Hands on working Maintenance Supervisor position – Homewood, Lake Tahoe
Equal Opportunity Employer/Veterans/Disabled
Job Description
The maintenance Supervisor implements and administers FDLE's maintenance program covering the entire HOA 15-acre property in addition to certain homeowner services. FDLE's property, buildings, and equipment must be maintained to assure each element's performance and to achieve the prescribed life expectancy as prescribed by the Capital Reserve Plan. The Maintenance Supervisor also develops FDLE's maintenance budgets and oversees related bids, staffing, and spending activities. The supervisor manages the maintenance, security, and landscaping staff and budget and reports to the Board of Directors.
The supervisor is a salaried employee and is on call 24/7/365 for emergencies.
Specifics include, but are not limited to:
Property, Buildings and Equipment (PBE) Maintenance Program
Develop appropriate inspection schedules for all PBE elements.
Develop detailed PBE maintenance programs and task requirements.
Prioritize maintenance plans and requirements to assure alignment with capital reserve, operating budgets, and special
assessments.
Inspect and evaluate all PBE elements at appropriate intervals to assess the status and performance and to assure
ongoing
performance without element failure.
Assess maintenance program performance. Log all element failures, repairs, and services performed.
Assure appropriate inventory of tools, equipment and supplies.
Organize and maintain an efficient and safe Maintenance area.
Develop manuals of operation and maintenance for all operating systems on the property so others can operate and
maintain those systems independently.
Develop emergency evacuation plans including maintaining all IT equipment and their backups
Maintain IT Audio and video and security equipment for the property.
Negotiate contracts with all service vendors for all services provided to the property
Develop maintenance procedures by day, week, season and other units of time which area appropriate to ensure proper
maintenance of the property.
Develop list of suppliers for each normal and emergency task and prioritize the list as necessary so others can call
appropriate vendors with assistance.
The above is only a partial list of the activities that the Maintenance Supervisor must provide. They are generally tasked with the performance of whatever is necessary to maintain and operate the entire facility in a professional manner acceptable to the Owners. This includes scheduling and performing maintenance within their individual units as well as Common Areas. The Board will determine the level of services required within the Units. This is not just a management job but a hands-on worker too.
Seasonal Maintenance
Maintain property to provide Homeowner access, safety and security. This includes snow and ice removal as well as
other hazard management.
Maintain marina area including docks, slips, and railings
Manage seasonal storage for all units (patio equipment, etc.).
Assure all heating and pumping equipment is maintained and operating effectively for safety and use (fire, pools,
irrigation, heating of Common Area buildings, etc.).
Homeowner Requests and Unit Maintenance
Respond to Homeowners’ special service requests on a timely basis.
Provide association unit maintenance services as prescribed by current association service agreement with owners (light
bulb replacement services, startup/shut down services, etc.)
Develop and maintain the maintenance schedule for each unit and all Common Areas.
Develop a sheet of operations within each unit as requested by Owners so staff knows how to operate all systems,
alarm, windows, lights, water flow detectors etc. in each unit and document the processes for each.
Budget & Communication Maintenance
Determine staffing, equipment and supplies requirements on an ongoing basis. Plan and assign resources as required to
execute FDLE's maintenance program within the prescribed budget
Have the ability to interact and communicate effectively with all owners and guests in person, via email or by
telephone.
Staff/Contractor Management
Train and direct other maintenance staff and maintenance contractors.
Provide each maintenance staff member a written review on a frequency no less than once per year. Immediately bring
serious performance, code of conduct, or other serious personnel issues to the GM’s attention.
Work productively and effectively with other members of FDLE's management team, employees and contractors.
Manage daily operations such as security, shuttle runs, scheduling, answering phones and any other duties that may
arise or be assigned.
Skills and Characteristics Required
Reliable, proactive, organized, hands-on, outcome- and results-oriented.
Positive, supportive, “Can Do” attitude, team player
Strong interpersonal and mentoring skills
Good communication skills, reading, writing and presenting
Basic electrical proficiency (not licensed, but solid in basic understanding of AC/DC power
systems and safety)
Basic handyman experience to diagnose and repair basic plumbing, electrical heating systems and small mechanical
issues
Basic carpentry skills (proficient with tools for basic deck, walk-way, small building tasks)
Equipment operation (snow blower. Bobcat, snowplow truck, etc.)
Familiarity over time with building codes, county permitting process, TRPA and other regulatory agencies
Other desirable skills and traits:
Construction and construction management experience (residential or commercial)
Project and team management experience
Boating skills (ability to safely and securely pickup and deliver boats for storage, including
inboard, inboard/out drive, outboard.
PC skills (Word. Excel, PowerPoint)
Salary/Benefits/ Vacation:
40 hours per week year-round salaried position
Annual salary
Medical insurance
Participation in Pension Plan
One-week paid vacation first year; 2 weeks paid vacation second through fourth year; 3 weeks paid vacation fifth and
subsequent years.
Housing on-site is provided for free. It is a 3-bedroom standalone cabin with full kitchen and appliances. All utilities
and internet are included. Manager (and family). There is a patio and barbeque hook up available and 2 parking spaces.
Four paid sick days per year.
The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents
will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
Pay Range: $75,000 - $95,000 per year
PRIVACY NOTICE TO CALIFORNIA JOB APPLICANTS AND EMPLOYEES
Fleur du Lac Association (“Fleur du Lac Association” or “Company”) adopts this Privacy Notice in compliance with the California Consumer Privacy Act (“CCPA”). The CCPA provides certain protections for all California consumers. A “Consumer,” as defined by the CCPA, is any person that is both a natural person and a California resident, including any employee or job applicant of a qualifying company.
This Privacy Notice supplements any other privacy policy or notice that may be issued by Fleur du Lac Association. In the event of a conflict between any other Company policy, statement, or notice and this Privacy Notice, this Privacy Notice will prevail. The purpose of this Privacy Notice is to provide job applicants and employees with a description of Fleur du Lac Association’s practices regarding the collection, use, disclosure and sale of “Personal Information” (“PI”) as defined in the CCPA. Terms defined in the CCPA that are used in this Privacy Notice shall have the same meaning as in the CCPA. Fleur du Lac Association will only collect and process your PI in accordance with this Privacy Notice, unless otherwise required by applicable law.
Categories of Personal Information Fleur du Lac Association Collects and Purpose of Use
Fleur du Lac Association collects and retains job application and employment information for the following general purposes: human resources, employment and benefit administration, and compliance with any local, state, or federal legal obligations. Fleur du Lac Association obtains the categories of PI listed below during the job application process, employee onboarding process, the selection of benefits as an employee, and ongoing employment. In some cases, Fleur du Lac Association may obtain a background check once an offer of employment is made.
Fleur du Lac Association does not sell or disclose PI of job applicants and employees to any third parties, unless required to do so by law.
Fleur du Lac Association collects the following categories of PI for job applicants and employees:
Personal identifiers provided in job application process, on-boarding process, and benefit selection process. The purpose of this information is to make employment decisions, verify work authorization status, manage the employment relationship with Fleur du Lac Association, and facilitate employment administration, processing, and maintenance, such as providing benefits to employees and their beneficiaries, processing payroll, and general office administration.
Financial information. The purpose of this information is to administer payroll and benefits, process work-related claims, and facilitate all related accounting and auditing.
Certain classification and diversity information, such as veteran or military status, age, race, color, national origin, citizenship, marital status, physical or mental disability, and sex. The purpose of this information is to comply with local, state, and federal laws and regulations.
Personal and work history information provided in application process, and occasionally via a background check. The purpose of this information is to make employment decisions, manage the employment relationship with Fleur du Lac Association, fulfill employer obligations to employees, and determine performance requirements.
Health and safety information that may be relevant to employment and expectations of job duties, and is in accordance with existing local, state, and federal laws. This information includes drug testing, physical injuries, heath conditions, and other physical and mental health concerns. The purpose of this information is to maintain a safe workplace, assist with employee needs, manage insurance benefits, assess and administer worker assistance programs, manage job responsibilities, adopt job accommodations, as necessary, and comply with various state and federal laws and regulations.
Beneficiary information relevant to employment benefits. The purpose of this information is to analyze, process, and administer beneficiary benefits claims and related claims.
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
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)
Please submit reasonable accommodation request via email.
Know Your Rights Poster
https://www.eeoc.gov/know-your-rights-workplace-discrimination-illegal
