The Junior Optimization Tech is responsible to maintain and monitor mill optimization process and equipment for highest production value and recovery.
POSITION EXPECTATIONS:
- Comprehend and perform all duties in accordance with safety rules and regulations and policies
- Maintain and monitor mill optimization process and equipment for highest production value and recovery.
- Learn to Monitor and maintain optimizer parameters and values
- Gain understanding to monitor systems PMs that include scanner calibration, sensor status, system tests, etc.
- Monitor and maintain mill optimizers
- Train on troubleshooting optimization computers and servers, networks and communications, and assist the electrical dept with communications related to PLC programming interfaces.
- Compile data and other information to generate reports needed by management
- Report optimizer performance
- Maintain parts inventory for all optimization equipment, operations computers, networks, servers, etc. and order parts as necessary
- Learn how to grade & quality at planer grade line regularly and work with QC, Mill and Planer Supervisors, Filer leads to make adjustments that achieve best quality, value and recovery
- Report maintenance problems
- Consistently work at acceptable production levels
EDUCATION & OTHER REQUIREMENTS:
- Minimum of one year of experience in manufacturing/industrial setting
- Must learn species, grade, width, and length of lumber
- Ability to read and understand printed materials
- Minimum High School Diploma or GED
- Strong communication skills.
- Ability to adjust work schedule, perform shift work, work overtime as needed
- Valid driver’s license
PHYSICAL REQUIREMENTS:
- Frequent climbing stairs
- Frequent and repetitious use of upper extremities (i.e. shoulders, arms, wrists, hands) in gripping, turning, manipulating objects of various sizes, shapes, weights
- Repetitious bending, kneeling or stretching
- Repetitious pushing and pulling 20 lbs. at 30” working height
- Occasional walking short distances
- Occasional lifting 50 lbs. from floor to 30” working height
- Occasional pushing, pulling, lifting 100 lbs. to 30” working height with the use of a dolly or hoist height
Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations, and airborne particles (sawdust).
PRE-EMPLOYMENT REQUIREMENTS:
As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.
WHY JOIN IFG:
https://ifg.com/careers/
https://youtu.be/LV6BGHRv6TU
Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@idfg.com.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
