Work Place Flexibility: Onsite 

Legal Entity: Entergy Operations, Inc.-EOI 

Job Summary/Purpose

This position is responsible for reviewing and assessing fleet engineering design and programs activities and recommending process improvements.

Job Duties/Responsibilities

• Govern fleet design engineering and program engineering processes, practices, and procedures to fleet standardization best practices. Eliminate regional and to the extent practicable, site specific procedures.
• Drive fleet practices to standardization and optimization by achieving consensus among site managers of the respective discipline. If consensus cannot be achieved then direct activities as appropriate.
• Review fleet work assignments to ensure the site staffs are responding appropriately to fleet and organizational needs.
• Monitor and review fleet standardization activities. Inform Director, Corporate Engineering of progress of fleet activities.
• Review procedures and documentation which governs and controls fleet activities.
• Monitor and review fleet standardization activities. Inform Director, Corporate Engineering of progress of fleet activities.
• Review procedures and documentation which governs and controls fleet activities.
• Represent the fleet at meetings with industry, regulators, INPO, etc. to discuss and resolve matters effecting nuclear plant safety, industrial safety, radiological safety, and environmental conditions.
• Drive ownership of Design Changes for the site, and ensure quality standards are met.

Minimum Requirements

Minimum education required of the position

• BS Degree in Engineering or other scientific discipline generally associated with power plant operations or Equivalent Experience. (Equivalent Experience is defined as demonstrated success at the Manager level. A degree is very strongly preferred.)

Minimum experience required of the position

• 8 years experience in nuclear power design, construction, maintenance, operations, P&SO, or equivalent. 5 years of supervisory/management experience in an operating nuclear power plant environment.

Minimum knowledge, skills, and abilities required of the position

• None

ANSI Required: Yes

"ANSI/ANS-3. 1-1978 - 4.2.4 - 4.2.4 Technical Manager. For those nuclear power plants having a manager designated to supervise the on-site professional-technical groups, such managers, at the time of initial core loading or appointment of the position, whichever is later, shall have eight years in responsible positions related to power generation, of which three years shall be nuclear power plant experience. A maximum of four years of the remaining five years of experience may be fulfilled by satisfactory completion of academic or related technical training."

Any certificates, licenses, etc. required of the position

• SRO license or certification on a PWR or BWR (desired). Professional engineering license (desired). Candidates must meet or exceed ANSI/ANS 3.1-1978. ANSI Section 4.2.4 Technical Manager. 8 years responsible positions related to power generation, of which 3 years shall be nuclear power plant experience. A maximum of 2 years of the remaining 6 years experience may be fulfilled by satisfactory completion of academic or related technical training.

Primary Location: Louisiana-Killona Louisiana : Killona 
Job Function: Engineering
FLSA Status: Professional 
Relocation Option: No Relocation Offered
Union description/code: NON BARGAINING UNIT 
Number of Openings: 1
Req ID: 118563
Travel Percentage:Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.

EEO Statement: 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 click here 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 60-1.35(c). Equal Opportunity and Pay Transparency.

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov)

The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment.  Please contact HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.

WORKING CONDITIONS:
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.