What are the responsibilities and job description for the Production Supervisor position at Emotiv Mobility LLC?
Key Areas of Responsibility (Answerable for the following end results)
- Supervise and coordinate all activities of employees assigned to the department.
- Meet or exceed productivity and quality standards using all resources and support available.
- Ensure all department personnel adhere to all safety rules and report on unsafe conditions as soon as reasonably possible
- Direct the department in a manner that promotes high morale, teamwork, pride, productivity and quality.
- Ensure that job performance problems and conflicts are resolved fairly in accordance with the Employee Handbook with assistance of Human Resource Department.
- Enforce the use of all tools/processes related to the production team boards.
- Assure employee training is completed and tracked properly.
- Complete employee assessments as required.
- May be required / requested to support / assist launch activities as necessary.
- Coordinate required equipment repair with Maintenance and/or Tooling Departments.
- Communicate with team leads and members of the department, by continually updating them on all information affecting the efficient and safe operations within the department.
- Liaise with all supporting departments to resolve problems.
- Accurately and promptly complete all paperwork associated with the position (corrective actions, scrap reports, production reports, downtime, employee evaluations, etc.).
- Coordinate production part rework, repair or tear down as needed.
- Document all activities as required.
- Adhere to all company guidelines for Emergency Evacuation to ensure employee safety.
- Any additional responsibility deemed necessary by management.
Limits of Authority
- Advise Operations Manager of those situations that may pose a significant risk to the program, product assurance, facilities, employee safety or customer satisfaction results.
- Initiate actions to prevent the occurrence of any nonconformance relating to product, process & systems.
- Identify and record any problems relating to the product, process or system.
- Initiate, recommend or provide solutions through the appropriate channels and verify implementation.
- Control further processing and delivery of nonconforming product until the deficiency is corrected.
Basic Education, Experience and Skills Required
- High school diploma or equivalent.
- Minimum 2 years related experience in automotive / manufacturing environment.
- Excellent written, mathematical and analytical skills.
- Proficient in basic computer skills, including Microsoft Office (Excel and Word).
- Possess good technical understanding of processes and machinery.
- Demonstrate organizational, leadership and communication skills.
Internal Training (Minimum Requirements)
- Dakkota Orientation
- Dakkota Vision and Culture
- Safety Training
o Accident Investigation Overview
o Safety Observation Tours
- Departmental Training
o Process 06 – Dakkota Production System
o Process 12 – Preventive, Corrective and Nonconformance Management
o Process 08 – Shipping Management
o Clark Broadcast Database Overview
o Change Management Database Overview
- Company Training
o BOS Overview
o Information Technology
o Outlook
o Trans4M Overview
o Purchase Requisitions
o Quality Mission Statement
o Expense Reporting
o Travel Management System
o Problem Solving Training
Health, Safety and Physical Demand Requirements
- Normal amount of sitting and standing, average mobility to move around an office and plant environment, able to conduct normal amount of work on a computer.
Risks Associated with Job Function
- None
Travel Requirements
- Up to 5% travel required
- Valid driver’s license required
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)
