ESSENTIAL DUTIES AND RESPONSIBILITIES include the following.
- Employee supervision and control (coaching and training).
- Interprets company policies to workers and enforces safety regulations.
- Evaluates written data such as job orders, product specifications and operations sheets, parts and materials inventory lists, and machine and worker production rates, to establish efficient allocation and scheduling of parts, materials, machines, and sequences of operations and workflow.
- Confers with production personnel to resolve problems affecting production schedules.
- Determines work procedures, prepares work schedules, and expedites workflow.
- Approve / Deny Vacation Requests and perform employee annual and 90 day new hire reviews.
- Studies and standardizes workflow procedures to improve efficiency of subordinates.
- Studies production schedules and dispatch list and coordinates hourly requirements for completion of job assignment.
- Interprets specifications, blueprints, and job orders to workers, and assigns duties.
- Analyzes and resolves work problems or assists workers in solving work problems.
- Initiates or suggests plans to motivate workers to achieve work goals.
- Maintains time and production records and maintains indirect labor within budgets.
- Confers with other supervisors to coordinate activities of individual departments.
- Reports machine and equipment malfunctions to maintenance personnel.
- Ensures that all employees are adequately trained to perform assigned work in an efficient, high-quality manner.
- Works with individual employees to help them become more efficient and productive.
- Enforces company policies and procedures, including but not limited to start time, breaks, quit time, smoking policy, safety and security practices and policies, company's ISO-9001 rated quality system, accurate and efficient timekeeping.
- Ensures that production schedules are met.
- Ensures appropriate level of cross-training to be ready to support varying demands and schedules.
- Schedules overtime as necessary to expand capacity to meet demand; maintains control to ensure that no employee works excessive overtime unless pre-approved by the director of manufacturing.
- Notifies production planning of schedule inaccuracies and inadequacies so that root cause solutions can be implemented.
- Develops and/or evaluates appropriate operating and financial metrics and measurements to understand the department's current performance and implements appropriate actions and programs/processes to drive improvements.
- Alerts manager to any potential outsourcing which may be required to meet schedules.
- Alerts human resources and manager as soon as possible regarding personnel needs - hiring, transfers, etc.
REQUIRED COMPETENCY To perform the job successfully, an individual should demonstrate the following competencies:
- Problem solving - identifies and resolves problems in a timely manner; gathers and analyzes information skillfully.
- Develops alternative solutions.
- Works well in group problem solving situations.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. It is desirable but not required for the supervisor to have training and expertise in the area supervised (e.g., machining, sheet metal, etc.) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE: Associate's degree (A. A.) from two-year college or technical school and 3 years; or five to seven years related experience and/or training; or equivalent combination of education and experience.
LANGUAGE SKILLS: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
MATHEMATICAL SKILLS: Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry.
REASONING ABILITY: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram and schedule form.
COMPUTER SKILLS: To perform this job successfully, an individual should have knowledge of the company's manufacturing software, ERP and planning systems, along with functional knowledge of Microsoft Excel and Microsoft Word.
PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand, walk, and talk or hear. The employee is occasionally required to sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus.
WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently exposed to moving mechanical parts. The noise level in the work environment is usually moderate.
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)
