Coord​/DPIC, Maintenance

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Legal Entity: Entergy Operations, Inc.

-EOI

Coordinates departmental activities including work scope evaluations, development of schedules, resource loading, execution of work activities and subsequent evaluations. Works effectively with the management team setting priorities, allocating resources, and driving to operational excellence.

• Performs as a Foreign material exclusion coordinator for the station.
• Meets with multi-discipline teams to develop schedules to reduce backlogs and support other departments, as required.
• Provides oversight of Maintenance Corrective Action and Assessment processes. Monitors for quality, completeness, and timeliness. Provides feedback to improve work processes. Observes and ensures compliance with procedures and policies.
• Participates in the shared resources program. Serves as a member of the Emergency Response Organization.

B.S. Degree in Engineering or related technical degree may be credited for up to 4 years of experience, or equivalent work experience

5 years commercial or military nuclear work experience.

• Technical proficiency in the assigned area.
• Technical understanding of nuclear generation principles and operation.
• Proficiency with current computer business applications.
• Highly Desired: Knowledge and proficiency in FME processes and behaviors.

ANSI

Required:

No

Any certificates, licenses, etc. required for the position

Desired: SRO or certification on BWR or PWR.

Louisiana-Killona Louisiana :
Killona

Job Function:
Nuclear

FLSA Status:
Professional

Relocation Option:
No Relocation Offered

Union description/code: NON BARGAINING UNIT

Number of Openings: 1

Req

Travel Percentage :

None

An Equal Opportunity Employer, Minority/Female/Disability/Vets.

Please  to view the EEO page, or see statements below.

The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities.

This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.

Accessibility:
Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please  and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for.

Employee Services will contact you regarding your request.

Additional Responsibilities:
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

Entergy Pay Transparency Policy Statement:
The Entergy System of Companies (the Company) 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 Company's legal duty to furnish information.

41 CFR…