small engine repairer

2 weeks ago

Lloydminster, Canada Novlan Bros Sales Partnership Full time
  • Work Term: Casual
  • Work Language: English
  • Hours: 3 to 25 hours per week
  • Education: Other trades certificate or diploma
  • Experience: 2 years to less than 3 years
  • or equivalent experienceWork site environment
  • Noisy
  • Dusty
  • OdoursWork setting
  • Relocation costs not covered by employerTasks
  • 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 equipmentCertificates, licences, memberships, and courses 
  • Small Equipment Mechanic Trade CertificationEquipment and machinery experience
  • Garden tractors
  • Gasoline-powered equipment
  • Lawn mowersWork conditions and physical capabilities
  • Manual dexterity
  • Attention to detail
  • Hand-eye co-ordination
  • Ability to distinguish between colours
  • Bending, crouching, kneelingOwn tools/equipment
  • Tools
  • Steel-toed safety bootsPersonal suitability
  • Client focus
  • Efficient interpersonal skills
  • Excellent oral communication
  • Judgement
  • Organized
  • Reliability
  • Team playerScreening 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 coverageOther benefits
  • Free parking availableSupport 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 experienceSupport 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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