Description of Work Unit
The Classroom Support Services (CSS) is a work unit within Academic Computing and Networking Services (ACNS). CSS provides central technical support for smart classrooms and instructional technology. Duties include equipment set-up, operations, maintenance, repair, technical support, training and related services. CSS provides these same services to the University community and guests who use these facilities.
The Electronics Specialist I exists to perform installation, maintenance and technical support duties as needed to support CSU’s classroom environment. Specific areas of focus include
audio visual (A/V) equipment installation, software installation, validation of custom control systems, repair of instructional
technology equipment and related electronic equipment located in University facilities.
Two years of technical experience supporting (troubleshooting, accessing/updating, and configuring) A/V equipment and software.
Substitutions Preferred Qualifications
The highly desired candidate will possess the following knowledge, skills, abilities, personal characteristics, and experience directly related and critical to this position:
- Two or four year degree in a field related to electronics, computer technology, engineering, or other fields requiring electronic communications equipment.
- Industry or military certifications related to electronics and/or AV equipment.
- Infocomm certifications as Tech Specialist.
- Crestron programming experience.
- Military, industry, or other work experience with electronic system controls and/or computer controlled systems.
- Ability to work independently and make decisions within a defined protocol.
- Ability to use tools for systems installations (drills, saws, test equipment).
Essential Job Duties
Job Duty Category Equipment Installation and Inventory Duty/Responsibility
- Perform installations and upgrades of A/V equipment (projectors, signal switchers, microphone systems, control systems, touch-screen devices) in classroom environment, as needed and based on available funds.
- Determine the most efficient method and order for hardware installation, adhering to local and industry standards and codes.
- Responsible for receiving, storing, organizing, and tracking of hardware inventory purchased for classroom support.
Percentage Of Time 55 Job Duty Category Service and Repair of A/V Equipment Duty/Responsibility
- Respond to trouble ticket requests related to A/V equipment not working properly.
- Independent diagnosis of a system, determining whether the resolution is hardware or software related to required. Issues are either successfully resolved or escalated to senior support staff.
Percentage Of Time 30 Job Duty Category On-site Technical Support Duty/Responsibility
- Provide on-site (in classroom) support of technology as needed for instructors as escalated from Tier I support in CSU Libraries.
Percentage Of Time 10 Job Duty Category Maintain Currency with Industry trends Duty/Responsibility
- Remain aware and educated regarding A/V technology trends through online resources, networking with co-workers when available, professional development outside of department, at CSU or external to the University.
Percentage Of Time 5
Special Instructions to Applicants
APPLICATION INSTRUCTIONS AND INFORMATION
- Clearly document job duties performed that relate to minimum qualifications, preferred qualifications, and essential job duties in the “Work Experience” section on the application. We must be able to evaluate your experience based on this information.
- Clearly outline dates of employment and hours worked per week for each employment experience listed in the Work Experience section of the Application so that we can calculate full-time experience.
- The APPLICATION is the only document that will be utilized to determine if minimum qualifications, as outlined in the job posting, have been met. The Application is considered to be the legal document on file; resumes will not be reviewed for minimum qualification requirements.
- If an Application is considered “Incomplete”, the application will be removed from consideration for the position.
- An Application is incomplete if no current/ previous employment is included in the Work Experience section of the Application.
- An Application is incomplete if “see resume” (or something similar) is noted, or previous employment does not contain job duties for every position in the Work Experience section of the Application.
- When a resume is listed as a required document, it may be used in the comparative analysis/ evaluation process to determine the candidates that most closely meet the qualifications of the position. This process occurs after an application has passed the minimum qualifications screening. **Please see the “Required Documents” section of the posting.
- Resumes will not be accepted in place of a complete application; however, resumes may still be required as a component of complete application materials.
- The selection process for State Classified positions may include an exam(s), which often requires candidates to physically appear (at the CSU campus in Fort Collins, CO) at the candidates’ own expense.
- All status updates for this position will be sent via email from firstname.lastname@example.org. In addition to your Inbox, remember to check in your Junk and Deleted folders for these important communications.
- Pertinent updates to your application status can be obtained by logging into your application account at https://jobs.colostate.edu
DEPARTMENT CONTACT INFORMATION
- Please check the “Help” link online at https://jobs.colostate.edu/help/ for assistance on your application or for answers to Frequently Asked Questions.
- All other inquiries should be directed to the Colorado State University Human Resources Office at the main phone line: 970-491-MyHR (6947).
Conditions of Employment
Pre-employment Criminal Background Check (required for new hires), Valid Driver’s License, Shift Work - 1pm-10pm Mon-Fri, Travel - Occasional in support of professional development, Special Requirements/Other - must be able to climb and work on ladders and in confined spaces (under floors and in ceilings)
Colorado State University is committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy and will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Colorado State University is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Colorado State laws, regulations, and executive orders regarding non-discrimination and affirmative action. The Office of Equal Opportunity is located in 101 Student Services.
Background Check Policy Statement
Colorado State University (CSU) strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks. The type of background check conducted varies by position and can include, but is not limited to, criminal (felony and misdemeanor) history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will be conducted when required by law or contract and when, in the discretion of the university, it is reasonable and prudent to do so.
Employment and Appeal Rights
If you receive notice that you have been eliminated from consideration for the position, you may protest the action by filing an appeal with the State Personnel Board/State Personnel Director within 10 days from the date you receive notice of the elimination. Also, if you wish to challenge the selection and comparative analysis process, you may file an appeal with the State Personnel Board/State Personnel Director within 10 days from the receipt of notice or knowledge of the action you are challenging.
Refer to Chapters 4 and 8 of the State Personnel Board Rules and Personnel Director’s Administrative Procedures, 4 CCR 801, for more information about the appeals process. The State Personnel Board Rules and Personnel Director’s Administrative Procedures are available at www.colorado.gov/spb.
A standard appeal form is available at: www.colorado.gov/spb. If you appeal, your appeal must be submitted in writing on the official appeal form, signed by you or your representative, and received at the following address within 10 days of your receipt of notice or knowledge of the action: Colorado State Personnel Board/State Personnel Director, Attn: Appeals Processing, 1525 Sherman Street, 4th Floor, Denver, CO 80203. Fax: 303-866-5038. Phone: 303-866-3300. The ten-day deadline and these appeal procedures also apply to all charges of discrimination.