Overview
POSITION OVERVIEW Under the general guidance of the Chief 135 inspector, research, validate , classify and enter information for new part numbers into the Ramco system. Develop and maintain a master quality status report format for each model aircraft operated by PHI. Assist maintenance and material departments in research and development of restoration tasks for aircraft components and parts. ESSENTIAL DUTIES & ACCOUNTABILITIES Works with 135 Maintenance Program Administrators and Quality Control Coordinators to ensure Aircraft Configurations and Maintenance Programs are built properly in Ramco and are functioning properly Works with Aircraft Records to ensure that maintenance records are accurately reflected on paper records, as well as in Ramco Conducts Audits to ensure maintenance events are triggering parameters correctly and being recorded correctly Works with the Materials Dept. to ensure that components in the system are being put in properly and tracked properly Performs other task s as directed QUALIFICATION REQUIREMENTS College Degree required Has good communication and written skills Be qualified through training, experience, and expertise Working knowledge if Microsoft Office Programs Proficient in RAMCO ORGANIZATIONAL CORE VALUES Safe – We are absolute in our belief in the tenets of Destination Zero and that Zero is not only achievable, but the only acceptable outcome. Efficient – We are focused on outcomes that are smart and responsible by making the best use of our resources to maximize overall productivity as a high performing organization. Quality – We are committed to ensuring excellent organizational performance, which produces sustainable and reliable outcomes. S ervice – We are dedicated to the service of our customers, our communities and each other. BEHAVORIAL COMPETENCIES Drive & Energy - Effective performers have a high level of energy and the motivation to sustain it over time. They are ambitious and passionate about their role in the organization. They have the stamina and endurance to handle the substantial workload present in today’s organization. They are motivated to maintain a fast pace and continue to produce even in exhausting circumstances. Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, marketing, operations, information technologies, human resources, etc.). They add organizational value through unique expertise in a functional specialty area. They remain current in their area of expertise and serve as a resource in that area for the organization. High Standards - Effective performers establish and model standards that guarantee exceptional quality and necessary attention to detail. They continually seek to improve processes and products, and they hold staff accountable for quality. They find best practices, share them, and then improve upon them. Initiative - Effective performers are proactive and act without being prompted. They don’t wait to be told what to do or when to do it. They see a need, take responsibility and act on it. They make things happen. Integrity - Effective performers think and act ethically and honestly. They apply ethical standards of behavior to daily work activities. They take responsibility for their actions and foster a work environment where integrity is rewarded. Conflict Management - Effective performers recognize that conflict can be a valuable part of the decision-making process. They are comfortable with healthy conflict, and they support and manage differences of opinion. They thwart destructive competition or friction and use consensus to debate and resolve issues. Mission Focus - Effective performers understand and support the organization’s mission – its core purpose for being. They believe in the mission, value it, and are committed to it. They communicate it to staff, stand behind it, and interpret its applications for others. They frequently refer to the mission and incorporate it into daily activities . Positive Impact - Effective performers make positive impressions on those around them. They are personable, self-confident, and generally likable . They are optimistic and enthusiastic about what they do, and their excitement is contagious. They energize those around them. Problem Solving & Decision Making - Effective performers can identify problems, solve them, act decisively, and show good judgement. They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues. They involve others as appropriate and gather information from a variety of sources. They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgement. T eam Player - Effective performers are team oriented. They identify with the larger organizational team and their role within it. They share resources, respond to requests from other parts of the organization, and support larger legitimate organizational agendas as more important than local or personal goals. Customer Orientation - Effective performers stay close to customers and consumers. They view the organization through the eyes of the customer and go out of their way to anticipate and meet customer needs. They continually seek information and understand market trends. Leader Identification - Effective performers identify with the role of leader and enjoy positions of responsibility and the exercise of authority. They understand that management is a distinct vocation and choose to be in a leadership position. T alent Management - Effective performers keep a continual eye on the talent pool, monitoring skills and needs of all team members. They expand the skills of staff through training, coaching, and development activities related to current and future jobs. They evaluate and articulate present performance and future potential to create opportunities for better use of staff abilities. They identify developmental needs and assist individuals in developing plans to improve themselves. They stay proficient in appropriate talent management processes, including best practices for prospecting, recruiting, selection , orientation, and succession management. T eam Management - Effective performers create and maintain functional work units. They understand the human dynamics of team formation and maintenance. They formulate team roles and actively recruit and select to build effective workgroups. They develop and communicate clear team goals and roles, and they provide a level of guidance and management appropriate to the circumstances. They reward team behavior and foster a team atmosphere in the workplace. Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely and effectively prioritize multiple competing tasks. They plan, organize, and actively manage meetings for maximum productivity. R esults Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments. They are motivated by achievement and persist until the goal is reached. They convey a sense of urgency to make things happen. They respect the need to balance short- and long-term goals. They are driven by a need for closure. HSEQ DUTIES & RESPONSIBILITIES Understand and provide visible support of Destination Zero Practice job duties with Safety at the core of all tasks A job is not complete unless it is done safely Stand-Up, Speak-Out, and Take - Action – Do the right thing when no one is looking, report safety concerns, near misses and incidents to management, use the Stop Work authority to immediately stop unsafe acts or work practices . PHYSICAL DEMANDS AND ENVIRONMENTAL CONDITIONS PHYSICAL DEMANDS : While performing the duties of this job, the employee is regularly required to sit, talk and hear . The employee occasionally is required to stand, walk, use hands to finger, handle or feel, reach with hands and arms, climb or balance, stoop, kneel, crouch or crawl, and taste or smell . 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, peripheral vision, depth perception and the ability to adjust focus. WORK ENVIRONMENT : The noise level in the work environment is usually moderate. AMR DISCLAIMER The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. PHI Aviation, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws