Aerial Photograph Interpreter Job Description Samples

Results for the star of Aerial Photograph Interpreter

Aerial Photographer / Videographer

In this assignment, the individual will be responsible for acting as aerial crewmember, capturing and editing assigned video and still photographic activities in support of the Combined Test Force. Post production may require determination of concept, theme, and budget based on client interface.

Determine appropriate utilization of advanced editing techniques. Must have a detailed working knowledge of non-linear video editing equipment and working within a file based video environment. Experience with several types of professional video formats to include AVCHD, EX-Cam HD and RED R3D REDCODE.

Must have experience with Canon 12+ megapixel professional still photographic equipment. Required to have an in-depth knowledge of camera applications, location lighting, and related audio equipment. The candidate will be required to provide a demo reel of video and still photographic professional work.

Applicant needs to be creative, have good communication skills (written and oral), and work effectively with team members and customers. Applicants selected will be subject to a government security investigation and must meet eligibility requirements for access to classified information. This position will also require aerial documentation; both stills and video from high performance military aircraft.

Passing a Class 2 medical exam will be required as condition of employment. Basic Qualifications Experience with non-linear editing and working in a file based environment, Video ground documentation experience. Experience with Photoshop in a professional environment.

Professional still photography experience. Experience with high definition formats. Professional experience MAC/PC required.

Able to complete aerial photography at high speeds. Desired skills Advanced video camera documentation, lighting and audio application skills. Advanced editing with Adobe Premiere.

Documentation experience with high definition formats such as EX-Cam HD, AVCHD and RED R3D REDCODE. Advanced MAC/PC knowledge. Experience with After Effects, Photoshop, and video file conversions.

Aerial photo/video skills a plus. As a leading technology innovation company, Lockheed Martin’s vast team works with partners around the world to bring proven performance to our customers’ toughest challenges. Lockheed Martin has employees based in many states throughout the U.S., and Internationally, with business locations in many nations and territories. Join us at Lockheed Martin, where we’re engineering a better tomorrow.

*Lockheed Martin is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

  • Job Location(s): Palmdale California

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Aerial Photographer / Videographer

Job Description: :

In this assignment, the individual will be responsible for acting as aerial crewmember, capturing and editing assigned video and still photographic activities in support of the Combined Test Force. Post production may require determination of concept, theme, and budget based on client interface.

Determine appropriate utilization of advanced editing techniques. Must have a detailed working knowledge of non-linear video editing equipment and working within a file based video environment. Experience with several types of professional video formats to include AVCHD, EX-Cam HD and RED R3D REDCODE.

Must have experience with Canon 12+ megapixel professional still photographic equipment. Required to have an in-depth knowledge of camera applications, location lighting, and related audio equipment. The candidate will be required to provide a demo reel of video and still photographic professional work.

Applicant needs to be creative, have good communication skills (written and oral), and work effectively with team members and customers. Applicants selected will be subject to a government security investigation and must meet eligibility requirements for access to classified information. This position will also require aerial documentation; both stills and video from high performance military aircraft. Passing a Class 2 medical exam will be required as condition of employment.

Basic Qualifications

Experience with non-linear editing and working in a file based environment, Video ground documentation experience.

Experience with Photoshop in a professional environment.

Professional still photography experience.

Experience with high definition formats.

Professional experience MAC/PC required.

Able to complete aerial photography at high speeds.

Desired skills

Advanced video camera documentation, lighting and audio application skills.

Advanced editing with Adobe Premiere.

Documentation experience with high definition formats such as EX-Cam HD, AVCHD and RED R3D REDCODE.

Advanced MAC/PC knowledge.

Experience with After Effects, Photoshop, and video file conversions.

Aerial photo/video skills a plus.

As a leading technology innovation company, Lockheed Martin's vast team works with partners around the world to bring proven performance to our customers' toughest challenges. Lockheed Martin has employees based in many states throughout the U.S., and Internationally, with business locations in many nations and territories.

Join us at Lockheed Martin, where we're engineering a better tomorrow.

Lockheed Martin is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

Job Location(s): Palmdale California

Security Clearance :

Secret

Business Unit :

ESS0343 AERONAUTICS COMPANY

Job Class :

Media Services

Job Category :

Experienced Professional

City :

Palmdale

State :

CA

Virtual :

No

Relocation Available :

Yes

Work Schedule :

STANDARD-Mon-Fri/8 hours a day

Req Type :

Full-Time

Shift :

First

Additional Posting Locations :

Palmdale



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Lineman - Aerial - Bolivar

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Assists in maintaining proper inventory on vehicle based on work assignment + Ability to throw 1-2 pound weighted rope over elevated cable/telephone lines and tree branches + Ability to pull lashing equipment down cable lines to secure wires + Ability to use pounding equipment to install grounding rods and anchors into ground + Ability to assist in pulling out cable lines and other equipment used in installing cable wires + Installs equipment and dress pole to customer specifications, using assorted small hand and power tools + Operates chain hoist to add tension to cable and guy wires + Operates vehicle and bucket lift safely, following all safety and traffic regulations + Basic daily maintenance of Company vehicle including fluids check, cleanliness vehicle organization

  • Assists in directing traffic flow in accordance with local and state DOT guidelines + Responsible to fill out daily production reports QUALIFICATIONS + Must have an understanding of basic construction principles + Must have ability to follow directions + Must have the ability to operate manual and mechanical equipment necessary to complete jobs + Must have or able to obtain knowledge of “safety systems” associated with aerial cable including set-up and emergency procedures SAFETY RESPONSIBILITIES

  • The employee shall follow all safety rules at all times.

  • The employee shall not engage in unsafe acts.

  • The employee is expected to attend and participate in all safety meetings and training.

  • The employee shall use all prescribed safety equipment that is required to safely do the job at hand.

  • The employee shall report unsafe acts or conditions to his or her immediate Supervisor or Safety Personnel.

  • The employee shall report any and all injuries, accidents and/or incidents immediately their immediate Supervisor.

  • The employee shall be a safe worker on and off the job. SUPERVISORY RESPONSIBILITIES This position does not have supervisory duties.

    ON-CALL AND TRAVEL REQUIREMENTS This position may require being on call. Employee will respond to emergency call between the hours of 5:00 p.m. to 8:00 a.m. This position may require weekend work, night work and/or overnight travel.

    EDUCATION AND EXPERIENCE A High School Diploma or general education degree (GED); or one (1) to three (3) months related experience and/or training; or equivalent combination of education and experience. LANGUAGE SKILLS This position requires the ability to communicate in English (English and Spanish preferred) with coworkers, customers and the general public. MATHEMATICAL SKILLS This position requires the ability to do math equation and summaries for reporting work completed.

    COMPUTER SKILLS This position does not require specific computer knowledge. REASONING SKILLS This position requires the ability to apply common sense understanding to carry out instructions in written, oral, or diagram form. CERTIFICATES, LICENSES, REGISTRATIONS Must be able to drive a manual transmission vehicle and have a valid Class D drivers license.

    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 position.

    While performing the duties of this position, the employee is regularly required to use hands to finger, handle, or feel; bend, squat, stoop, kneel, crouch, or crawl; talk and hear. The employee frequently is required to stand, walk, sit, reach with hands and arms, and climb or balance.

    The employee must be able to lift and/or move up to 50 pounds regularly and frequently lift or move up to 100 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this position.

    While performing the duties of this position, the employee is regularly exposed to outside weather conditions and may be subject to adverse conditions such as high humidity, temperatures, rain, snow and prolonged sun exposure. The outside work environment will vary throughout the workday including changes in terrain, traffic, urban settings and/or rural settings. The employee is occasionally exposed to natural gas and to the risk of electrical shock.

    The noise level in the work environment is usually moderate. __________________________________________________________________ Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories.

    It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. __________________________________________________________________ When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment.

    Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program.

    For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. CALIFORNIA APPLICANTS:

    Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court.

    Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW.

    When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) CONNECTICUT APPLICANTS:

    Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon.

    Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. GEORGIA APPLICANTS:

    Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act.

    HAWAII APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated.

    IOWA APPLICANTS:

    Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. MARYLAND APPLICANTS:

    UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. MASSACHUSETTS APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution.

    You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

    MICHIGAN APPLICANTS:

    Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. MINNESOTA APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. NEBRASKA APPLICANTS:

    Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence.

    NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. NEW YORK APPLICANTS:

    You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified.

    OHIO APPLICANTS:

    Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11.

    PENNSYLVANIA APPLICANTS:

    Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) RHODE ISLAND APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. WASHINGTON APPLICANTS:

    Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

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Aerial Lineman - Sherwood, OR

We are looking to hire an aerial lineman with prior experience. Must be hard working, willing to work overtime and weekends, eager to learn and looking for advancement.

This position is highly visible in our company and has potential to advance to a foreman position. Linemen build, repair, and maintain overhead telecommunication systems including traffic signals and street lights. This includes placing, relocating, and removing poles, lines, open wire, drop and block wire in order to maintain efficient operation of the customer’s facilities. Essential Functions: + Repairs and maintains major cable system and structures such as broken lashing, replacing or re-sagging aerial strand, pole transfers, down-guys, aerial to underground conversion, substructure repairs and cable replacements related to system outages, maintenance, rebuilds and emergencies or hazards.

  • Reads and interprets work orders, specifications, engineering drawings and/or cut sheets to determine work to be done in sequence of task.

  • Performs construction work such as digging holes, climbing telephone poles, placing and removing poles and anchors, pulling and stringing wire/cable from pole to pole, laying cable and conduit in the ground.

  • Operates power equipment such as compressors, pumps, blowers, hydraulic diggers, and hydraulic aerial lifts mounted on trucks.

  • Uses test equipment to check for gas in manholes; may be required to empty water and other debris from manholes.

  • Dismantles, moves, and removes aerial, underground or building wire, cable associated equipment and hardware.

  • Connects wires and cables to terminals and attaches/detaches various kinds of hardware to wires, cables, buildings, or poles.

  • Responds to and participates in emergency and outage situations that require heavy construction capabilities.

  • Ensures that all work considers the safety of the customer and general public and compliance with all governmental orders.

  • Able and willing to work outdoors and in inclement weather conditions.

  • A CDL License is required when driving the bucket truck or aerial lift truck.

  • Complete daily production reports and As-Built documentation on prints. Knowledge, Skills & Abilities: + Extensive knowledge of approved practices, procedures, tools, and materials used in telecom line construction work.

  • Identify differences in wire and cable colors.

  • Required to lift moderately heavy equipment, such as telephone line; climb structures; and stand for long periods of time.

  • Knowledge of first aid procedures and CPR.

  • Ability to apply mathematic calculations (Example: fractions for use in drilling and pole sizing; calculating material and hardware length for assembling several pieces of equipment to poles of different thickness and circumferences.)

  • Ability to work in a confined space and at high elevations (poles, hydraulic lift buckets, ladders.

  • Ability to apply logical principles and thinking to solve problems and make decisions.

  • Willing to perform work to support the values and goals of the Company. Physical demands: + Climb up and down poles, ladders, machinery, and other objects.

  • Push, pull, reach, and carry objects such as tools, materials and equipment weighing up to 75 lbs.

  • Load and unload tools and equipment on truck.

  • Coordinate movement of eyes, hands, fingers, and feet.

  • Vision including depth perception, close vision, distance vision and ability to adjust focus.

  • All work is performed at remote locations; driving and sitting are required.

  • All work is outdoors, subject to inclement weather conditions.

  • Working in confined spaces. Benefits Include: + Competitive Pay + Health Insurance:

    Medical, Dental, Vision, and Prescription Plans + Flexible Spending Accounts + 401k Savings Plan with Company match + Short & Long Term Disability + Supplemental Life and AD&D Insurance + Paid Holidays & PTO For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. CALIFORNIA APPLICANTS:

    Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court.

    Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW.

    When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) CONNECTICUT APPLICANTS:

    Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon.

    Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. GEORGIA APPLICANTS:

    Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act.

    HAWAII APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated.

    IOWA APPLICANTS:

    Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. MARYLAND APPLICANTS:

    UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. MASSACHUSETTS APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution.

    You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

    MICHIGAN APPLICANTS:

    Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. MINNESOTA APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. NEBRASKA APPLICANTS:

    Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence.

    NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. NEW YORK APPLICANTS:

    You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified.

    OHIO APPLICANTS:

    Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11.

    PENNSYLVANIA APPLICANTS:

    Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) RHODE ISLAND APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. WASHINGTON APPLICANTS:

    Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

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Aerial Lift And Forklift Mechanic

Edgewood Properties' Excavation Division continues to grow, we are constantly looking for qualified mechanics to maintain and repair our aerial lift and forklift equipment throughout our construction cycles. Qualified mechanic candidates should have tools, a good driving record and be able to pass pre-employment tests.

Wages are commensurate with experience and having diesel, electrical system, hydraulic system, schematic and wiring diagram experience is a definite plus. A personal commitment to maximize safety is another trait we look for with our mechanics. ID: 2017-1533 External Company URL: www.edgewoodproperties.com



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Aerial Line Person ( Houston, TX )

Full-Time

About US:NEW OFFICE IN HOUSTON, TX. Ervin Cable Construction is coming to Houston!

We have exciting opportunities for dedicated, hard-working, and goal focused individuals to work on a great team in a growing organization. We're a family operated, financially stable business, with national capabilities. Please review the summary and qualifications of this position and complete the online-application for immediate consideration. Thank you for your interest in Ervin Cable Construction, we look forward to hearing from you!

Summary of Position: A successful Aerial Line Person shall access specific areas to install, maintain, and/or repair a customer's telecommunications equipment. At a minimum, the position requires a good working knowledge of telecommunications construction; familiarity with aerial lift devices, utility lines and poles, and the functionality of each; ability to use cable placement equipment and tools; ability to identify and troubleshoot problems.

Essential Functions: 1. the ability to work safely, with or without supervision; 2. the ability to work standing, at shoulder height and overhead, for extended periods; 3. the ability to lift and manipulate lasher and other cable placement equipment; 4. the ability to work aloft, either from a ladder, aerial lift device, or by gaffing; 5. excellent manual dexterity; 6. the ability to follow instructions and communicate verbally and in writing; 7. the ability to operate equipment, including, but not limited to an aerial lift device, lasher, and hand tools, and understanding the functioning thereof;

Other Duties: 1. Completion of low level and high level labor intensive tasks as well as operation of assigned construction equipment. 2.

Completion of daily production reports to document work performed. 3. Use of hand tools, ladders, and equipment to assist in the completion of an assigned project. 4. Clean and maintain supplies, tools, equipment, and work areas in order to ensure compliance with safety regulations. 5. Additional Duties as assigned.

Preferred Qualifications: 1. 2 years of related work experience. 2. Proficient in the use of hand tools and equipment. (Wrenches, Drills, Ladders, Lanyards, Fork Lifts, Saws, etc.) 3.

Proficient in the use of telecom construction equipment. (Aerial Lifts, Dozers, Lashers, Meters, Plows, etc.) 4. Authorized to work in the United States. 5. Successful completion of pre-employment drug screen, background, and motor vehicle record check. _______________________________________________________________ Our Company is an equal employment opportunity employer.

The Company's policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company's policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. ________________________________________________________________ When you apply for this job, you will be asked to answer questions regarding your criminal background.

Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered.

Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application.

CALIFORNIA APPLICANTS:

Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana.

Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) CONNECTICUT APPLICANTS:

Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath.

GEORGIA APPLICANTS:

Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia's First Offender Act. HAWAII APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. IOWA APPLICANTS:

Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST.

AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. MASSACHUSETTS APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. MICHIGAN APPLICANTS:

Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. MINNESOTA APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

NEBRASKA APPLICANTS:

Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. NEVADA APPLICANTS:

Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE. NEW YORK CITY APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. OHIO APPLICANTS:

Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev.

Code 2925.11. OREGON: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. PENNSYLVANIA APPLICANTS:

Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) RHODE ISLAND APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state's workers' compensation law. WASHINGTON APPLICANTS:

Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS:

Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) Posted: April 1, 2017



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Aerial Test Technician

COMPANY PROFILE The Oshkosh Fire & Emergency segment is a single-source designer and manufacturer of fire apparatus, homeland security vehicles, mobile command, communications vehicles, and airport rescue firefighting vehicles. Our brands are known globally for quality, safety, and innovation. Oshkosh Fire & Emergency is a segment of Oshkosh Corporation, which is a Fortune 500, multi-billion dollar company. At Oshkosh Corporation we are dedicated to designing and building the world's toughest specialty trucks, truck bodies, and access equipment by working shoulder-to-shoulder with the people who use them. SUMMARY Set up multiplex (MUX) and non-multiplex systems on aerial units and operate the aerial device through the prescribed test procedures for each Pierce model. Deliver a defect-free product to both Underwriters Labratories (UL) and into the Final Product Evaluation (FPE) process. ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Set-up, calibrate and troubleshoot the multiplex system on all aerial units.

  • Set-up, calibrate and troubleshoot non-multiplex systems on aerial units.

  • Troubleshoot multiplex problems with customers / technicians in the field.

  • Record any and all discrepancies identified through the testing process.

  • Perform water testing to the aerial device.

  • Assist UL with testing and re-test verification.

  • Perform necessary electrical and mechanical repairs once identified.

  • Represent Pierce in a responsible and professional manner throughout the performance of the job. BASIC QUALIFICATIONS + High School Diploma or GED.

  • Technical degree or certificate in Automotive Technology, Diesel, Electro-Mechanical or related field or experience in automotive or truck electrical repair & diagnostics.

  • Ability to obtain a Commercial Driver’s License. PREFERRED QUALIFICATIONS

  • Previous experience with aerial devices, pump operation, and/or MUX systems.

  • Previous training in the operation of aerial devices.

  • Previous experience operating hydraulic systems.

  • Ability to read electrical schematics.

  • Possess a Commercial Driver’s License. Previous experience as a Pierce employee or temporary contractor working at Pierce Oshkosh Corporation is an Equal Opportunity and Affirmative Action Employer. This company will provide equal opportunity to all individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Information collected regarding categories as provided by law will in no way affect the decision regarding an employment application. Oshkosh Corporation will not discharge or in any 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 Oshkosh Corporation's legal duty to furnish information. Certain positions with Oshkosh Corporation require access to controlled goods and technologies subject to the International Traffic in Arms Regulations or the Export Administration Regulations. Applicants for these positions may need to be "U.S. Persons," as defined in these regulations. Generally, a "U.S. Person" is a U.S. citizen, lawful permanent resident, or an individual who has been admitted as a refugee or granted asylum.

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Laborer - Aerial

To perform the job successfully, an individual should demonstrate the following competencies: + Safety – Follow all safety guidelines. Is alert and aware of surroundings and working hazards. Wears hardhat, safety vest, safety glass, gloves, approved safety footwear, and seatbelt.

  • Customer Service – Be courteous and polite with customers.

  • Dependability – Follows instructions, responds to management directions; takes responsibility for own actions.

  • Attendance/Punctuality – Is consistently at work and on time.

  • Quantity – Meets productivity standards; Completes work in timely manner; Strives to increase productivity.

  • Quality –Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality + Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws.

    The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. __________________________________________________________________ When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment.

    A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor.

    Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. CALIFORNIA APPLICANTS:

    Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) CONNECTICUT APPLICANTS:

    Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes.

    Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. GEORGIA APPLICANTS:

    Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. HAWAII APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

    Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. IOWA APPLICANTS:

    Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered.

    MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

    MASSACHUSETTS APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

    You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation.

    You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.

    An employer who violates this law shall be subject to criminal penalties and civil liability. MICHIGAN APPLICANTS:

    Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction.

    MINNESOTA APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. NEBRASKA APPLICANTS:

    Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment.

    NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

    You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. OHIO APPLICANTS:

    Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev.

    Code 2925.11. PENNSYLVANIA APPLICANTS:

    Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) RHODE ISLAND APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law.

    WASHINGTON APPLICANTS:

    Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS:

    Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

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Langley AFB ACC A5J Aerial Gateways Program Management And Support

Aerial Gateways Program Management and Support: Provide personnel to support TDL aerial gateway programs from concept approval, through operational field employment, integration into C2 network(s), transition to Program of Record status and to sustainment.

This includes serving as a Weapon System Team for programs that are not yet official programs, fielded (or fielding) under Joint Urgent Operational Needs (JUONs), Joint Emerging Operational Needs (JEONs), and Quick Reaction Capability (QRC). Analyze C2 requirements and how they affect all mission areas through advanced TDLs/Common Data Link (CDL)s and interface to other C2 systems/networks; document their alignment to Joint and AF doctrine, or needed changes to doctrine based on increased capabilities. Analyze concepts and proposed solutions and determine how those solutions affect C2 capabilities for AF, joint, and coalition missions. Make recommendations for the fielding and integration of TDL and gateway requirements/solutions to best achieve optimal capabilities architecture (an enterprise approach). Examine, analyze and propose alternative solutions to satisfy capability needs to include cost benefit analysis and operational feasibility of potential solutions to satisfy requirements.

Coordinate, facilitate, and support requirements definition and validation, and refinement, through JCIDS processes to include: CBA, FAA/FNA FSA, ICD, DOTMLPF, DCR, Modification Proposals (AF Form 1067), AoA, CDD, CPD. To include development of these documents.

Assist in the development of how systems will be utilized in the field (enabling concepts). Coordinate, facilitate, support technical and operational community discussions, capture and communicate needs and issues, assist in validating and prioritizing requirements; communicate and summarize recommendations. Assist in preparing briefings to go before the AFROC and JROC for acquisition decision milestones. Support design reviews and make recommendations/evaluations of approaches.

Observe and participate in on-site evaluations and operational analysis of emerging systems during experiments, tests, and exercises. Assist in developing plans for operational employment of gateway systems. Assist in transitioning systems from developmental to operational systems.

Provide assistance in developing documentation, guidance and supporting documentation to transition systems through their maturation from concepts through fielding and sustainment. Assist in developing capability transition review briefs and support actions required to transition systems to fully fielded programs of record. Assist in developing and coordinating on planning and programming documentation, POM justification, briefings, submissions, and in the evaluation of initiatives, disconnects, and offsets.

Provide technical, analytical, cost, and lifecycle expertise. Employ expertise to assist operational users and provide constant liaison between operational users and product centers/program offices. Assist in developing plans for sustainment and modernization of airborne gateway systems, to include integrated logistics support, maintenance, and training.

Support configurations control boards and make recommendations. Support requirements review boards and organizational meetings. Assist in oversight of the security, testing, and fielding accreditations.

The Contractor will assist with efforts required by Air Force Instructions and to gain certification and accreditation in support of System Security Accreditation Authority, Certificate to Operate, Interim Authorities, and Spectrum Certification required for systems associated with TDL Transformation programs. Support development of migration strategies for current capabilities towards programs of record and their integration into future architectures. Advise on cryptological matters in support of the JALN to include Link-16 modernization.

Develop DODAF architectures in support of JCIDS requirements documents. Clearance: Secret Bachelor’s Degree in a related technical, scientific discipline, operations research or management degree. Five (5) years’ direct experience in analyzing, developing, and evaluating directives, policies, and procedures associated with modernization and sustainment of Air Force Systems.

Five (5) years’ experience in analyzing, developing and evaluating directives, policies and procedures associated with the modernization and sustainment of TDL Systems, TDL Networks, and TDL Gateways programs and systems, and systems that are communications-based as participants of the Aerial Layer Network/Joint Aerial Layer Network. Five (5) years’ experience working rapid (Joint Urgent Operational Need (JUON)/Joint Emergent Operational Need (JEON)/Quick Reaction Capability (QRC)) fielding of military aerial TDL systems such as ROBE and BACN. Five (5) years’ experience developing tactics, techniques and procedures for gateway systems to assist in the development of how systems will be utilized in the field, in addition to developing enabling concepts.

Three (3) years’ experience in a HHQ (e.g., MAJCOM, NAF, HAF or equivalent) staff officer or equivalent position creating, preparing, conducting, delivering, oral/written decision briefs, reports, positions, draft messages and other correspondence. Each of the three core FTEs must meet at least one of the following KSAs; between the three FTEs, all KSAs must be satisfied: One individual will have at least ten (5) years of experience in Air Force systems acquisition and program management activities, to include POM submission development and gateway program requirements development.

One individual will have five (5) years’ experience in Air Force aircraft operations, flight line operations and aircraft logistics/maintenance. One individual will have five (5) years’ experience in airborne and ground communication equipment (commercial systems acquisition, deployable, airborne, and satellite), cryptographic devices, cryptographic key generators, and communications security policy. One individual will have two (2) years experience in developing DODAF architectures for JCIDS documents.

ID: 2016-1317 External Company Name: B3H Corporation External Company URL: http://www.b3h.com/



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Director, Unmanned Aerial Systems Strategy & Development

Director, Unmanned Aerial Systems Strategy & Development Location: Manassas, VA Job Code: 1606 # of openings: 1 Description Job Description: Reporting to the senior executive for Aurora’s Unmanned Aerial Systems (UAS) marketing strategy and business development efforts and processes. Key mission is to (1) Develop & Execute UAS Sector short and long term strategy and roadmap, (2) develop and lay out UAS Market opportunity priorities for Aurora, and (3) create and execute detailed Pursuit Plans that achieve annual sales and revenue results. Primary initial market and industry focus is US GOV / DOD Position Objectives Include: + Primary Focus and goal in first 3-6 months are to develop and execute UAS capture plan and roadmap.

  • Executing on the plan drive intermediate and long term revenue and bookings backlog.

  • Assess and devise other applications of Aurora UAS technologies and / or platforms. Key Tasks & Responsibilities: + Identifies, Develops, Qualifies, Captures, and secures US GOV / DOD Wins on UAS products and services, while continually managing a robust growth pipeline and relationship network.

  • Within US GOV / DOD, employs intimate regional, cultural, relationship information, customer knowledge, market information, competitive Intel, and business skills to understand where opportunity lies before the competition. Drives to have customer value propositions before competitors understand the opportunity exists.

  • Exhibits an entrepreneurial spirit to motivate and engage team members.

  • Develops and presents accurate, concise, and timely opportunity decision briefings.

  • Active involvement in proposal development and review teams. Represents customer perspectives on capture/proposal teams, strategy reviews, etc.

  • Creates a sales and orders pipeline. Ready to take the lead on pipeline reviews and discussions of sales strategy and tactics to win the new business as often as requested. Includes clear, thorough and consistent UAS and international market analyses: market trends, product performance, market opportunities and potential risks.

  • Working with product line UAS Program Managers, create increased customer follow-up discipline and improved sales operations. Collaborate with internal product teams, working to imbed an external market point of view. Influence internal teams by building and defending cogent arguments and challenging assumptions; Influence business decisions by challenging conventional wisdom with considered, data based points of view.

  • Key Relationship Executive. Continually interfaces and builds positive relationships with all levels of UAS Sector customers to understand their requirements, goals, dreams and concerns.

  • Develops and maintains a strong executive level relationship with competitors, partners and subcontractors aligned with this market.

  • Perform all duties in accordance with the company’s values, corporate directives, government and industry regulations and guidelines. Minimum Requirements:

  • An MBA or other advanced degree with an understanding of Aircraft and Unmanned Systems strongly preferred.

  • A keen understanding of the federal acquisition process, budgets, and targeting and developing, and maintaining lasting international revenue streams.

  • An intimate knowledge of the US GOV / DOD market sector.

  • Strong capture management skills.

  • A solid base of experience in product marketing, market analysis/research, competitive intelligence, sales and market forecasting.

  • US Military background is a strong plus, especially as it relates to Aerospace and Unmanned Systems. Personal Skills & Competencies + Tenacious and entrepreneurial leader.

  • Strong analytical skills.

  • Excellent interpersonal, communication and presentation skills (both written and oral).

  • Ability to work constructively within a team environment and step up and lead teams when asked.

  • Ability to work under pressure and tight deadlines in a fast-paced environment with many competing internal and external constituencies.

  • Excellent organizational skills and the ability to balance several on-going projects simultaneously.

  • Understanding of strategy and financial analysis techniques.

  • Knowledge of assessment approaches for new business opportunities a plus.

  • Must be a US Person (US Citizen or US Permanent Resident/Green Card Holder). Aurora Flight Sciences is an Equal Opportunity Employer

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