Motor/Pump Technician

Colorado State University
Fort Collins, Colorado, United States
28 Feb 2018
End of advertisement period
28 Mar 2018
Contract Type
Full Time

Description of Work Unit

Facilities Management provides quality services in order to maintain the campus buildings mechanical and HVAC&R systems for the benefit of the University. The goal is to provide a safe and comfortable environment conducive to the educational and research requirements of Colorado State University.

Position Summary

The Motor / Pump Technician provides the physical mechanical support repair, installation and preventive maintenance services on HVAC equipment to include but not limited to fans, pumps, motors, belts, shafts, bearings, lubricants and associated equipment. This position prepares reports and monitors contract services such as mechanical alignment, balance and Vibration Analysis readings.

Minimum Qualifications

Three years of progressively responsible experience installing, repairing, and maintaining hydronic pumps within an industrial environment.



Preferred Qualifications

The highly desired candidate will possess the following knowledge, skills, abilities, personal characteristics, and experience directly related and critical to this position:

  • Demonstrated knowledge of rotating mechanical equipment.
  • Knowledge of preventative maintenance related to HVAC, vibration analysis, and data collection/management.
  • Demonstrated experience working with pump seals.
  • Ability to work independently with minimal supervision.
  • Strong attention to detail and pride in the quality of work.
  • Demonstrated written communication skills.
  • Ability to prioritize and organize daily work tasks/responsibilities.
  • Demonstrated interpersonal and customer service skills.

Essential Job Duties

Job Duty Category Hydronic Pumps, Motor, Fans and Hood Repair Duty/Responsibility

  • Repair, maintain, install, analyze, and overhauls all hydronic pumps, motors, moving supply fans, exhaust fans, including fume hood motors.
  • Components included: bearings, shafts, pump seals, motor mounts, belts, and sheaves.
  • Perform routine maintenance on these systems according to equipment manufacturer recommendations.

Percentage Of Time 50% Job Duty Category HVAC Mechanical System Repair Duty/Responsibility

  • Plan and perform corrective repairs of HVAC mechanical systems.
  • Rebuilding or replacing fatigued bearings, worn pump seals, worn motors, pump, fan, shafts, and or other worn or loose parts as needed, using general/accepted shop practices and equipment.
  • Repair or upgrade proper drive systems by fabricating or replacing and installing the proper parts for improved operations while consulting a mechanical engineer as needed.

Percentage Of Time 30% Job Duty Category Alignments - Motor, Pump Shaft, Fan Belt Duty/Responsibility

  • Perform motor, pump, shaft coupling alignments, motor, fan belt sheave alignments on heating and cooling equipment by use of a reverse dial indicator, straight edge, shims, or a laser alignment tool for correct alignment in both new installation and existing equipment.

Percentage Of Time 10% Job Duty Category Mechanical Equipment & Parts Duty/Responsibility

  • Assume mechanical responsibility within university community by investigating work orders produced by Facilities Operations dispatcher on system.
  • Disable equipment access, service order, department equipment, research equipment, and general campus upkeep, by replacing, repairing, rebuilding, inspecting, fabricating, ordering parts and materials to perform tasks.
  • Respond to emergency outages and failures.
  • Attend scheduled training, read and understand policy and procedures, time recording or work, attend workshops/shop meetings, in addition to other duties as assigned.

Percentage Of Time 10%

Special Instructions to Applicants


  • Clearly document job duties you have performed that relate to minimum qualifications, preferred qualifications, and essential job duties in the Work Experience section on the application. Human Resources 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 Human Resources can calculate full-time work 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.
    • Positions requiring a degree or if using education as a substitution for work experience (e.g.: Associate or Bachelor’s) transcripts are required in order to verify receipt of the required degree or coursework. If official or unofficial transcripts are not supplied at the time of application, the Application is incomplete.


  • 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.
  • Resumes will not be accepted in place of a completed application; however, some positions may still require a resume as a component for complete application materials.
    **Please see the Required Documents section of the posting.


  • The selection process for State Classified positions may include an exam(s), which 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 In addition to your Inbox, remember to check the Deleted and Junk folders for these important communications.
  • Pertinent updates to your Application status can be obtained by logging into your application account at


  • Please check the Help link online at 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 (970) 491- MyHR(6947).

Conditions of Employment

Pre-employment Criminal Background Check (required for new hires), Pre-employment Physical, Valid Driver’s License - CO regular, Shift Work - May be required to work a rotating schedule to extend operational hours up to 12am. May be required to work weekend shifts as necessary.

EEO Statement

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.

The Title IX Coordinator is the Executive Director of the Office of Support and Safety Assessment, 123 Student Services Building, Fort Collins, CO 80523 -2026, (970) 491-7407.

The Section 504 and ADA Coordinator is the Associate Vice President for Human Capital, Office of Equal Opportunity, 101 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-5836.

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

A standard appeal form is available at: 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.