Division Engineer - Transportation

Position Summary

Under the direction of the City Engineer, this position will manage roadway, bridge and storm water conveyance facility design, construction and contracted maintenance.

Essential Duties

• Manages specific projects including supervising the work of subordinate engineering staff in these projects.
• Reviews construction plans for public works projects and private developments.
• Develops and administers City contracts for professional services and public works construction projects, including inspection work.
• Designs construction plans for public works projects, including construction specifications.
• Administers grant programs for roadway improvements.
• Reviews the work of engineering department staff and assists them as needed.
• Prepares and administers CIP programs for roadways.
• Solves construction and traffic inquiries from the public.
• Prepares schedules, projections and reports for assigned public works projects, including time and cost estimates.
• Maintains the traffic management system and designs improvements as needed.
• Maintains databases, record keeping, and issues Engineering permits.
• Collaborates with other departments to coordinate and perform regular inspections of City roadway infrastructure, including biannual pavement evaluation.

Qualifications

• Bachelor of Science Degree in Civil Engineering from an ABET accredited college or university.
• Minimum 2 years of experience in the application of engineering theory, judgement, design and/or construction management.
• Registered as an Engineer-in-Training or a P.E.
• Experience in municipal engineering, transportation and/or water resources.

Supplemental Information

• Knowledge, Skills and Abilities:
• Ability to act as a project manager from the initial stage of design to completion, including overseeing contractors, inspecting the work and preparing cost estimates.
• Ability to supervise the work of subordinate staff on specific projects.
• Knowledge of the principles and practices of public work design, drafting, surveying and construction.
• Ability to communicate both verbally and in writing, including resolving inquiries from the public regarding new construction and composing reports on construction project status.
• Knowledge of personal computers, automated civil engineering design software, CAD applications, GIS, survey applications, word processing, spreadsheets and database programs.
• Knowledge of federal and state laws and municipal ordinances governing public works design and surveying in order to ensure compliance to same.
• Excellent organizational, coordination and tracking skills.
• Excellent communication skills.
• Ability to present a positive image of the department and the City to the public.
• Ability to self-motivate and work independently.

Physical Requirements

• Manual Dexterity: Work requires definite skilled and accurate physical operations requiring some closely coordinated performance.
• Physical Effort: Work requires handling average weight materials or equipment, but not for sustained periods.

Environmental Requirements

• Some exposure to disagreeable features.

Sensory Requirements

• The task requires close visual acuity to perform various activities.
• The task requires oral communications ability.
• The task requires sound perception.

Benefits

• Health Insurance: Effective date of coverage is the employee's start date. Employee Monthly Cost Single $141.08 Family $366.78
• Health Savings Account: The city's health insurance is an HSA plan. The city contributes to the employee's Health Savings Account with a total of $300/year for those on an individual plan and $600/year for those on a family plan.
• HERO Program: The City offers a voluntary spousal health reimbursement program for employees who are currently enrolled in another group health plan.
• Dental Insurance: Employees have the option of enrolling in Delta Dental with employee premiums paid entirely by the City. Employees can choose to purchase coverage for Spouse or Dependents at the listed rates. Dental coverage would be effective the 1st of the month following the date of hire. Employee Monthly Cost Employee $0 Employee + 1 $37.84 Family $100.32
• Vision Insurance: Employees have the option of enrolling in Delta Vision/Eyemed Network with employee premiums paid entirely by the City. Employees can choose to purchase coverage for Spouse or Dependents at the listed rates. Vision coverage would be effective the 1st of the month following the date of hire. Employee Monthly Cost Employee $0 Employee + 1 $4.80 Family $10.54
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.
• Dependent Care Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.
• Limited Purpose Flexible Spending Accounts: This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400