Production Supervisor-Assembly Shop (3rd shift)

Summary

Supervises and directs the activities in one or more work stations in an efficient manner to achieve the Company goals for safety, quality, productivity, and on-time delivery.

Responsibilities

1. 1. Hiring – Determine duties to be performed and recommend the best qualified candidate.  This includes assisting in the development of job descriptions and interviewing candidates.
   2. Orient & Train – Provide appropriate orientation for new employees.  Training is an ongoing activity, crucial for new staff as well as for long-term staff who take on new responsibilities or who experience changes in the way their existing duties need to be performed. Those who take on new responsibilities or experience job changes typically need additional direction and guidance for a period of time until the new work becomes more familiar.
   3. Assign work – Assign certain duties to employees, explaining how those duties are to be done (i.e. what level of performance will meet the supervisor’s expectations) and communicate how the successful performance of those duties will be measured.  Ensure that the employee is working under a current job description and in a classification appropriate to the duties.
   4. Evaluate Performance – Proper attention to performance evaluation during the probationary period and carefully considered decisions as to whether the employee should pass probation can be critical. The initial probationary period is your opportunity to judge the suitability of an employee for a specific position. If you have any concerns about an employee’s performance during probation, contact the Human Resources department for assistance.  Under certain circumstances a probationary period may need to be extended, or the employee released during his/her probation.  After probation is complete, continue to have regular, ongoing discussions during which you can provide feedback throughout the year; complete a specific written appraisal at least once annually.  Sample appraisal forms are located on the SWE intranet under the HR forms directory for more information.
   5. Reward Performance – Recommend performance awards and/or merit increases when appropriate. As merit increases and award programs are implemented, supervisors will receive information for their eligible employees. (This does not apply to union employees which are covered under a specific negotiated contract)
   6. Approving Time Records and Requests for Time off – Sign weekly time and attendance records and approve requests for time off.  Your signature on a time record means you concur with the hours worked as recorded by the employee, including any overtime worked or time taken off. Company policy requires that overtime be approved in advance. SWE requires employees to complete a Vacation/Floating Holiday Request form, which is signed by the employee and the supervisor and then submitted to the Human Resource/Payroll Office for payroll processing.  Review the personnel policies or bargaining agreements for your staff and consult your Manager, HR or Payroll Representative for guidance. Complete policies or bargained agreements and request forms are available on the intranet under the HR forms directory.
   7. Resolve Complaints – Help employees address and resolve a wide variety of concerns and complaints. These typically involve job duties and job descriptions, performance standards, relations with coworkers, relations with supervisors and managers. SWE provides a variety of resources to employees and supervisors to assist them in resolving complaints: you, as the supervisor; the Operations Manager; the VP/Division Manager; the Director of Human Resources; etcetera.  Supervisors are responsible for being familiar with the options available and making referrals to employees.
   8. Discipline and Dismiss Employees – Address performance problems through corrective action and dismissal.  The Director of Human Resources provide extensive support and guidance to managers and supervisors in any disciplinary or dismissal action.  Supervisors are responsible for documenting performance at least annually and submitting written records of performance problems to the Human Resources department immediately after being issued to be filed in the Personnel file of the employee.  SWE policy normally requires “progressive” steps in the disciplinary process, except in exceptional circumstances such as theft and violence.  Contact the Director of Human Resources for assistance early on if you suspect there may be a performance problem.

Supervisory Responsibilities

This position supervises groups of employees directly involved in the manufacture of rotating equipment/transformer products.

Requirements

1. Developing your group leaders, acting as a mentor, and providing career coaching for employees.
2. Support staff on assigned project based work.
3. Continually work in a safe manner in compliance with Company Environmental, Health, and Safety rules and guidelines.

Education Requirements

High school diploma or GED plus 8 years related manufacturing experience.

Knowledge and Skill Requirements

1. Oral Communication – Communicates effectively in English; Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings.
2. Written Communication – Writes clearly and informatively in English; Edits work for spelling and grammar; Varies writing style to meet needs; Presents numerical data effectively; Able to read and interpret written information.

3. Reading & Comprehension Skills – Ability to read, analyze, and interpret technical procedures, or governmental regulations.
4. Mathematical Skills – Ability to perform basic mathematical calculations.
5. 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, or schedule form.
6. Computer Skills – To perform this job successfully, an individual should have basic computer competence and the ability to work with common software such as MS Word, Excel, and Outlook.

1. Interpersonal Skills – Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others’ ideas and tries new things.
2. Teamwork – Balances team and individual responsibilities; Exhibits objectivity and openness to others’ views; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone’s efforts to succeed.
3. Ethics – Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
4. Organizational Support – Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization’s goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity.
5. Judgment – Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions.
6. Motivation – Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Measures self against standard of excellence; Takes calculated risks to accomplish goals.
7. Professionalism – Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
8. Quality – Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality.
9. Quantity – Meets productivity standards; Completes work in timely manner; Strives to increase productivity; Works quickly.
10. Safety and Security – Observes safety and security procedures; Determines appropriate action beyond guidelines; Reports potentially unsafe conditions ; Uses equipment and materials properly.
11. Adaptability – Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
12. Attendance/Punctuality – Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time.
13. Dependability – Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Commits to long hours of work when necessary to reach goals.; Completes tasks on time or notifies appropriate person with an alternate plan.
14. Initiative – Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.

21. Leadership – Exhibits confidence in self and others; Inspires and motivates others to perform well; Effectively influences actions and opinions of others; Accepts feedback from others; Gives appropriate recognition to others.

Working Conditions

1. Generally a manufacturing environment.
2. This position requires frequent walking visits (2/3 of the time) to manufacturing areas, both indoors and outdoors.
3. Occasionally climbing on ladders, normally for the purpose of inspecting work or collecting information.
4. Frequently required to stand, walk, reach with hands and arms, climb or balance, stoop, kneel, crouch or crawl, talk and hear.
5. Occasionally required to lift and/or move up to 50 pounds.
6. Occasionally working outside.
7. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.