Receives rejected product and materials. Logs rejects into the Syteline MRP system and creates reject paperwork.
Collect data on the age, dollar value, responsible engineer, status and other required information on each item in the MRB Process; and generate the MRB aging reports.
Maintain the gage calibration database, managing the location of all gages, their locations and due dates. Ensure the calibration of all gages before due dates. Issuing gages.
Generate and print out manufacturing processes (work instructions) for the rework and repair of rejected product and materials.
Segregate, secure, identify and dispose of product and materials that have been dispositioned as scrap.
Manage, print, file and control all forms and paperwork associated with rejected product and material in the MRB system; including the location of paperwork removed from the MRB area.
Qualifications
Associates Degree in Engineering Technology is preferred. Or 1-3 years of quality experience in a manufacturing facility.
Understanding Geometric Dimensioning and Tolerancing (GD&T) and ASME Y14.5 preferred but not required.
Working knowledge of the ISO Quality Standard preferred, but not required.
Ability to effectively communicate and present information to team members, team leaders and top management.
Ability to effectively demonstrate team member competencies and participate in goal setting, performance feedback, and self-development activities.
Attention to detail is a must.
Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.
Legally authorized to work in the United States without company sponsorship.
Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.
"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.
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).
