EMCOR Government Services offers an experienced single-source solution for meeting the routine and mission-critical needs of federal, state, local and other government organizations. By combining our expert professional technicians, commercial best practices, extensive facilities knowledge and strong commitment to reliable, responsive service, we enable our government clients to achieve consistently high-performance facilities, on-time projects and long-term value.
Essential Duties and Responsibilities:
To troubleshoot, repair and service various types of HVAC equipment including, but not limited to the following:
- Large Air Handlers
- Split Systems - up to 50 tons
- Package units 2-100 tons
- Built-up systems up to 200 tons
- VAV systems, single and dual duct
- Pneumatic controls
- Hot water boilers up to 2 MBTU
- DDC controls
Able to analyze and perform necessary repairs/maintenance related to controls, mechanical failures, motors, drives, manufacturers preventative maintenance, air balancing, brazing, refrigerant handling, etc., able to operate related measuring, diagnostic and testing instruments. Must have the ability to multi-task, be organized, attention to detail, dependable, own hand tools, and be a team player.
- 10+ years of commercial air conditioning experience
- 4 year apprenticeship program or technical schooling
- Rule 1415 certified
- EMS experience a plus (Staefa/Siemens)
- Valid drivers license
- Must be willing to submit to a drug screen/background check
- Unless a higher degree is specified in this job posting, all positions require a minimum high school diploma or equivalent (GED).
We offer our employees a competitive salary and comprehensive benefits package and are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer - Veterans/Disabled.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.