Description

　　Responsibilities:

　　Conduct tests with the appropriate NDT technique, interpret, evaluate and document the results.

　　Set up and calibrate equipment.

　　To review work order instruction and customer purchase order to ensure processing is complete within the requirements of the specification.

　　When required in the written practice, to complete and submit part-number specific techniques to the Level 3 in the method for approval.

　　To monitor NDT inventory needed for day-to-day operations and to submit requisitions in a timely matter to the team lead for ordering.

　　To complete work in accordance with all controlled documents and work instructions affecting the quality of work and processes in accordance with the quality system requirements.

　　Compliance with flowdown requirements and planning as required.

　　The training of all NDT Level 1 and NDT trainee personnel.

　　To participate in all quality systems, safety, process, and quality training as directed.

　　Requirements:

　　(Education, training and experience) Review, analysis, assessment and breakdown of complex nondestructive examination specifications.

　　Be capable of selecting the method and technique for a specific inspection.

　　Have a general knowledge of other NDT methods and product technologies used by the employer.

　　Be capable of directing or providing training to personnel as directed by the Responsible Level 3 in the method in which they are certified.

　　Basic computer skills (word processing, data entry, and simple spreadsheets)

　　Written and verbal communication

　　ESSENTIAL PHYSICAL FUNCTIONS:

　　Working in shop areas around other production activities.

　　Must be able to wear safety equipment as required by the safety department for personal protection.

　　Ability to frequently lift and carry 20-50 pounds.

　　Ability to work with changing temperatures conditions.

　　Sufficient clarity of speech and hearing or other communication capabilities, with or without reasonable accommodation, which permits employee to communicate effectively.

　　MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company’s success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability.

　　Note to Applicants:

　　Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

　　Note to 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 states worker's 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.

　　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)