Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2018
This class series uses three levels in the Labor, Trades, and Crafts Occupational Group and describes work that involves the repair and service of automobiles and equipment. The work includes the repair, overhaul, general maintenance, and rebuilding of engines, accessories, systems, auto bodies, and other mechanical units. Work ranges from minor service to complete system overhauls on heavy construction equipment. Some positions may require licensure or certification.
EQUIPMENT MECHANIC I D7A1XX
Concept of Class
This class describes the clearly defined level where positions follow established work procedures. Positions operate within standard guidelines and alternatives which are known and any deviation from such requires prior approval. Some assignments do not move beyond this level.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is prescribed, as described here. Positions apply established, standard guidelines which cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose from are clearly right or wrong at each step.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
EQUIPMENT MECHANIC II D7A2XX
Concept of Class
This class describes the full-operating mechanic. Although positions carry out defined work procedures and processes, positions operate independently to perform the full range of tasks. Judgement is required on an ongoing basis to select the most appropriate guidelines and adapt them to accomplish the tasks. Positions continually determine practical solutions to problems by applying specific processes, techniques, and methods. Positions serve as a resource to others. Some assignments do not move beyond this level. This class differs from the Equipment Mechanic I on Complexity.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions in to problems. Guidelines in the form of operating procedures, techniques and methods exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
EQUIPMENT MECHANIC III D7A3XX
Concept of Class
This class describes the third level mechanic. At this level, positions are either supervisors or specialized mechanics. Supervisory positions are responsible for a work unit including accountability for the use of equipment, space, and resources. Supervisors directly control the work of assigned staff and determine the work procedures for the unit. The mechanic repairs, rebuilds, maintains, modifies, and installs special systems on a variety of types of heavy and/or comparable specialized equipment. Repairs at this level cover all vehicle systems, including installing electrical and electronic equipment or repairing hydraulic and pneumatic systems. The work also requires the design and fabrication of parts and tools and may include welding parts and structural members. This class differs from the Equipment Mechanic II in concept and on Decision Making and possibly Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study operating information to determine what it means and how it fits together in order to get practical solutions in the form of completed deliveries. Guidelines in the form of trip and operating instructions exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor or as a unit supervisor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
EQUIPMENT MECHANIC IV D7A4XX
Concept of Class
This class describes the heavy or specialized equipment supervisor or the aircraft mechanic. Supervisory positions are responsible for a work unit involved in the mechanical repair of heavy equipment. This includes accountability for the use of equipment, space and resources. Supervisors directly control the work of assigned staff and determine work processes, including identifying and/or designing series of procedures needed to carry out a process. The aircraft mechanic is responsible for the maintenance and repair of aircraft, including final operational testing, troubleshooting of the entire mechanical, electrical, hydraulic, oxygen, pneumatic, fuel, surface control, and rigging systems along with all component parts installed in aircraft. Licensure is required for the aircraft mechanic. This class differs from the Equipment Mechanic III in concept and on Purpose of Contact and either Line Staff Authority or Complexity.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Supervisory positions study information to determine what it means and how it fits together in order to get practical solutions to problems. Guidelines exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
OR
The nature of, and need for, analysis and judgment is formulative, as described here. Uniquely specialized positions evaluate the relevance and importance of theories, concepts, and principles in order to tailor them to develop a different approach or tactical plan to fit specific circumstances. While general policy, precedent, or non-specific practices exist, they are inadequate so they are relevant only through approximation or analogy. In conjunction with theories, concepts, and principles, positions use judgment and resourcefulness in tailoring the existing guidelines so they can be applied to particular circumstances and to deal with emergencies. The individual contributor must have this level of Complexity.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positions must be at the Equipment Mechanic III level or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
OR
Some positions may be individual contributors and must have the formulative level of Complexity. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem- solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel website. For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- Effective July 1, 2018
Update the Class Code of D6A1TX to D6A1XX per administrative updates.
- June 30, 2015
Updated and removed the purpose of contact.
- Effective July 1, 2000
Auto Service Technician (D3B1-2), Heavy Equipment Mechanic (D7A3), and Aircraft Mechanic (D3O) abolished as part of the LTC consolidation study. Draft published 3/31/1999, proposed 5/24/1999, and final 7/1/1999.
- Effective July 1, 1999
LTC consolidation study consolidated Auto Service Technician and Auto Shop Supervisor (D3B1-D3B3), Auto Body Mechanic (D3A1), Heavy Equipment Mechanic and Shop Supervisor (D3C1-D3C2), and Aircraft Mechanic (D3O1) consolidated. Draft published 3/31/1999 and proposed 5/24/1999.
- Effective September 1, 1993
Job Evaluation System Revision Project. Published as proposed 6/1/1993. Auto Service Technician and Auto Shop Supervisor (D3B1-D3B3), Auto Body Mechanic (D3A1), Heavy Equipment Mechanic and Shop Supervisor (D3C1-D3C2), and Aircraft Mechanic (D3O1).
- Revised May 1, 1987
Changed class code, nature of work, examples of work, knowledge, skills, and abilities, and entrance requirements for Motor Pool Coordinator.
- Revised December 1, 1986
Changed class code, nature of work, examples of work, and knowledge, skills and abilities on Automotive Service Worker, Automotive Maintenance Worker, and Automotive Mechanic; changed title on Automotive Service Worker and Automotive Maintenance Worker; revised entrance requirements on Automotive Maintenance Worker and Automotive Mechanic. Created Automotive Shop Supervisor (A4576X). Changed class code, nature of work, and entrance requirements on Auto Body Mechanic. Changed class code, nature of work, examples of work, knowledge, skills, and abilities, and entrance requirements for the series Automotive and Equipment Mechanic series; changed title on Senior and Principal Automotive Shop Supervisors. Reinstated Motor Pool Coordinator.
- Revised July 1, 1983
Changed grade and relationship for Motor Pool Coordinator.
- Revised October 1, 1980
Changed overtime status for Motor Pool Coordinator.
- Created July 1, 1977
Motor Pool Coordinator (A4579X).
- Revised April 1, 1976
Changed entrance requirements on Automotive and Equipment Mechanic.
- Revised December 1, 1975
Changed entrance requirements on Automotive and Equipment Mechanic.
- Created January 1, 1975
Automotive Service Worker (A4572X), Automotive Maintenance Worker (A4573X), Automotive Mechanic (A4574X); Auto Body Mechanic; Automotive and Equipment Mechanic (4575), Senior Automotive Shop Supervisor (4577), and Principal Automotive Shop Supervisor (4578).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Equipment Mechanic I | Defined | Prescribed | Individual Contributor |
| Equipment Mechanic II | Defined | Patterned | Individual Contributor |
| Equipment Mechanic III | Operational | Patterned | Individual Contributor or Unit Supervisor |
| Equipment Mechanic IV | Operational | Patterned or Formulative | Individual Contributor or Unit Supervisor |
Minimum Qualifications
Valid as of: November 9, 2023
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Equipment Mechanic I | D7A1XX |
| Equipment Mechanic II | D7A2XX |
| Equipment Mechanic III | D7A3XX |
| Equipment Mechanic IV | D7A4XX |
EQUIPMENT MECHANIC I (D7A1XX)
Experience Only:
One (1) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to one (1) year.
EQUIPMENT MECHANIC II (D7A2XX)
Experience Only:
Two (2) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to two (2) years.
EQUIPMENT MECHANIC III (D7A3XX)
Experience Only:
Four (4) years of relevant experience in an occupation related to the work assigned to this position, with current proficiency at the journey level
OR
Education and Experience:
A combination of related education, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to four (4) years.
EQUIPMENT MECHANIC IV (D7A4XX)
Experience Only:
Seven (7) years of relevant experience in an occupation related to the work assigned to this position, three (3) of which have been at the journey level
OR
Education and Experience:
A combination of related education, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to seven (7) years.
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- November 3, 2023 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- July 1, 2018 (D7A1TX changed to D7A1XX)
Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO.
- Oct. 27, 2017 (Whole Document)
Made grammatical changes.
- Jun. 27, 2017 (Whole Document)
Removed substitution language stating, “At the agency’s discretion, demonstrated proficiency on position competencies may substitute for the required experience.” Language is arbitrary and the substitution is not being utilized.
- Jul. 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Standardized language and made the substitution statements consistent with a year-for-year methodology. Changed year requirement from “three years of journey level” experience to the equivalent “seven years of experience...three of which must have been at the journey level” (four years experience are required to reach journey level)
- Removed special requirements/qualifications. Special requirements or qualifications can appear as a special qualification in the job posting, if justified in the position description and job analysis