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Work site environment
- Noisy
- Dusty
- Odours
Work setting
- Relocation costs not covered by employer
Tasks
- Diagnose and isolate faults on engines and motors
- Discuss work with supervisor
- Document inspections and tests made on engines and motors
- Estimate repair costs
- Review work orders
- Adjust, repair or replace parts using hand tools and equipment
- Test and adjust repaired equipment for proper performance
- Perform scheduled maintenance service on equipment
- Advise customers on work performed and condition of equipment
Certificates, licences, memberships, and coursesﾠ
- Small Equipment Mechanic Trade Certification
Equipment and machinery experience
- Garden tractors
- Gasoline-powered equipment
- Lawn mowers
Work conditions and physical capabilities
- Manual dexterity
- Attention to detail
- Hand-eye co-ordination
- Ability to distinguish between colours
- Bending, crouching, kneeling
Own tools/equipment
- Tools
- Steel-toed safety boots
Personal suitability
- Client focus
- Efficient interpersonal skills
- Excellent oral communication
- Judgement
- Organized
- Reliability
- Team player
Screening questions
- Are you available for shift or on-call work?
- Are you available for the advertised start date?
- Are you currently legally able to work in Canada?
- Do you currently reside in proximity to the advertised location?
- Do you have previous experience in this field of employment?
Health benefits
- Dental plan
- Disability benefits
- Health care plan
- Paramedical services coverage
Other benefits
- Free parking available
Support for persons with disabilities
- Provides physical accessibility accommodations (for example: ramps, elevators, etc.)
- Offers mentorship, coaching and/or networking opportunities for persons with disabilities
- Provides awareness training to employees to create a welcoming work environment for persons with disabilities
- Applies accessible and inclusive recruitment policies that accommodate persons with disabilities
Support for newcomers and refugees
- Supports social and labour market integration of newcomers and/or refugees (for example: facilitating access to community resources, language training, skills training, etc.)
- Recruits newcomers and/or refugees who were displaced by a conflict or a natural disaster (for example: Ukraine, Afghanistan, etc.)
- Supports newcomers and/or refugees with foreign credential recognition
- Offers mentorship programs that pair newcomers and/or refugees with experienced employees
- Provides diversity and cross-cultural trainings to create a welcoming work environment for newcomers and/or refugees
- Does not require Canadian work experience
Support for Veterans
- Participates in a government or community program or initiative that supports Veterans
- Offers mentorship, coaching and/or networking opportunities for Veterans
- Provides awareness training to employees to create a welcoming work environment for Veterans
- Recruits Veterans and other candidates with military experience through targeted hiring initiatives (for example: job fairs, outreach programs etc.)
- Offers workshops, counselling services or other resources to help Veterans navigate their transition into the civilian workforce (for example: adapting to different organizational structures)
- Supports Veterans in translating their military skills and experience into the language of the civilian job market
- Offers flexible onboarding options to allow Veterans to gradually adapt to the civilian workplace (for example: gradually increasing hours and responsibilities, etc.)
Support for Indigenous people
- Participates in a government or community program or initiative that supports Indigenous people
- Offers mentorship, coaching and/or networking opportunities for Indigenous workers
- Provides cultural competency training and/or awareness training to all employees to create a welcoming work environment for Indigenous workers
Support for mature workers
- Participates in a government or community program or initiative that supports mature workers
- Applies hiring policies that discourage age discrimination
- Provides staff with awareness training to create a welcoming work environment for mature workers
- Offers mentorship, coaching and/or networking opportunities for mature workers
- Offers phased retirement options that allow mature workers to gradually reduce their workload (for example: flexible or reduced work hours, part time employment, project-based or seasonal work, etc.)
- Offers phased re-entry options for mature workers who are returning to work after retiring (for example: gradually increasing hours and responsibilities)
- Provides workspace accommodations, such as age-appropriate ergonomic considerations, to meet the physical needs of mature workers (for example: adjustable desks and chairs, accessible parking, etc.)
Supports for visible minorities
- Applies hiring policies that discourage discrimination against members of visible minorities (for example: anonymizing the hiring process, etc.)
- Offers mentorship programs that pair members of visible minorities with experienced employees
- Provides diversity and cross-cultural training to create a welcoming work environment for members of visible minorities
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