Fleet Service Manager Jobs in Perry, MI (NOW HIRING)

Salary : $58,085.87 - $67,737.07 Annually
Location : Fleet Services, 530 E. South Street, Lansing, MI
Job Type: Full-Time
Job Number: 00440
Department: PUBLIC SERVICE
Division: Fleet
Opening Date: 08/07/2025
Closing Date: Continuous
Job Advertisement
The City of Lansing is seeking to fill four Fleet Mechanic positions within the Fleet Services Division of the Public Service Department. In this position, maintenance, repairs, installation, inspections, and more are performed on City of Lansing Medium/Heavy duty trucks and equipment. This would be a great opportunity for those interested in applying and developing their specialized diesel mechanic skills. The City of Lansing offers a competitive wage and benefits package including medical, vision, dental, paid vacation, sick and holiday leave, professional growth and educational opportunities, and a stable work environment. In addition, the City also offers the Fleet Service Mechanic Certification Program, in which an annual stipend will be paid to those who have attained certain certifications (refer to end of job posting for details).
Responsibilities include, but are not limited to:

• Performs preventative maintenance inspections on fleet vehicles and equipment (i.e. cars, generators, trucks, complex construction equipment, fire apparatus and other related powered equipment).
• Mounts and repairs specialized equipment, designs and fabricates devices using welding and cutting equipment.
• Cleans and disinfects vehicles involving bodily fluids.
• Installs equipment on trucks including snow-plows and frames, underbody scrappers, dump truck bodies, saltboxes, sand spreaders, and trailer hitches.
• Makes service calls driving a variety of vehicles/equipment, responding to vehicle/equipment breakdown outside of the complex in all weather conditions.
• Prepares and maintains handwritten and computer-generated work records of garage activities on a daily basis.

Education & Experience Requirements: The City of Lansing reserves the right to utilize equivalencies where deemed appropriate with regard to education and experience requirements.

• High School Diploma or GED; AND
• Four (4) years of experience in repairing Medium/Heavy duty (diesel) trucks, equipment and passenger vehicles; AND
• Two (2) years of experience in welding/fabrication.
• A combination of training and work experience may be considered.
• ASE Master Medium/Heavy Certification, highly preferred.
• Two (2) year certification in heavy trucks, preferred.

Special Requirements & Training: Failure to obtain or maintain job required qualifications will result in appropriate action consistent with the provision of the Appropriate Collective Bargaining Agreement or Personnel Rules.

• Applicants for this position must possess and maintain a valid Michigan CDL License, Group B, with Air Brakes and N Endorsement or obtain this license and endorsement within ninety (90) days of hire.
• Must participate in MDOT Drug & Alcohol program.
• Must participate in a Hepatitis B inoculation program at the City's expense.
• Must complete Industrial Truck Training and Certification.
• Must complete Blood Borne Pathogens Training.
• May require overtime or shift work for snow and ice control operations and other emergencies and/or other work assignments.
• May require shift changes.
• Must participate in LEIN/Law Enforcement Information Network (Fingerprinting) background check.

***Fleet Services Mechanic Certification Program
1. An annual stipend will be paid to Fleet Services employees who have attained certain
certifications as follows:
A. Level I- State Certification Master Heavy- $3,000 per employee per year.
B. Level II- ASE Master Heavy Certified- $5,000 per employee per year.
C. Level III- EVT Master Fire Apparatus Technician (must be ASE Master
Certified) - $7,000 per employee per year.
2. The City will reimburse the costs for taking examinations providing the employee
achieves a passing score. No reimbursement will occur in the event the employee
fails an examination. Reimbursement will be made in accordance with the Education
and Training Reimbursement provision of the parties' CBA. The benefit is separate
from the annual stipend for the certifications above.
3. All continuing education credit requirements necessary for ASE and EVT
certifications must be completed. All employees participating in the certification
program must complete a minimum of sixteen (16) hours of continuing education
credits each year.
4. On September 1 of each year, beginning September 1, 2015, all Fleet Services
employees shall present their credentials (documentation of a passing score or
certificate) to the Fleet Services Manager. An employee will be compensated for only
one level of certification. Compounding or pyramiding of stipends is not allowed.
The stipend will be issued in the paycheck for the first pay date in October of each
year. After processing the applicable stipend, a copy of all certifications shall be
forwarded to the HR Department and placed in their respective personnel files.
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
THERE ARE SEVEN (7) POSITIONS AVAILABLE FOR THIS POSTING.
FULL JOB DESCRIPTION AVAILABLE UPON REQUEST
HAND DELIVERED APPLICATIONS AND DOCUMENTATION WILL NOT BE ACCEPTED.
Application Special Instructions
***ATTACH CERTIFICATIONS/LICENSES with APPLICATION.
City of Lansing
U.A.W. Local #2256 Fringe Benefits Summary
Health Insurance: Coverage will be effective the first day of the month following your date of hire. However, there is a contract provision that in the event a new employee does not successfully complete his/her 120-day probationary period or terminates employment with the City of Lansing during his/her probationary period, said employee will be required to reimburse the City for all insurances premiums costs paid by the City. If an employee chooses the Base plan, they will be eligible for a $400 cash bonus annually. Cost of the Option 1 plan will be based upon the State Mandated Hard Cap amount, which changes annually. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:

• Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.
• Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.

• Option 2 - includes a $15.00 co-pay for office visits. Prescription drug co-pays are $0/$15/$40. Emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.

If the employee chooses to "buy up" to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Benefit summaries and rate sheets are available in the Department of Human Resources.
Opt out: Members of the bargaining unit, up to a maximum of fifteen percent (15%) of the bargaining unit, will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. When one (1) to nineteen (19) employees select to opt out of the City's health care plan, they will be eligible to receive $1800 in any year which they receive coverage from another source. When twenty (20) or more active employees elect to opt out of the City's Health Care plan in a Plan Year, they will be eligible to receive twenty-five hundred dollars ($2500) in any calendar year they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments unless the UAW member is in the Opt Out program on or before July 1, 2017.
Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City; coverage includes the employee and family members. Coverage is effective the first day of the month following thirty calendar days of service. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with an $1500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,000.00 lifetime maximum per person. Booklets and summaries are available in the Department of Human Resources.
Vision Plan: Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses, and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.
Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse $50,000
Unmarried child, age
14 days to 6 months $ 500
6 months to 23 years $ 2,500
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $2,500 per plan year.
Sick and Accident Insurance: Employees will be eligible for a twenty-six (26) week sickness and accident policy that includes a benefit beginning on the eighth (8) day.
following accidents and the fifteenth (15) day following illnesses. The weekly benefit will be 66 2/3's percent of the employee's weekly wage, with a maximum benefit of $1,500.
Bereavement: At the time of the death of a spouse, child, stepchild, parent, stepparent and parent of a current spouse, an employee will be entitled to use a maximum of the next five (5) working days with pay, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, to make arrangements and attend the funeral for child-by-law, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law, grandchild, aunt and uncle.
Holidays: Employees will be eligible for holiday pay for the following holidays:
New Year's Day
Martin Luther King Jr. Day
Good Friday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Longevity: Longevity bonuses will be paid to employees as follows:
5 but less than 10 years of service 2%
10 but less than 15 years of service 4%
15 but less than 20 years of service 6%
20 but less than 25 years of service 8%
25 years or more of service 10%
Following completion of five (5) years of continuous full-time service by October first of any year and continuing in subsequent years, each employee will receive annual longevity payments as provided in the schedule. Payments to employees will be paid by December first.
No longevity payment as above scheduled will be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.
Vacation: A new full-time employee shall be credited with forty (40) hours vacation time credited to their leave bank following 6 months of service. After the first year of service the regular full-time employee will receive an additional forty (40) hours of vacation time credited to their leave bank. In subsequent years two (2) years through five (5) years of service, employees receive 10 days' vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 workdays.
Personal Leave: Employees receive two (2) personal leave days annually on January first or at time of hire. Personal days must be used by December 31, or they will be forfeited.
Sick Leave: Employees will be credited with 3.70 hours of sick leave each pay ending
(Approximately (1) one day per month). Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave cre