Rope Access Level III / NDT II – North Slope, AK

Description

Pay Range: $44-46/hour

POSITION SUMMARY:

The Level III Rope Access Technician / Level II NDT Technician will provide working field oversight of rope access tasks and personnel during inspection activities to ensure that all work performed is in compliance with all applicable Mistras procedures and best work practices. Will ensure that all personnel performing RA possess current level I or higher certification through SPRAT or IRATA, and that a safe work plan (SWP) is developed for each job. Will support inspection activities (NDT) as required. The work schedule will be a rotational hitch of 21 days on followed by 21 days off. Daily work shifts will be 12 hours, including a paid 30-minute lunch break. This position reports directly to the Site Senior Inspector.

MAJOR RESPONSIBILITIES/ACTIVITIES:

Plans and supervises rope access methods on the job site and ensures compliance with the Mistras Rope Access Procedures and relevant company, customer and industry standards.

Possesses and actively demonstrates strong working knowledge of rope access techniques, safety standards, and governing rules that apply to rope access.

Consistently demonstrates and promotes adherence to Company and Client procedures and policies including safety, health, and environmental policies.

Mentors and performs on the job training of Level I and Level II Rope Access Technicians as needed.

Delivers Field Performance Assessments of rope access technicians and actively participates in company and customer safety programs

Effectively communicates any issues or concerns to the Rope Access Coordinator and/or MISTRAS Safety Management.

Performs NDT Inspections as directed by Senior Inspector

Performs inspection and/or maintenance tasks when not engaged in rope access supervision / NDT Inspections and proactively pitch-in to assist others as appropriate.

Other duties as assigned.

MINIMUM REQUIREMENTS:

5 years of rope access experience

Current certification as a Level III SPRAT or IRATA Rope Access Supervisor.

Must have at least 3 years of experience as a SPRAT/IRATA certified rope access technician and at least one (1) year of experience as a SPRAT/IRATA Level III.

CR/DR Level II (weld quality)

IRRSP / State Card

MT-II

PT-II

UT-T (thickness)

Current, unrestricted driver’s license with ability to drive, fly by airplane, or travel as needed.

USA citizen or current work permit.

Pass a post-offer, pre-employment drug/alcohol screen and background check.

Ability to work collaboratively as part of a team

Flexibility regarding scheduling (open to working nights or days). Willingness and ability to routinely work overtime.

Excellent written and verbal communication skills.

Must be adaptable in regard to changes in work environment, travel, and weather.

Be able to successfully complete required North Slope training.

Limits of equipment can hold between 130 and 285 pounds

PREFERED ATTRIBUTES

API-570

UTSW / PAUT

AWS-CWI

NACE – CIP level I or higher

Basic understanding of damage mechanisms associated with upstream operations

ESSENTIAL PHYSICAL FUNCTIONS:

Frequent lifting up to 50 lbs.

Must be able to tolerate working in extreme climates (subzero temperatures) for extended periods of time

Must be able to tolerate numerous hours spent stooping, crawling, kneeling, standing and walking.

Must be comfortable working in cramped or confined spaces.

Must wear required protective and safety equipment (cold weather gear, safety glasses, hard hats, etc.)

This job description reflects managements assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

MISTRAS Group, Inc. is committed to equal employment opportunity. Employment decisions including initial hiring and all matters involving the terms and conditions of employment will be made without regard to any protected class under applicable law. If hired, the employment relationship is “At-Will,” which means that employment can be terminated at any time, and for any reason, at the option of either the Company or the employee. Please direct questions about these policies to a MISTRAS Group, Inc. Human Resources representative.

By submitting & signing , I hereby understand and agree to the terms and conditions of employment as outlined above. I certify that the responses and information provided in this application (including any other supporting documentation such as a cover letter, resume, or transcript) are true and accurate to the best of my knowledge. I understand that misrepresenting or omitting information requested is cause for dismissal at any time, without notice. I hereby give the Company permission to contact schools, previous employers (unless otherwise indicated), references, and others disclosed in my application.

Note to Applicants:

Smoking is prohibited in all indoor areas of the Company. Employees may use designated smoking areas (if established) in accordance with applicable state and local law.

Rhode Island Applicants: 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.

Initial (if applicable): Massachusetts Applicants: I understand that 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.

#LI-AB1

Initial (if applicable): Maryland Applicants: I UNDERSTAND THAT 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 POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Mistras Group, Inc. is an Equal Opportunity Employer/Veterans/Disabled:

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)