1st Shift Assembly Team Lead

ADAC -
Muskegon, MI

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Job Details

Full-time
$913 a week

Qualifications

Computer operation
Assembly quality control testing
Records maintenance
Operational analysis
Manufacturing management
Budget management
Team member evaluation
Report writing
Employee grievance management
Budget control
Machine operation
Incident report management
Coaching
Basic math
Operations coordination planning
Safety standards in production
Public speaking
ADP
Shift management
Performance feedback (performance evaluation method)
Mid-level
First article inspection
High school diploma or GED
Manufacturing standard operating procedures
Disciplinary action management
Hiring
Compliance monitoring
Employee attendance management
Decision making
Team training

Full Job Description

Position Description

Position Title:

Assembly Team Leader

Direct Reports:

Yes

Department:

Assembly

Classification:

Hourly

Location:

Muskegon / Saranac

Approved Date:

Reports To:

Assembly Supervisor

Revision Date:

6/22/2021

Position summary:

The Cell Leader is responsible for the training, daily work assignments and performance review of the inspector operators. They ensure product quality by participating in first piece approval (where applicable), and review rejected parts produced on the shift. In addition, they ensure the workstations are properly set up and supplied throughout the shift and contribute to direct labor hours through relief rotations where necessary.

Organizational Values:

Fundamental to success for ADAC are these basic values:

People: Our people are the source of our strength, provide our corporate intelligence, and determine our reputation and vitality. Respect, empowerment, alignment, and teamwork are our core human values.
Products: Our products will be designed and developed with proven processes and technologies to satisfy our customers’ needs. Innovation will drive our product offerings.
Profits: Our profits will measure the results of our efforts and the satisfaction we provide to our customers. Profits are required to survive and grow.
Community: Our community will know us to be a collection of caring men and women who work to improve our environment and enrich the lives of those around us.

Essential Responsibilities:

Monitor area for hazards and situational prevention.
Record incidents and misses on the incident miss report form.
Record start and stop of jobs in ADP (monitor team punches are accurate).
Stretch per guidelines prior to start up.
Verify associate rotation withing the cell.
Assign Inspector Operators to work centers.
- Complete assignment schedule at least 15 minutes prior to shift.
- Rotate machine assignment for Inspector Operators as required.
- Notify Supervisor of labor shortages.
- Relieve operators as needed.
Train Inspector Operators.
- Assign new Inspector Operators to a “Training Buddy” (experienced Inspector Operator).
- Train all non-certified operators to become certified on specific jobs.
Manage Inspector Operators.
- Complete performance reviews.
- Conduct cell meetings to review relevant information (aka pre-shift meetings).
- Team Accountability.
Review Part Quality.
- Review rejected parts of Inspector Operators to determine if they are scrap.
- If rejected parts are scrap, ensure scrap is properly recorded.
- Notify Quality if excessive scrap or unusual defects are found for NCM.
Monitor L2L Production Monitoring system throughout the shift if applicable.
Document cell performance.
- Conduct LPA’s as required.
Determine need for job or schedule.
- Communicate shortages with Supervisor.
- Record Lot Tracking where applicable.
Confirm parts were scanned into next operation (runner accountability).
- Inventory accountability for your work cell.
Understanding & knowledge of “GEMBA” practices & procedures and update GEMBA boards per guidelines.
- Utilize problem solving tools to report out on weekly GEMBA.
Operator and trainer must verify the operator has signed off on the latest revision level of the OITM.

Non-Essential Responsibilities:

Completion of all other duties as assigned by the department manager.

Supervision Received:

Supervision Received

Specific Direction: Follows established work procedures. Receives periodic checks for performance. Refers unique questions/conditions to immediate supervisor.

General Direction: Plans and arranges own work. Uses a wide range of procedures to accomplish assigned objectives.

Limited Direction: Works from overall policies, goals and budgetary limits. Virtually self-supervising with direct accountability for final results.

Supervisory Responsibilities:

Supervisory Responsibility List

No supervisory responsibilities.

Supervises subordinates.

Responsible for the productivity and quality of the subordinate’s work performance.

Formally evaluate subordinates’ performance (IE: Annual Performance Reviews, recommend promotions or disciplinary actions)

Determines and delegates work assignments, priorities, and procedures for subordinates.

Approve vacation, sick time, and schedule changes.

Interview and recommend candidates for selection in partnership with manager.

Train new and existing employees on Company policies and procedures.

Advise subordinates on problem resolutions.

Reports out on work quality and productivity of subordinates.

Education & Experience:

High School Diploma or G.E.D.
Appropriate mathematics and reading skills.
Ability to operate Tracker computer systems (Molding Only).
Knowledge of product line.
Knowledge of Quality Standards for product line.
Ability to produce product at appropriate speed and quality.
Prior leadership training for skills are preferred.

Other Knowledge, Skills & Abilities:

Frequent bending or twisting.
Standing or sitting for 8 hours, possibly 12 hours.
Good manual dexterity.
Lifting boxes up to 50 lbs.
Safety glasses with side shields.
Cotton/fabric gloves required when handling Class A parts.
Covered shoes.
Earplugs (if desired).

Core Competencies:

Core Competency Check List

Active Learning

Active Listening

Complex Problem Solving

Coordination

Critical Thinking

Equipment Maintenance

Equipment Selection

Installation

Instructing

Judgement and Decision Making

Learning Strategies

Management of Financial Resources

Management of Material Resources

Management of Human Capital

Mathematics

Monitoring

Negotiation

Operation and Control

Operation Monitoring

Operations Analysis

Persuasion

Programming

Quality Control Analysis

Reading Comprehension

Repairing

Engineering/Science/Techn-ology

Service Orientation

Social Perceptiveness

Public Speaking

Systems Analysis

Systems Evaluation

Technology Design

Time Management

Troubleshooting

Writing

Physical Requirements:

Average Daily Physical Requirements

None

.25 hour - 2 hours

2.5 hours - 5.5 hours

5.5 hour +

Work in stationary position

Move about work area

Use hands/fingers to handle or feel

Reach with hands and arms

Ascend/Descend (stairs/ladder/etc.)

Bend, stoop, kneel, crouch, or crawl

Communicate with various parties

Detect flavors or smells

Move containers up to 30 pounds

Visual acuity

Read and understand written word

Drive/Travel

Operate computer and general office machines

Operate Machines: Manufacturing Equipment

Environmental Conditions:

Average Daily Environmental Conditions

None

.25 hour - 2 hours

2.5 hours - 5.5 hours

5.5 hour +

Normal office environment: No exposure to extreme heat, cold, noise or chemicals or hazardous equipment.

Plant environment: exposure to dust, oil, various chemicals, and extreme noise.

Travel: Limited exposure to outside elements.

Other:

FLSA Classification Justification:

Duty Questions

YES

EXAMPLES

1. Is the employee compensated on a salary basis at a rate not less than $913 per week? (Note this can include 10% non-discretionary bonuses, commission, and incentives if paid at least quarterly.)

2. Does the employee’s primary duty consist of managing the enterprise or a customarily recognized department or division thereof? If yes, please describe:

3. Does the incumbent regularly and customarily supervise two or more employees who are employed in the department or subdivision that the employee manages?

Interview, select, and train employees? Coach employees in proper job performance techniques and procedures?

Direct the work of employees and set/adjust their rates of pay and hours of work?

Maintain records on employee productivity for use in supervision or control?

Appraise employee’s productivity and efficiency to recommend promotions or other changes in status?

Handle employee complaints and grievances and discipline employees when necessary?

Plan other employees work and determine the techniques used in their work?

Apportion work among different employees?

Determine the types of materials, supplies, or tools to be used by other employees? Control the flow and distribution of materials and supplies?

Provide for the safety of employees and the property of the employer?

Control the budget? If yes, please explain:

Monitor or implement legal compliance measures?

4. Does the incumbent have shared responsibility for the supervision of the same employees in the same department? If yes, please describe:

5. Does the incumbent have the authority to hire or fire other employees?

If no, is it part of the incumbent’s job to make recommendations on hiring, firing, advancement, promotion, or other change of status?

Are the incumbent’s recommendations frequently relied upon?

6. What percent of working time does the incumbent spend providing the leadership duties and responsibilities described above?

_____%

7. LIST THE EMPLOYEES WHOSE WORK IS CUSTOMARILY AND REGULARLY DIRECTED BY THE INCUMBENT.

LIST THE TITLES AND COUNTS:

This job description does not list all duties of the job. Employees may be asked by management to perform other duties as needed. The Company reserves the right to revise this job description at any time. This job description is not a contract for employment and does not infringe upon the Company’s at will employment condition.

Employee Signature: ______________________________________ Date: ___________________

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