The Burner Operator is responsible for ensuring that quality products are produced safely and efficiently by setting up, operating, and performing basic programming tasks related to burner systems.
Job Summary
Work Order Processing: Review and interpret paperwork and work order documents to create a mental map of order placements on the table. Group orders by thickness and prioritize based on supervisor’s instructions, 2nd runs, customer will calls, or other requirements
Material Handling: Locate materials on the floor or in staging areas, select and utilize appropriate material handling equipment such as chains with plate hooks, plate dogs, magnets, or spreader bars. Place dunnage on the table as required
Torch Setup: Choose the correct tips for the burner torch based on material type and desired cutting edges
CNC Programming: Program the CNC computer according to work order instructions. Clean scrap slag from finished parts as they are cut and stack parts on a skid or place them in a 3-yard hopper for transportation to the tumbler slag cleaning machine
Final Processing: After cleaning, place parts on a skid for packaging. Note customer unloading requirements (e.g., maximum skids), shrink wrap as needed, band materials with steel banding, and label skids with order numbers, customer names, and PO numbers if required
Cleanup: Remove all scrap from the table and place it in the dumpster. Move finished orders to the staging area as needed
Additional Duties: Perform other tasks as assigned to support production efficiency and safety
Qualifications
Education: High school diploma or equivalent
Overtime: Ability to work assigned overtime, sometimes with short notice
Physical Requirements: Ability to pass a physical examination for vision, hearing, and mobility
Reliability: Demonstrated reliable work history
Attention to Detail: Must be detail-oriented with a strong focus on precision and quality in all inspection tasks
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)
