8: Responsibility for Facilities and Resources

Level 3 - 70 Points: At this level would be jobs in which the incumbent has considerable ongoing responsibility for building security and public safety.

Factor 9: Complexity

Level 3 - 450 Points: The work includes various duties involving different and unrelated processes and methods. Decisions regarding what needs to be done depend upon knowledge of the duties, priorities, commitments, policies, and program goals of the supervisor and the department and involve the analysis of the subject, phase, or issues involved in each project or assignment, and the course of action may have to be selected from many alternatives. The work involves elements that must be identified and analyzed to discern interrelationships.