ATI Mgr of QA CASS
Air Transport International | |
United States, Ohio, Wilmington | |
Dec 03, 2024 | |
Description
Manages the companies C.A.S.E. membership and the internal/external audit program. Manages vendor approval and oversight program. This includes:
Provide management oversight for the Continuous Analysis Surveillance System (CASS) program. Has the authority to propose changes to the Company CASS manual procedures. Provides recommendation to CASS board members. Chairs the monthly CASS meeting by providing presentation of corrective actions recommendations and results of analysis. Position is responsible for providing feedback to upper management on staffing, tooling, training and other needs to maintain a robust CASS program. This position also includes staffing for the Technical Operations Safety Assurance (TOSA) group. This position will provide management and guidance for the TOSA and assist in the interfacing with the Technical Operations group to provide Safety Assurance reports, analysis, and risk analysis processes per the Safety Management System. Job Functions:
Position Requirements:
Preferred Job Skills:
Physical Requirements:
Air Transport International is an equal employment/affirmative action employer. It is the Company's policy not to discriminate against any applicant or employee based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status and prohibits discharging or in any other manner discriminating against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. The Company further does not discriminate on any other basis protected by applicable federal, state or local laws. For more information about ATI employment opportunities visit https://www.airtransport.cc Licenses & Certifications
Drug Free Workplace (preferred)
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)
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