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Commission debates mechanic hiring rules, CDL requirement and pay competitiveness
Summary
City staff and commissioners debated changing the full-time mechanic hiring requirements — whether to require a CDL at hire, allow certifications to be obtained within a year, and whether to raise starting pay to compete with private employers; staff will consult the union and bring a revised job ad to the March 4 meeting.
City staff and members of the Moraine Merit System Commission spent the bulk of the meeting discussing how to fill a vacant full-time mechanic position and whether the city—s hiring requirements and starting pay are deterring applicants.
A city staff member (identified in the transcript as Speaker 5) reviewed prior hiring criteria used in 2016 and 2021, saying past job postings required a minimum of five years—experience, specific automotive certifications (ASCs), and that newly hired mechanics historically had to obtain a commercial driver—s license (CDL) within one year. Speaker 5 said current market conditions make that formula difficult: local private employers and dealerships are reportedly offering roughly $30 an hour for technicians with little experience and experienced mechanics can command more, while the city—s entry pay was reported at about $22—$23 an hour.
"I think we need to make them have a CDL," Speaker 5 said, arguing a clearer requirement could mirror the street-maintenance position. Staff also described that a previously available low-cost municipal CDL program in West Carrollton (about $1,200) is no longer available; current private training commonly costs $4,000—$5,000 and requires about 40 hours of classroom and 40 hours of driving time, which makes obtaining a CDL soon after hire difficult for new employees.
Commissioners discussed whether the vacancy should be filled via the entry-level testing process or through a lateral hire; staff said the lateral policy and testing processes were established previously and that union rules may affect options. Several commissioners suggested alternatives to widen the applicant pool: reducing experience requirements, requiring only that ASCs be obtained within the first year while keeping the new hire on probation until certifications are complete, or pursuing lateral recruitment for experienced mechanics from other municipal departments.
Staff also flagged an upcoming promotional need: an operator II vacancy could arise in April or May, prompting a promotional test. Speaker 5 reported one employee has "raised a stink" and threatened legal action over testing rules; staff said they would investigate and present options at the March meeting.
Commissioners did not adopt any immediate changes at the meeting. Staff said they would consult the union and return with a revised job ad and recommendations at the commission—s next scheduled meeting (tentatively set for March 4 at 9 a.m.). The meeting record did not include any formal change to pay scales or a binding policy change during this session.
