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Avista Utilities Apprentice Lineman-1 in United States

Description

Closes: February 09, 2022Salary: $34.04 per hour, step 1 of 7-step progression

Job Description

The Avista Utilities Candidate Pool for Apprentice Lineman is being opened to identify qualified candidates interested in the Lineman Apprenticeship. Locations and assignments will vary. Apprenticeships will require apprentices to relocate for training as part of the job. Upon completion of the apprenticeship, journeyman opportunities may not be in work locations that the apprentice had trained in. This is the first of a seven-step progressive apprenticeship consisting of 7,000 hours.

Requirements

Applicants for apprenticeship must be age 18 or older, hold a valid Class A Commercial Driver’s License, and have at least 6-months of utility or related construction experience, or have graduated from an electric line school. Selected applicants will participate in an aptitude test at their nearest third-party testing location. If candidates receive a "recommend" result they will be invited to field performance evaluations (1-3 days) as part of the application process at Avista’s Jack Stewart Training Center in Spokane, Washington.

To Apply

Please complete an online application and upload copies of the following documents to your profile (required). Acceptable document types: Word, .pdf, .jpg. Name your documents so they can be easily identified. For example: “Resume-Jan 2021.docx" or “CDL-Jan 2021.jpg”. All documents must be attached to your application at the time of submitting your application for review. No documents can be attached after you click "Submit". All documents 1-4 are required.

  • Class A Commercial Driver’s License (CDL)

  • Current, state-issued driver’s abstract (no older than 6 months)

  • High School/GED Transcript

  • Resume showing 6-months utility or related construction experience, or line school transcript/certificate

  • Letters of recommendation (optional)

Important COVID-19 Guidance for Candidates:

Avista Corporation is currently required under state law to provide workers who are vaccinated against COVID-19 for certain projects with state agencies. Additionally, Avista Corporation anticipates that in the near future, it may be required under law to ensure that all employees are vaccinated against COVID-19, unless they have an approved exemption and accommodation for a medical condition or a sincerely-held religious belief precluding vaccination. By completing this application, you certify that you understand and acknowledge this potential for a mandatory vaccination policy.

Pre-employment screening requirementsEmployment is contingent upon the successful completion of a drug test, background check and motor vehicle records review.

This position is considered safety-sensitive under the Department of Transportation regulations 49 CFR Part 40 and may be subject to pre-employment drug and/or alcohol testing as well as other testing and training requirements as mandated by federal law.

Avista’s Commitment to Equal Opportunity and Affirmative Action Avista is committed to the goal of Equal Opportunity Employment and Affirmative Action. All qualified applicants will be considered regardless of race, color, religion, national origin, sex, gender identity, sexual orientation, marital status, age, sensory, mental or physical disability (unless based upon a bona fide occupational qualification), Veteran status or any other classification protected by nondiscrimination law.

Please view Equal Employment Opportunity Posters provided by OFCCP here (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) . Avista will make reasonable accommodation to assist a qualified person with a disability in the job application, interview process, and to perform the essential functions of the job whenever possible, where undue hardship would not be created for Avista. Please let us know if you would like assistance.

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. 41 CFR 60-1.35(c)

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