What are the responsibilities and job description for the Scheduler position at O'Neal Steel?
Description
Production Scheduler
Primary Responsibilities
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)
Production Scheduler
Primary Responsibilities
- Assist the Master Scheduler in maintaining an accurate and up-to-date production schedule at all sites based on new orders and planned time blocking
- Track day-to-day production progress and compare actual performance against the schedule. Verify updates in the schedule reflect current conditions.
- Maintain accurate records of production data, schedule changes, and related communications.
- Act as a liaison between sites, scheduling team and sales by gathering production status updates from systems and site contacts.
- Generate daily and weekly reports that highlight production achievements, delays, and areas needing attention
- Alert Master Scheduler and sales team to any deviations from the planned schedule and relay schedule changes, delays, or special instructions to the production teams
- Assist with the reporting of KPIs
- Assist in the development and updating of scheduling documentation and procedures.
- Assist in continuous improvement projects of production planning and scheduling.
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)
