Senior Laboratory Technician, MusicJob Category::
Short-Term Temporary (non-teaching)Job Open Date::
NBU061621Job Open ID::
Senior Laboratory Technician, Music (Substitute)Location:
Short-termSalary Schedule Link::
Click here for current CSEA Classified Unit Salary SchedulePay Basis::
$30.51/hrHours per week::
TBDReceives Benefits: :
NoPermanent link to posting:
The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.
This position is a short-term, temporary, Non-Bargaining Unit assignment, not to exceed 160 days. The assignment is on an as needed basis, and may be shortened or extended.
This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application.
Under direction from the Dean of Fine Arts, performs complex technical work for the college Music Department including operation of the digital recording studio, maintenance of equipment and instruments and coordination of performances, concerts and recitals at McKinney Theatre or off site events; exercises judgment and initiative in coordinating labs and other instructional facilities and materials within the assigned area; and provides a high level of academic assistance to assigned instructors.Distinguishing Characteristics::
Positions in the Senior Lab Technician class are distinguished from the Lab Technician by the level of responsibility assumed and the complexity of duties assigned. Employees assume greater responsibility for more technical aspects of a learning program, perform at a skill level with a considerable degree of independence, and operate complex apparatus, equipment, systems and machines. In addition, the Senior Lab Technician must possess extensive technical or academic training and experience in the assigned field, set up complex labs, monitor assigned budgets, order and inventory laboratory supplies and materials and provide significant academic assistance to assigned instructors. Employees at this level are required to be fully trained in all procedures related to assigned area of responsibility and are fully aware of the operating policies and procedures of the work unit.Representative Duties::
The duties are typical for this classification. Incumbents may not perform all ofKnowledge of::
the listed duties and/or may be required to perform additional or different duties
from those set forth below to address business needs and changing business
practices. Please see Job Duties for details.
Operational characteristics of laboratory apparatus, equipment and materials pertaining to assigned laboratory and subject area.Ability to::
Proper methods of storing equipment, musical instruments, materials and supplies used within the assigned laboratory.
Advanced principles and applications of music theory.
Advanced principles of music production.
Principles of professional sound recording, digital editing and engineering.
Current industry standard hardware systems utilized in professional sound recording and engineering.
Operational characteristics of theatrical lighting and support equipment and systems.
Principles and procedures of record keeping and filing.
Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
Occupational hazards and standard safety practices.
Perform complex technical work in an instructional learning environment for a highly technical or complex subject area.Education and Experience Guidelines::
Perform duties at an advanced skill level with a considerable degree of independence.
Provide assistance to students on matters related to assigned laboratories.
Provide assistance to instructors in the development of relevant materials.
Operate and demonstrate the proper use of specialized equipment, musical instruments, systems, supplies and materials.
Operate highly complex digital recording equipment to mix and produce audio masters of musical programs.
Operate theatre sound and lighting systems and theatrical support equipment for various concerts and recitals.
Maintain the cleanliness of assigned laboratory.
Interpret and apply department policies, procedures, rules and regulations.
Ensure adherence to safe work practices and procedures.
Maintain an adequate inventory of materials for instructional programs.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.Education/Training::
Equivalent to two years of college level course work in music or a related field.Experience::
Two years increasingly responsible experience working with musical instruments and equipment.Conditions of Employment::
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.Work Environment::
Work is performed primarily in a recording studio or theatre/classroom setting; may be exposed to noise, dust; work with musical instruments, laboratory equipment and apparatus. At least minimal environmental controls to assure health and comfort.Physical Demands::
Primary functions require sufficient physical ability and mobility to work in a laboratory setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull moderate to heavy amounts of weight; to operate theatre equipment and apparatus requiring repetitive hand movement and fine coordination; to verbally communicate to exchange information. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction.Additional Position Information::
Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire.
Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis.” The exact start and end dates must be submitted. The maximum end date is the end of the Fiscal Year. All positions must be approved and ratified or Board approved prior to the employee’s first day of work.
Inclusion, Diversity, and Equity: The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society. The District is committed to employing qualified administrators, faculty, and staff members who are dedicated to student success. The Board recognizes that diversity in the academic environment fosters cultural awareness, promotes mutual understanding and respect, and provides suitable role models for all students. The Board is committed to hiring and offering professional development that supports the goals of equal opportunity and diversity, and provide equal consideration for all qualified candidates.
Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employee’s responsibility to incur the cost of any testing required for the position, and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.
NBU at-will employment: After successful completion of the requirements of Section B, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.
Worksite: Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment. NBU employees may not also volunteer within the same department/division that they currently work in, or perform similar duties to their NBU position as a volunteer. NBU employees are not able to work from home, and must be supervised.
Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.
160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the department/division’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the department/division’s responsibility to notify Human Resources immediately if their NBU is approaching the 160 day limit. Holidays, sick days, and all other time off on normally scheduled work days counts against the 160 day limit, even if uncompensated. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.
Payroll: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month.
EXAMPLE: Pay Period 10/15/19 through 11/14/19 will be paid on December 10th.
Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is sent to all new hires after the new hire paperwork appointment.
Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines.
Shift pay: Does not apply to NBU employees.
Meal Periods/Breaks: It is the employee’s responsibility to follow the District’s recommendations regarding breaks and meal periods. Any employee working more than 5 hours per day should take a unpaid meal period for a minimum of thirty (30) minutes. Employees that work less than five (5) hours are not to take a meal period. An employee working over three and one half (3 ½) to seven (7) hours should take one (1) fifteen (15) minute rest period. Employees working seven (7) hours or more per day should take two (2) fifteen (15) minute rest periods. Breaks or meal periods cannot be used to leave early or combined.
Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.
Parking: Non-student (0 units) NBU employees are eligible to purchase Staff parking for $40/year via MySite from Campus Police. Students taking one or more units must purchase Student parking permits, if necessary, and are not eligible to purchase Staff permits. Please see Campus Police for further details regarding parking. NBU Staff must certify that they are not enrolled in units.
ADA Accommodations: The District complies with federal and state disability laws in providing reasonable accommodations for verified disabilities. If you have a physical or mental disability and would like to request reasonable accommodations in the workplace, please complete a Reasonable Accommodation Request Form and/or contact the District ADA Compliance and Leave Administration Manager at (949) 582-4984. All information shared is confidential.
Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees. Volunteers are not mandated reporters, but are encouraged to report suspected abuse or neglect of a child. Included in the new hire packet is information regarding Child Abuse Reporting policies and procedures, as well as copies of Penal Code sections 11165.7, 11166, and 11167. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s).
Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.
Workplace violence: The District is committed to an environment that is free from workplace violence. The safety and security of District employees, students, and visitors is of the highest priority to the District and is essential to carrying out the mission of the District. Unlawful violence or a credible threat of violence from any individual, that can reasonably be construed to be carried out or to have been carried out in the workplace, as these terms are defined in Code of Civil Procedures, Section 527.8, is prohibited.
Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal.
Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. The use of tobacco products is prohibited within or on any district facility or property. This policy pertains to students, faculty, staff, administrators, visitors and the general public attending events at any site within the district. Additionally, this policy shall apply to all district facilities, owned or leased, regardless of location, and all state and auxiliary vehicles. Tobacco products include but are not limited to the burning of any type of cigar, cigarette or pipe. The use of an electronic cigarette (vapor) or smokeless/chewing tobacco are also prohibited.
Worker’s Compensation/Safety: District Risk Management’s main priority is the health and safety of our employees and students. More information and forms are available on SharePoint under “Business Services.” If a workplace injury or illness occurs, notify your supervisor immediately. NBU employees may be covered by Worker’s Compensation insurance due to an illness or injury received as a result of their job. NBU employees have received the supplemental Worker’s Compensation and Safety packet containing information on Bloodborne Pathogens, the Ergonomics Program, and the Illness and Injury Prevention Plan during their new hire paperwork appointment, and agree to abide by the information contained therein, as well as all applicable Cal OSHA rules and regulations that pertain to their employment.
Student Help and Work-Study positions:Duties and Responsibilities:
For student help positions only: Student Help employees must currently be enrolled in 12 or more units (Fall or Spring Semesters) in order to work as Student Help, and to qualify for the “FICA Exemption” (exemption from paying Social Security and Medicare taxes).
• If Student Help employees fall below 12 units, they are to notify their supervisor immediately, and their assignment will end.
• To be eligible for employment during the summer session, Student Help employees must be enrolled in a minimum of six (6) units.
• Students enrolled in Special Services or in the Emeritus Institute are excluded from the unit requirement.
• There will be no recovery of FICA monies once deducted from paychecks.
• Work-study positions: A minimum of 6 units must be taken per semester to continue eligibility. Work-study students may not work during times when they should be in class.
Participate in the planning and implementation of laboratory exercises and experiments; implement new or modified policies and procedures as required.Duties and Responsibilities:
Prepare for laboratory demonstrations; set up laboratory apparatus; assist students in the use of a variety of laboratory equipment and instruments; ensure student compliance with laboratory policies, procedures and safety precautions; demonstrate proper care and cleaning procedures for laboratory equipment.Duties and Responsibilities:
Assist instructors in developing and using instructional materials including video, audio, computer and Powerpoint lectures; may assist in grading exams and maintaining related records.Duties and Responsibilities:
Provide assistance to students on a variety of laboratory and course related matters; review student work in progress and assist in resolving problems.Duties and Responsibilities:
Operate professional digital recording equipment to record, mix and produce audio masters of College performing groups, concerts, recitals and other performances; make duplicates of programs recorded; maintain and repair all recording equipment; coordinate outside vendor repairs.Duties and Responsibilities:
Operate professional digital recording equipment to record and produce audio masters of musical programs for distance education and music composition classes, and recorded lecture series; digitally record, produce, edit and mix masters and duplicate CDs; maintain and update lecture series with new dialog and music.Duties and Responsibilities:
Coordinate the set up and tear down for various stage performances including guest and student recitals, concerts or lectures at on and off campus locations; load, transport, unload and set up appropriate instruments, amplifiers and other equipment.Duties and Responsibilities:
Operate theatre lighting, sound and all support equipment and systems for Music Department concerts, recitals and lectures; set up and tear down portable public announcement systems for vocal performing class rehearsals.Duties and Responsibilities:
Troubleshoot and perform routine maintenance and repairs on musical instruments and equipment; requisition major repairs and maintenance involving pianos, harpsichords and organs; coordinate moving of instruments including pianos, harpsichords, organs and keyboards.Duties and Responsibilities:
Check out musical instruments on a daily to semester basis; collect payment for insurance and process paperwork; inspect equipment and materials for proper condition upon return.Duties and Responsibilities:
Organize the college music library; distribute and collect library materials; maintain accurate check-out list; receive and file materials.Duties and Responsibilities:
Research and order all Music Department supplies, materials and equipment; store, discard and rotate materials according to standard procedures; receive, assemble and test new equipment.Duties and Responsibilities:
Respond to inquiries and requests for information; answer phones; relay messages for faculty and staff.Duties and Responsibilities:
Perform related duties as required.