Aerial Photograph Interpreter Job Description Samples

Results for the star of Aerial Photograph Interpreter

Local Language Interpreter

Description: 
Spoken language interpreters facilitate communication between individuals who are not sufficiently proficient in the same spoken language. Interpreting services can be rendered on-site or remotely via telephone or video. We are looking for candidates for the following languages: Spanish, Vietnamese, Romanian, Ukrainian, Japanese, Somali, Portuguese, Hindi, and Arabic.

Requirements:

  • At least 18 years of age.
  • High school diploma or GED from an accredited school in the United States of America, or an equivalent diploma from another country. Some College Preferred.
  • Fluent in English and another language.
  • At least 1 year experience as an Interpreter
Bonus Points:
Minimum 2 years experience in the translation industry (preferred)
Company Description
Mindlink Resources, LLC specializes in placing technical, linguistic and creative talent with companies working with global  content. To learn more, visit www.mindlinkresources.com.
Mindlink Resources, LLC is an Equal Employment Opportunity Employer. All qualified candidates will receive equal consideration for employment without regard to race, color, national origin, gender, age, religion, sexual orientation, marital status, mental or physical disability, or veteran status.

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Shop Mechanic Aerial Equipment Repair - Dallas, TX

Overview:

Terex Corporation is a diversified global manufacturer of a broad range of equipment that is focused on delivering reliable, customer driven solutions for many applications, including the construction, infrastructure, quarrying, mining, shipping, transportation, refining, energy, utility and manufacturing industries. Terex reports in five business segments:

Aerial Work Platforms, Construction, Cranes, Material Handling & Port Solutions,

and Materials Processing.

Terex Services, North America , part of the Cranes segment dedicated to the support and service needs of our customers. Our Service Centers are full-service facilities that repair, inspect, recondition and install heavy equipment as well as work on virtually any hydraulic, electric, hybrid and truck equipment. In the field we have many of these same service capabilities upon demand. Our Industrial Crane technicians are versed in all types of crane and hoist equipment for onsite, impartial, constructive advice and repair in addition to inspections and certifications of overhead equipment. TRSR1234

Responsibilities: Primary responsibility is to troubleshoot, diagnose, and repair truck mounted aerial equipment, digger derricks and aerial work platforms. Also, removes, installs, diagnoses, repairs, disassembles, assembles and performs failure analyses of all heavy equipment as well as troubleshoots, reconditions, and services all hydraulic cylinders, systems, and components. Responsibilities: + Troubleshoot, diagnose and repair truck mounted aerial platforms, digger derricks and aerial work platforms + Perform diagnostics and repair of hydraulic and electrical components

  • Communicates findings and recommendations to customer and management.

  • Test operation of completed unit + Install heavy components such as PTO’s, pumps and transmissions under trucks + Install components in truck cabs, on truck bodies and in aerial manlifts + Maintain cleanliness of own work area, including proper storage, return or disposal of parts after each job + Perform job duties or assigned tasks with minimal supervision.

  • Communicate well with both the customer and the office Qualifications:

Basic Qualifications: + High School diploma or equivalent + Minimum of 2 – 4 years of recent mechanic experience Preferred Skills/Experience :

  • Ability to read hydraulic and electrical schematics

  • Ability to use fluid and load testing tools

  • Ability to lift 50 lbs

  • Ability to work overtime + Able to climb, twist, bend, push, pull, carry as needed + Must be proficient at cylinders, pumps, motor, valve components, and with advanced hydraulic systems.

  • Heavy equipment mechanic experience, utility equipment experience, heavy truck equipment experience + Fluid Power Society Certification

  • Ability to interpret blue prints, schematics, drawings and work orders + Welding skills + Basic computer skills It is the policy of Terex to attract and retain the best qualified employees. We are committed to providing employment opportunities to the most qualified internal and external candidates based on work-related factors and to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, veteran status, or any other characteristic protected by federal, state or local law. In addition, Terex will provide reasonable accommodations for qualified individuals with disabilities. An Equal Opportunity Employer/Affirmative Action Employer M/F/D/V

Job ID2017-33845# Positions1

LocationUS-TX-Dallas

Posted Date6/19/2017

CategoryAftermarket

Posting Location..


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Aerial Lineman - Kent, WA

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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Telephone/Cable Aerial Lineman

Pauley Construction is seeking an experienced telephone and copper/fiber cable aerial cable linemen. TELCO experience is a Plus.
Applicant with a CDL-A license with air brakes preferred. Lineman must have the ability to climb poles while adhering to all aerial safety requirements. Reporting office is located in Winchester CA but may be expected to travel to other areas.
Applicants must have the ability to work overtime and weekends as needed Pauley Construction is a telecommunications contractor. FT hourly positions include med insurance & 401K. Applicants must have a valid driver license, with a clean driving history.
We are a drug free company. We E-verify upon hire. Paid Time Off and Holiday pay available. __________________________________________________________________ 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.) California:
LOS ANGELES 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. 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 Jersey: NEWARK 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 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. 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.) OHIO APPLICANTS:
Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11.
OREGON 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. 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. Texas: AUSTIN APPLICANTS:
Choose the answer: "I live in and/or am applying for a job in a city or 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.
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. Washington: 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 Lineman

We are a utility contract company seeking experienced Aerial Lineman to join our growing team. Must have clean record, can pass a drug/background check, and experience in this field is necessary.


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Aerial Ground Person ( Tipton, MO )

Full-Time

About Us: We have an exciting opportunity 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 Ground Person shall assist the assigned crew by furnishing tools, materials, and supplies; cleaning work area, machines, and tools; holding materials or tools for other workers; and performing traffic control duties as directed by the crew leader. At a minimum, the position requires familiarity with hand tools, ladders, and vehicles and the functionality of each.

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. excellent manual dexterity; 5. the ability to follow instructions and communicate verbally and in writing; 6. 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 labor intensive tasks in support of an assigned department/project. 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. Prior work related experience. 2.

Proficient in the use of hand tools and equipment. (Wrenches, Drills, Ladders, Lanyards, Fork Lifts, Saws, etc.) 3. Authorized to work in the United States. 4. Successful completion of pre-employment drug screen. 5. Successful completion of pre-employment background and motor vehicle record checks.

Benefits Include: 1. Competitive Pay 2.

Health Insurance: Medical, Dental, Vision, and Prescription Plans 3. Flexible Spending Accounts 4.

Retirement Savings Plan (401K) with company matching 5. Stock Purchase Plan 6. Short & Long Term Disability 7.

Supplemental Life and ADD&D; Insurance 8. Paid Holidays & Vacation (PTO) ________________________________________________________________ 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: June 8, 2017



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Telecommunications Aerial Lineman

Under direct supervision performs a variety of duties related to the installation, operation, repair, and maintenance of overhead and/or underground distribution systems, transmission facilities, and transmission facilities.

  • High School Diploma.

  • Minimum 2 years experience.

  • Experience in OSP Fiber pulling installations + Bucket truck certification is a plus.

  • Knowledge of ADSS fiber cabling + Job includes using bucket trucks to Lash and De-Lash Existing & New Cable.

  • Knowledge of lashing machine.

  • Obtain permits for construction, aerial and underground when required.

  • Prepare daily production log.

  • Assist in coordinate between local utilities, when necessary.

  • Be proficient in pole climbing and working from Hooks/Gaffs.

  • Ability to climb poles and work at heights up to and exceeding 30 feet.

  • Ability to learn and apply knowledge of electrical principles.

  • ability to learn and adhere to Standard Operating Procedures and company policies.

  • Ability to adjust and adapt across varied working conditions.

  • Knowledge and understanding of safety requirements and the use of Personal Protect Equipment.

  • Basic utility lighting knowledge.

  • Must have a valid driver's license. CDL-B license is a plus.

  • Telecommunication power line experience a plus, but not mandatory.

  • Ability to pass a drug test and background check. Installation and network upgrades experience a plus. • Understanding emergency restoration protocols. • Running Cable in Buildings. • Able to perform all duties of Aerial maintenance and Line work. • Install and remove various anchors systems. • Install and Remove down guy/anchor, sidewalk arms, and guy guards. • Lash and De-Lash Existing Cable. • Experience in Pole Transfer all types. • Qualified candidates will have excellent customer service, interpersonal, communications and organization. Must be able to climb, bend, stoop, kneel, twist, walk, lift overhead, work at heights, walk/work in rough terrain in order to access equipment, tools, materials, and jobsite in order to complete work. Must be able to lift 70 pounds; visual acuity, speech and hearing; hand and eye coordination and manual dexterity are necessary. Req. Code : 275 % of Travel Required : 30-40% Requisition ID: 275

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Foreman - Aerial

SUMMARY Under general supervision, this position performs tasks associated with the construction/upgrade of cable television or telephone systems. ESSENTIAL DUTIES AND RESPONSIBILITIES + Responsible as the crew leader including proper, accurate and timely submission of dailies and Production reports + Oversees crew assignments including daily work assignments, Job Hazard Analysis (JHA) and communication with the crew, customer and general public

  • Ability to handle, instruct, or oversee daily work components including: operating lashing equipment down cable lines to secure wires, using pounding equipment to install grounding rods/anchors, operating chain hoist to add tension to cable/guy wires, pulling cable lines and other equipment used in installing telephone or cable wires, and installing equipment and dress the pole to customer specifications using assorted small hand/power tools.

  • Ability to read blueprints or maps to interpret daily work assignment + Maintains and operates vehicle and bucket lift safely, following all safety and traffic regulations + Maintains proper inventory on vehicle based on work assignment + Directs traffic flow in accordance with local and state DOT guidelines QUALIFICATIONS

  • Ability to climb numerous telephone poles daily approximately 20 feet in height: lift and/or pull 100 pounds several times each day; and endure long periods of standing, sitting or walking + Must have or be able to obtain a valid CDL Class “A” drivers license ______________________________________________________________ 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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