Building Inspector Certification
Effective July 1, 2019
Building Inspector Certification Salary
Certification Point Values
Credit will be given for either the Oregon/ICBO or the ICC certification - not both.
| Certification | Point Value |
|---|---|
| "A" Electrical Inspector (Oregon only) | 7 |
| Dwelling Electrical Inspector (Oregon only) | 5 |
| "A" Plumbing Inspector (Oregon only) | 4 |
| Dwelling Plumbing Inspector (Oregon only) | 3 |
| Oregon Specialized Electrical Inspector** | 2 |
| Oregon Specialized Plumbing Inspector** | 2 |
| OR ICC Commercial Building Inspector* | 3 |
| OR ICC Residential Building Inspector* | 1 |
| OR ICC Residential Plans Examiner* | 3 |
| OR ICC Building Plans Examiner* | 3 |
| OR ICC Commercial Mechanical Inspector (1.5) and Mechanical Plans Examiner (1.5)* | 3 |
| OR ICC Residential Mechanical Inspector* | 1 |
| ICBO or ICC Fire Inspector I* | 1 |
| ICC Fire Inspector II* | 1 |
| Life Safety/Sprinklers (Oregon) or Fire Plans Examiner * | 3 |
| Accessibility Inspector/Plans Examiner | 1 |
| Manufactured Homes (Oregon only) | 1 |
| Park/Camp (Oregon only) | 1 |
| Lead Inspector Duties | 1 |
| Senior Inspector Duties | 7 |
| TOTAL POINTS | 53 |
* Oregon Inspector Certification required, and must demonstrate knowledge of Oregon amendments in applicable area to satisfaction of Building Official.
** Employees who have “A” Plumbing or “A” Electrical Inspector certification will not be eligible for the Specialized Plumbing or Electrical Inspector certification.
- Details
Nonbargaining Salary Schedule
Effective January 1, 2025
| Job Title | Step 1 | Step 1 | Step 2 | Step 2 | Step 3 | Step 3 | Step 4 | Step 4 | Step 5 | Step 5 | Step 6 | Step 6 | Step 7 | Step 7 | Step 8 | Step 8 |
|---|
- Details
AFSCME Salary Schedule
Effective January 1, 2025
| Job Title | Step 1 | Step 1 | Step 2 | Step 2 | Step 3 | Step 3 | Step 4 | Step 4 | Step 5 | Step 5 | Step 6 | Step 6 |
|---|
- Details
Our Mission, Vision, and Values
Mission
We are dedicated to maximizing the potential of our greatest asset – our employees.
Vision
Innovative partners fostering highly effective teams.
Values
Integrity, service oriented, effective communication, modeling leadership, quality service.
- Details
Notice of Nondiscrimination in the Provision of City Services
Please note: the information below is limited to nondiscrimination in employment decisions, not general accessibility complaints. Visit our accessibility page if you are looking to provide feedback on accessibility issues in City facilities or with City services.
The City of Albany does not discriminate in the provision of services based on race, ethnicity, color, national origin, sex, marital status, sexual orientation, age, religion, disability, veteran status, or other protected status in accordance with all state and federal laws.
Complaint Procedure
A person believing that he or she has been denied a City service because of his/her protected status as defined in federal or state law; or who has been otherwise discriminated against in the provision of City services because of their protected status, should contact the City's Human Resources Director (HRD). Complainants are encouraged to come forward as soon as possible after the occurrence of the alleged discriminatory conduct. A written complaint will ensure that the alleged conduct is stated in the complainant's own words. The HRD will ask the complainant to provide specific information, including: date, time and location of incident(s); to the extent known, the names and job titles of persons involved; a concise statement of the facts constituting the alleged discriminatory conduct; names of witnesses, if any; and the complainant's full name, address, telephone number, and email address.
Upon receiving the complaint, the HRD will consult with the director of the department in which the alleged discrimination occurred. The director will be provided an opportunity to investigate the matter (unless the complaint is against the director) and report back to the HRD. The HRD will determine whether further investigation is necessary and, if so, who will conduct the investigation. The HRD may consult with the City Manager and/or City Attorney at any time during this process.
It is the intent of the City to investigate discrimination complaints promptly and efficiently. Although it is hoped that an investigation can be completed within fourteen (14) days, some investigations may require more time. In such cases, the HRD will keep the complainant advised of the status of the investigation no less frequently than every fourteen (14) days.
At the conclusion of the investigation, the affected department director, HRD and City Manager will review the findings and collectively determine whether discrimination has occurred and an appropriate remedy, if warranted. The determination and remedy, if any, will be communicated to the complainant by the HRD and/or affected department director.
As it is the City's desire to resolve complaints amicably, the City may engage the complainant in conciliation discussions at any time before, during or after the investigation.
Retaliation Prohibited
Retaliation against an individual who reports discrimination, whether or not merit is found; testifies, assists, or participates in any manner in an investigation, proceeding, or hearing regardless of the outcome of the complaint, is prohibited. An employee who engages in retaliatory acts against a complainant may be subject to discipline up to and including discharge.
Other Complaint Procedures
Nothing in these procedures should be construed to limit a complainants' right to file a complaint with the appropriate state or federal agency that regulates the service in question or that adjudicates claims of discrimination.
Contact
Holly Roten
Human Resources Director
City of Albany
P.O. Box 490
Albany, OR 97321
541-917-7506
- Details
