QLTY ASSURANCE TECH Feather Lane

Description:

• Performs various checks (HACCP, Quality, GMP, SSOP, etc.) in the poultry processing facility.
• Browses plant to detect problems.
• Reports problems to departmental supervisor. If problems cannot be resolved at departmental level QA management is contacted to resolve the issue.
• Completes the necessary reports and forms to comply with all government regulations and company policies.
• QA performs pre-operational sanitation, including checking plant prior to the beginning of operations to ensure it is clean in all areas.
• Inspects for leaks after rain.
• Maintain the highest possible level of personal hygiene and cleanliness in accordance with plant GMP policies.
• Physically inspect products for both natural occurring and processing defects.

o Natural occurring defects i.e. bruises and blood spots.

o Processing defects would be but not limited to foreign material and out of spec product.

Identify and report any suspicious or abnormal situations to their immediate supervisor or plant management official.

Abnormal situation would be:

Product tampering

Willful product adulteration

Unauthorized employees in restricted areas

Situation where a belief that product adulteration may be occurring

Equipment malfunction that may put product wholesomeness at stake

Physical Demands:

• Working at temperature of 38 degrees Fahrenheit
• Standing / walking 100% of the workday.
• Lifting / moving up to 45 pounds on a frequent basis.
• Sliding up to 90 pounds on rollers (requires minimal force).
• Night shift workers required to climb ladders, bend and stoop.
• Carry clipboard and paperwork weighing less than one pound on a constant basis.

NOTE:

This job description is not all inclusive of what the employee may be asked to do while performing the duties described above. The company reserves the right to modify this job without prior 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)