Painter II, CF (Painter II (Correctional Facility))

Job Description and Duties Individuals who are eligible for Training and Development assignment may also be considered for this position (s) Under the supervision of the Supervisor of Building Trades, this position will plan, lay-out, lead and inspect work of a small crew of Painter I (Correctional Facility) and other workers including incarcerated workers assigned in painting work. Lays out, directs and assists with the work of scraping, painting, and finishing wood and metal surfaces; leads, instructs and works with a small crew of incarcerated workers in applying undercoats and finished coats with brush or by spray machine; hanging wallpaper; mixing and matching paints and finishes; erecting scaffolding; cleaning and maintaining brushes and other equipment; painting routine signs. Performs painting and finishing of wood and metal surfaces; erects and paints from ladders, scaffolding, and rigging; replaces glass and Plexiglas windows; operates sandblasting machines; hangs wallpaper; operates and uses spray painting equipment; applies fireproofing to required areas. Plans and lays out schedules; requisitions materials and equipment necessary to complete work orders in assigned areas; reads schematics, plans, and blueprints; provides guidance to incarcerated work crews in the completion of maintenance work orders; ensures that materials and equipment are prepared and ready for scheduled work; contacts outside vendors for price quotes; prepares Form CDC 954 (Intraoffice Requisition); keeps simple work records. CDCR/CCHCS employees are encouraged to use their existing CDCR email address on their job application. Note: Main communication for this position will be through email. Please ensure you have a valid email address on your application. You will find additional information about the job in the Duty Statement. Special Requirements Do not include any confidential information on any documents you submit for a job vacancy, such as your state application, resume, or educational transcripts. Confidential information that should be excluded or removed from these documents includes, but is not limited to, your Social Security Number (SSN), birthdate, student identification number, driver’s license number (unless required), basis of eligibility, examination results, LEAP status, marital status, and age. Confidential information on the first page of applications submitted electronically online, such as Easy ID number, SSN, examination related information, and driver’s license number will automatically be redacted upon submission. Possession of Minimum Qualifications will be verified prior to interview and/or appointment. If you are meeting Minimum Qualifications with education, you should include your unofficial transcripts/diploma for verification. Official transcripts may be required upon appointment. If it is determined an applicant does not meet the Minimum Qualifications, the candidate will be withheld from the eligibility list, rendering them inactive and ineligible to be hired for the position. Candidates who have been withheld may file an appeal with the State Personnel Board. Applicants who completed their education outside of the US (with foreign degrees/transcripts) must obtain and submit verification of U.S. course/degree equivalency. Foreign education credential evaluation services can be found at NACES | National Association of Credential Evaluation Services Candidates new to CDCR/CCHCS are required to submit to a background investigation process utilizing Live Scan Fingerprinting, as well as a Tuberculosis test/evaluation prior to appointment, followed by department annual Tuberculosis testing/evaluation thereafter. When submitting supporting documents, PDF file format is preferred. CDCR/CCHCS utilizes E-Verify to confirm candidate’s identity and employment authorization. For more information about E-Verify, you may go to Home | E-Verify. This advertisement may be used for other vacancies that occur during the life of this recruitment. Desirable Qualifications In addition to evaluating each candidate's relative ability, as demonstrated by quality and breadth of experience, the following factors will provide the basis for competitively evaluating each candidate: • Willingness to promote an inclusive workplace that empowers employees from a variety of backgrounds, perspectives, and personal experiences.