POSITION PURPOSE

Level II - The Simulator Maintenance Technician (II) is responsible for operations, maintenance, upkeep and modifications support under the Integrated Maintenance, Operations and Modification Support (IMOMS) program.

This position may be filled at the Level I or Level II level, depending on the candidate’s qualifications and experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Provides Aircrew Training Device (ATD) student and instructor support.
• Performs scheduled and unscheduled maintenance of training devices/support equipment including, but not limited to on- and off-equipment maintenance including troubleshooting and fault isolation, adjusting, removing and replacing assemblies and components, and correcting discrepancies.
• Performs scheduled and unscheduled maintenance on state-of-the-art equipment containing energized voltages in excess of 3,000 volts.
• Assists Simulator Maintenance Technician IIIs with collateral duties as may be assigned, including supply, inventory control and administrative procedures.
• Collaborate and support engineering staff with modification activities to training devices.
• Perform training device modifications as directed by engineering staff.
• Prepares computerized maintenance action reports and other support documentation as may be assigned by the Company.
• Kit-proofs/installs modification kits.
• Supports Simulation Certification (SIMCERT) and trainer testing activities.
• Other tasks as assigned by the Site Manager.

OTHER DUTIES AND RESPONSIBILITIES

• Complies with established Company policies, procedures, and safety practices.
• Travels as required.
• Performs other duties as assigned.
• Employees are held accountable for satisfactory performance of all duties of this job.

SUPERVISORY DUTIES

Not Applicable (N/A)

QUALIFICATION REQUIREMENTS

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The following requirements are representative of the necessary qualifications. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

KNOWLEDGE, SKILLS AND ABILITIES

• Ability to fluently read, write, speak, and understand English.
• Ability to clearly relay information, both verbally and written, to others.
• Ability to effectively present information and respond to questions from customers.
• Working knowledge of Flight Simulator Maintenance and Supply procedures, electronic and mechanical theory, operating principles of digital and analog computers and management principles and their application to training devices.
• Ability to read and accurately troubleshoot electronic components using system drawing and schematics.
• Thorough working knowledge of instruments and devices associated with the avionics industry.
• Ability to effectively use computers and standard office PC software.
• Thorough working knowledge of standard electronic test equipment.
• Must successfully pass and maintain a National Agency Check (NAC) by the U.S. Government.
• Must have or be able to obtain and maintain a security clearance.

EDUCATION AND FORMAL TRAINING

High School diploma or equivalent required; An Associates degree in an electronics field or completion of Vo-Tech Simulator Maintenance Program, or a Bachelor of Science in Electrical Engineering (BSEE) or Bachelor of Science in Mechanical Engineering (BSME) is desirable.

EXPERIENCE

Level II - One to three years of experience in maintenance of aircrew training devices or equivalent. One year of experience as a computer workstation technician or equivalent, with a demonstrated ability to troubleshoot complex non-routine

problems.

MATERIAL AND EQUIPMENT DIRECTLY USED

Training system equipment and associated electronic devices.

Computer workstation equipment and associated electronic devices.

A large variety of common and specialized computer programs or applications, test equipment and tools.

WORKING ENVIRONMENT/PHYISCAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear; to sit, stand, and walk; and use hands to finger, handle or feel objects or controls. The employee is frequently required to reach with hands and arms and to stoop and

kneel. The employee must be able to ingress/egress from the simulator (which may require repeated climbing, crawling and twisting movements on a regular basis), work in inclement weather and temperature extremes as set forth in United States Coast Guard (USCG) and Company guidelines. The employee must frequently lift and/or move up to 50 pounds, and infrequently up to 75 pounds. While performing essential functions the employee must have the ability to accurately read text on computer terminals, cable markings, trainer assemblies and other equipment or written materials. Employees also must be able to correctly perform trainer visual alignment procedures. The noise level ranges from low to moderate.

Note:

This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job.

The following policies apply to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with applicable federal, state, and local laws.

Candidate Reasonable Accommodation

Candidates requiring a reasonable accommodation, as defined by the Americans with Disabilities Act, must notify Aero simulation, Inc. by e-mail at jobs@aerosimulation.com or by calling directly at 813-867-4447.

ADA Policy

It is the policy of ASI to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA) and its Amendments. ASI will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. ASI also will make reasonable accommodation wherever necessary for all employees or applicants with handicaps, disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made are not an undue hardship for ASI.

Equal Employment Opportunity

ASI is proud to be an Equal Employment Opportunity and Affirmative Action employer dedicated to attracting, retaining, and developing a diverse and inclusive workforce. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, domestic/civil partnership or marital status, national origin, disability, status as a protected veteran or any other characteristic protected by law. We strive for everyone to be valued, connected, and empowered to reach their potential and contribute their best.

E-Verify

ASI is proud to be an E-Verify employer. E-Verify is an internet-based system that compares information from an employee's Form I-9, Employment Eligibility Verification, to data from U.S. Department of Homeland Security and Social Security Administration records to confirm employment eligibility.

Pay Transparency Policy Statement

ASI 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 legal duty to furnish information.