What are the responsibilities and job description for the Process Safety (PSM) Coordinator position at Peco Foods?
The Process Safety Management (PSM) Coordinator is responsible for monitoring and repairing ammonia refrigeration system in accordance with company guidelines, following OSHA and EPA guideline and IIAR and ANSI Recommended and Generally Accepted Best Engineering Practices (RAGAGEP) and Standards. The PSM Coordinator assists with PSM, RMP, Tier 2 Reports and Form R Reporting, EHS Compliance, and Emergency Management Programs/Processes.
Essential Functions
- Responsible for:
- Elements of PSM program
- Environmental (RMP) program
- PM and inventory management for Refrigeration Department
- Employee Awareness & Training
- Willing to become familiar with:
- General safety procedures
- SOP’s
- Troubleshooting, overhauling, repairing and maintaining plant refrigeration systems and refrigeration support systems
- How to perform routine preventative maintenance
- Making minor repairs as needed to plant equipment
- Must become proficient in:
- Reading gauges
- Plant specific PSM & RMP programs
- Tier 2 Reporting
- Form R Reporting
- Editing P & I D’s
- Monitoring and maintaining safety and rescue equipment
Job Qualifications and Requirements:
- 5 Years PSM experience.
- Urine Drug Test Required.
- Some night and weekends will be required.
Physical Demands:
- Working in a cold/wet/damp environment.
- Working in temperatures of 38 degrees and colder.
- Standing / walking 100% of the workday.
- Lifting various weights on an as needed basis.
Note: This job description is not a comprehensive list of duties or responsibilities that may be required of the employee. Management may change or add duties and responsibilities at any time without notice.
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)
