Production Technician

Work in a team environment to safely perform the necessary operations for the production of carbon fiber. Responsibilities include maintaining a high awareness of quality, safety, and teamwork within the team. Starting wage is $22/hour with performance based progression raises every 6 months until employee reaches top out rate of $33/hour. Work schedule is 12 hour continuous operations 5:15-5:30 am/pm rotating am/pm days and nights on a 2-2-3 schedule.

Duties and Responsibilities

• Follow all plant safety rules and report any unsafe conditions immediately.
• Support Supervisor and Specialist.
• Achieve safety, quality, and production goals.
• Complete all process checklists per schedule.
• Complete all sampling and quality checks per schedule.
• Perform minor mechanical maintenance in a total productive maintenance environment.
• Work necessary overtime, as assigned by supervisor, to ensure all required duties are completed.
• Relieve teammates for lunch and break periods per assigned schedule.
• Assist in the writing of operational procedures.
• Perform all other duties as assigned.

Skills and Specifications

• Observes safety and security procedures; determines appropriate action beyond guidelines; reports potentially unsafe conditions; uses equipment and materials properly.
• 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.
• Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; applies feedback to improve performance; monitors own work to ensure quality.

Education and Qualifications

• High school diploma or general education degree (GED).
• One to three years related experience and/or training; or equivalent combination of education and experience.
• Ability to work 12 hour rotating shifts.
• This position involves working with technologies and information which are subject to U.S. export control regulations. Under these regulations, Toray CMA must review certain candidate information including citizenship, basis of United States work authorization and country of origin. This information would be used for export control screening purposes only.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Job tasks are usually performed in a production environment.

Position requires the ability to read, write, speak and understand English at a level necessary to successfully perform assigned responsibilities. Ability to utilize/operate a computer, peripheral equipment and appropriate software. While performing the duties of this Job, the employee is regularly required to stand; walk and talk or hear. The employee is frequently required to use hands to finger, handle, or feel; reach with hands and arms; climb or balance and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 60 pounds. Must be able to wear a full face respirator.

Compliance with US Export Control Regulations: This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). In order to comply with these regulations, applicants for employment must be a “U.S. Person” as defined by the ITAR and/or EAR. The definition of “US Person” includes U.S. citizen or national, U.S. permanent resident, or lawfully admitted into the U.S. as a refugee or granted asylum.

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)