Senior Electric Crew Foreperson

Salary : $217,775.28 - $278,107.92 Annually
Location : 1500 Warburton Ave., Santa Clara, CA
Job Type: Full-Time
Job Number: 64-26-551
Department: Electric Utility
Opening Date: 11/06/2026
Closing Date: 11/27/2026 4:00 PM Pacific
FLSA: Non-Exempt
Bargaining Unit: 3
Weighting Plan: 100% Oral

Description
The Position:

Under general direction, this classification is responsible for directing, monitoring, and auditing the work of contractors; may supervise multiple crews in the operations, maintenance, and construction of underground and electrical distributions lines; and assists in planning and leading the training program for Journey Lineworkers and Journey Lineworker Apprentices. Performs related duties as assigned.

Additional Information:

Applications must be filled out completely (e.g. do not write "see resume, NA, or personnel file."). Years of experience are considered on the basis of full-time-equivalent experience (2080 hours per year). To receive consideration for the screening process, candidates must submit a 1) Cover Letter, 2) Resume, and 3) Upload any licenses/certifications that are required for the position. Incomplete applications will not be considered.
Application packets may be submitted online through the "Apply Now" feature on the job announcement at Applications must be submitted by the filing deadline of November 27, 2026 at 4:00 PM.
THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED ABOVE. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT.MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. APPLICANTS WILL BE CONSIDERED FOR POSITIONS ADHERING TO ALL APPLICABLE CITY POLICIES, INCLUDING BUT NOT LIMITED TO CMD 033- EMPLOYMENT OF RELATIVES.
The annual salary range for this position is $217,775.28 - $278,107.92. This position may be filled at or near the minimum of the salary range.

Minimum Qualifications
EDUCATION AND EXPERIENCE

Minimum Education Requirements:

Graduation from high school or possession of a G.E.D.

Minimum Experience Requirements:

Eight (8) years of experience as a Journey-Level Lineworker of which three (3) years have been in a lead or supervisory capacity over an electric crew.

Acceptable Substitution:

None
License/Certifications:

• Possession of a valid Class C license at the time of appointment.

• Required to be rubber glove certified as a condition of holding the classification of Senior Electric Crew Foreperson at time of appointment.

Desirable Qualifications:

Possession of a valid Class A license is desirable.
SPECIAL CONDITIONS & REQUIREMENTS

• Incumbents of this classification may be required to work outside their regularly scheduled hours, and to be available for emergency and/or pre-arranged work whenever called upon.

• Incumbents of this classification may be subject to drug and/or alcohol testing as mandated by federal regulations.

• Must be able to perform all of the essential functions of the job assignment.

Follow this link to view the entire Class Specification, which includes more information on Typical Duties and Knowledge, Skills, and Abilities.
Candidates must attain a passing score on each phase of the examination process to qualify for the Eligible List. A department interview may be required prior to appointment.

Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application.
PERMANENT CITY EMPLOYEES PREFERENCE POINTS: Current permanent employee candidates who receive a passing score on the examination will have an additional five (5) points added to their final score.

City of Santa Clara Benefit Summary Overview for Bargaining Unit #3

International Brotherhood of Electrical Workers Local #1245 (IBEW)
This summary provides a brief overview of the City of Santa Clara's benefits available to Bargaining Unit #3 employees in 2026. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager's Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement:

• Membership in the California Public Employees Retirement System (CalPERS)
  • Classic Employees: 2.7% @ age 55 formula - employee pays 8.00% of gross pay, minus $61 bi- weekly
  • New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
• Medicare and Social Security (FICA)
  • Employee pays 6.20% up to $11,439 (Social Security) and 1.45% (Medicare) of gross pay

Health Insurance:

• City contribution up to $3,039.04/month, based on enrollment in a CalPERS health plan
• Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
• If an employee enrolls in an employee only plan with a premium that is less than the Kaiser (Region 1) plan for Employee Only, they will be paid the difference in cash
• If an employee enrolls in an employee plus one plan with a premium that is less than the Kaiser (Region 1) plan for Employee + 1 Dependent, they will be paid the difference in cash
• If an employee enrolls in a family plan with a premium that is less than the Kaiser (Region 1) plan for Employee + 2 or More Dependents, they will be paid the difference in cash
• Coverage is effective as early as the first day of the month after date of hire

Dental Insurance:

• Choice of two Delta Dental plans; enrollment is mandatory
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Vision Insurance:

• Choice of two VSP plans
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Voluntary Employee Beneficiary Association (VEBA):

• City contributes $100.00 a month toward employee's VEBA account
• Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)

Life Insurance:

• City pays for $25,000 of Basic Life Insurance coverage
• Coverage is effective the first of the month after one calendar month of employment
• Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children

State Disability Insurance (SDI):

• Employee pays 1.3% of gross pay (includes Paid Family Leave)
• 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Paid Family Leave (PFL):

• Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
• No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Deferred Compensation:

• Voluntary plan through Nationwide Retirement Solutions
• Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules

Flexible Spending Account (IRS Section 125 Plan):

• Employee may contribute up to $3,400 per year in pre-tax dollars to a health care spending account
• Employee may contribute up to $7,500 per year in pre-tax dollars to a dependent care spending account
• Employee may contribute up to $340 per month in pre-tax dollars to a commuter benefit plan

Vacation:

• Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
  • For 1 - 4 years of service: 10 days (80 hours)/year
  • For 5 - 9 years of service: 15 days (120 hours)/year
  • For 10 - 15 years of service: 20 days (160 hours)/year
  • For 16 - 20 years of service: 22 days (176 hours)/year
  • For 21+ years of service: 24 days (192 hours)/year
• Maximum vacation accrual is 400 hours
• Once per year, employees can elect to convert up to 40 hours of accrued vacation to cash to be paid out the following calendar year

Sick Leave:

• Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
  • Up to 48 hours/year of accumulated sick leave may be used for family illness
  • Up to 32 hours/year of accumulated sick leave may be used for personal leave
• Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
• Partial sick leave payoff provision on retirement depending on years of service

Compensatory Time Off (CTO):

• Employees may accrue CTO in lieu of overtime hours up to a maximum of 240 hours
• 16 hours of PCTO is credited to employees each January 1st (prorated if hired after January 1st)

Holidays:

• Fourteen (14) paid eight-hour holidays per year (including Lincoln's Birthday)

Footwear, Safety Clothing, and Tools:

• Reimbursement up to $280/fiscal year for eligible classifications (per MOU)

Night Shift Premium:

• 5% night differential is available for Electric and Water System Operators and staff at the DVR Power Plant, depending on shift, assignment, and/or other requirements

Tuition Reimbursement Program:

• Up to $2,000 per fiscal year for tuition reimbursement

Employee Assistance Program:

• Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
• City paid benefit

Retiree Medical Reimbursement Program:

• Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
• Up to age 65, retirees are eligible for reimbursement up to $438/month in 2026 (amount adjusted annually)
• After age 65, retirees are eligible for reimbursement up to $262/month in 2026 (amount adjusted annually)

01

Each applicant must complete this supplemental questionnaire as a part of the application screening and selection process. The information you provide will be reviewed and used to determine your eligibility to move forward in the selection process. Incomplete responses, omissions, stating "see resume" or partial information may result in disqualification from the selection process. Do you agree to answer each supplemental question completely, and in your own words (without the use of generative Artificial Intelligence tools, including but not limited to Chat GPT, Microsoft AI, or any other AI tool), and that your responses can be verified from information included within your application?

• Yes
• No

02

Please select the option below that best describes how you meet the minimum qualifications for Senior Electric Crew Foreperson.

• I graduated from high school or possess a G.E.D. AND possess eight (8) years of experience as a Journey-Level Lineworker of which three (3) years have been in a lead or supervisory capacity over an electric crew. Please upload your Journey Lineworker certification with your application.
• I do not meet the minimum qualifications.

03

Please describe how your education and experience meet the minimum qualifications of this position.
04

Please select which option applies to the license re