Sustainability Coordinator 35
City of Lansing, Michigan
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Benefits offered by this job
Job summary
The City of Lansing is seeking a motivated Sustainability Coordinator to lead and support initiatives that strengthen our community and environment. The role requires knowledge of climate action, renewable energy, alternative transportation, waste reduction, sustainable food systems, and water protection.
Ideal candidates have a Bachelor’s degree in related fields, 3+ years of grants experience, and strong skills in stakeholder engagement and circular economy policy.
Qualifications
- Bachelor’s degree from an accredited college or university in Urban Planning, Public Policy, Sustainability, or a related field.
- At least 3 years researching external funding opportunities, writing and managing grants and project implementation.
- At least three years of professional experience in sustainability, materials management, economic development, or related areas.
- Experience with circular economy principles, policy development, stakeholder engagement and program implementation.
Responsibilities
- Support new and existing sustainability projects and initiatives.
- Identify and research local, state, federal, and private funding opportunities for sustainability goals.
- Write grant proposals, letters of inquiry, and supporting documents tailored to funders’ requirements.
- Track grant submissions and reporting deadlines using a grants management system or spreadsheet.
- Manage project implementation for grants received.
- Assess the City’s material flows and waste streams to identify circularity opportunities.
Skills
Education
Tools
Job description
The City of Lansing is seeking a motivated, goal-driven Sustainability Coordinator to lead and support initiatives that strengthen our community and environment. We’re looking for someone with experience in sustainability programming and knowledge of climate action, renewable energy, alternative transportation, waste reduction, sustainable food systems, and water protection.
This is a great opportunity to build meaningful relationships with City employees, neighborhood associations, educational institutions, City boards and commissions, and members of the community while making a positive impact throughout Lansing.
The City of Lansing offers a competitive wage and benefits package, including medical, vision, and dental coverage, as well as paid vacation and sick leave.
- Must possess and maintain a valid Michigan Driver License, or be able to transport self to off-site locations as necessary
- Work schedule requires flexible working hours to include evenings and weekends
- Bachelor’s Degree from an accredited college or university in Urban Planning, Public Policy, Sustainability, or a related field
- At least (3) years of experience researching external funding opportunities, writing and managing grants and project implementation.
- At least three (3) years of professional experience in sustainability, materials management, economic development, or related areas.
- Experience with understanding of circular economy principles and practices, policy development, stakeholder engagement and program implementation.
- Overall support for new and existing sustainability projects and initiatives
- Identify, seek, and research local, state, federal, and private funding opportunities that align with sustainability goals and priorities along with administering grant funding not overseen by other departments
- Write compelling, clear, and persuasive grant proposals, letters of inquiry, and supporting documents tailored to each funder’s requirements
- Track grant submissions, award decisions, and reporting deadlines using a grants management system or spreadsheet
- Manage the project implementation for grants received
- Conduct baseline assessments of the City’s material flows, waste streams, and resource use Identify opportunities for circularity in priority sectors (construction, food systems, textiles, plastics, electronics, etc.)
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.
See links below for our Anti‑Retaliation and Anti‑Religious Discrimination and Religious Accommodation Policies:
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https://content.civicplus.com/api/assets/0a11cd2e-db10-4829-aea2-9d71ef7d8b02?cache=1800
We shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. 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.
Effective February 1, 2013 employees will be eligible for Blue Cross Blue Shield VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses and frames, and contact with a co‑pay.
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. Any employee who opts out of the City’s health care plan will be eligible to receive $1800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period of time 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.
The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with an $1,500 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. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Personnel Department.
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.
The City pays the premium for $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 $25,000
- Unmarried child, age 14 days to 6 months $ 500
- 6 months to 23 years $ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Personnel Department.
All newly hired employees, other than detention officers, will be considered probationary employees for six (6) calendar months after hire. An additional six (6) month extension may be considered, with notification to the Union. Detention Officer’s probationary period is twelve (12) calendar months.
A new employee shall be credited with (10) ten days vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 10 days vacation per year. 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 work days.
At the time of the death of a spouse, child, step‑child, parent, step‑parent, and parent of a current or deceased 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 brother, sister, brother‑in‑law, sister‑in‑law, grandparents, grandparents‑in‑law, grandchild, niece, nephew, aunt, and uncle.
New Year’s Day
Martin Luther King Birthday
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 bonuses shall be paid to employees as follows:
- 5 but less than 10 years service 2%
- 10 but less than 15 years service 4%
- 15 but less than 20 years service 6%
- 20 or more years 8%
- 25 or more years 10%
Following completion of five (5) years of continuous full time service by October 1 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 1.
No longevity payment as above scheduled shall 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.
Employees receive three (3) personal leave days annually on January 1 or at time of hire. Personal days must be used by December 31 or they shall be forfeited.
Employees shall be credited with 3.7 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 credit shall be accrued by an employee during an unpaid leave of absence.
Employees who have accumulated sick leave bank of at least four hundred eighty (480) hours of sick leave shall have the option each year to receive reimbursement for up to four (4) unused sick days. The annual period for review for entitlement to this benefit is the period between October 1 and September 30. Sick leave reimbursement is based upon the employees' bargaining unit seniority date.
An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy.
Employees are eligible to participate in the City’s 457 Deferred Compensation Plans. Currently the City contracts with two vendors that employees may choose from; these plans are Voya and T. Rowe Price. Employee may contribute up to a maximum allowable by law annually through payroll deduction. For a bi‑weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Personnel Department.
Employees hired after May 19, 2014 will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012 the retirement multiplier for full time members that retire after that date will be one and two and one half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis. Vesting in after completion of eight (8) years of service.
In Addition The City Of Lansing And The Employee Will Each Contribute Three (3) Percent Of The Employee’s Gross Pay On a Bi-weekly Basis To The Defined Contribution Plan. The Plan Will Be Administered By Principal Bank. Employees Will Enroll And Self Direct Their Investment Options. Failure To Enroll Shall Result In The City Transferring Monies Into The Plan Which Shall Default To The Target Date Fund. At The End Of Eight Full Years Members Will Be Vested For All City Contributions. Should The Member Leave At The End Of Eight Full Years The Member Will Have The Following Options
- Lump sum payment subject to applicable taxes;
- Rollover monies into another tax deferred investment option; or
- Leave monies in the plan and continue to be invested tax deferred.
All employees hired after May 19, 2014 will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee’s wages per year. The account will be established to allow portability in the event that the employee separates from the City after a three (3) year vesting period.
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