Asst. Professor - Mechanical Engineering jobs in Fort Lauderdale, FL

Description

The Senior Mechanical Designer is a senior member of the project team, working under the direct supervision of the Lead Designer (or Engineer) to provide valuable design and project management support to the team. This includes creating complete high-quality trade-specific schematics & layouts based on company design principles, and performing project functions, including (but not limited to) surveys, calculations, selections & layouts. Through repeated successful implementations & lifecycles, the Senior Designer has advanced understanding of the company project lifecycle, company design and filing standards, and usage of company tools and applications to execute project deliverables. The Senior Designer is instrumental in performing all project phases and is called upon to play a lead role in effectively communicating with peers, supervisors, vendors, consultants, clients & stakeholders. This includes providing pivotal support in the construction administration process with the ability to process and review shop drawings, perform field observations, and prepare respective reports. The Senior Designer is fully capable of assuming the Job Captain function and training other project team members on the successful execution of the Job Captain adjunct function.

Qualifications

• Minimum 4yrs experience working in a Designer Role, as part of a professional engineering project team, under the direct or indirect supervision of a licensed professional engineer.
• 4-year Engineering degree.
• Professional Engineering License preferred.
• Great interpersonal skills.
• Polished communication skills (both verbal & writing).
• Highly organized and composed under pressure.
• Proven time management ability: able to manage strict timelines with multiple projects to meet deadlines under high-pressure environment.
• Advanced proficiency with Microsoft Office.
• Working knowledge of AutoCAD & REVIT.
• Possesses a keen eye for detail.

Responsibilities

• Leadership, Management, Accountability (2%)

Receives the message from partnership and assures it is properly transmitted to the team. Acts as a model and mentor for leading, managing and holding people responsible.

• At this level, should have experience being assigned mentorship to Junior Designers and Designers. While not formally tasked as a manager, opportunity to continue development as a leader and manager in anticipation of more formal role at next level.

• Technical Production (91%)

We are in the business to produce technical designs and professional consultation for our clients. The role is to maximize production, schedule, quality, and time spent.   

• Adept at production techniques but still a steep learning curve learning engineering fundamental. The primary role is to learn and develop skills while being as productive as possible.

• Project Management (4%)

This responsibility makes sure we satisfy our contractual obligations. The role is to coordinate with client, architect and outside stakeholders while assuring lines of communication with production staff and quality control standards are upheld.

• Consistently operating as a Job Captain assisting the PM in coordinating project set-ups and issues.

• Account Management (0%)

Once we book projects, that Client is considered an "Account".  "Client Satisfaction" is tantamount not just for the "success" of that existing project but to set us up to continue working on future projects for that Client or "Account". Streamlining of project management, meeting schedule milestones, and fiscal performance (such as meeting all measurable parameters for quality, customer satisfaction, billing, and accounts receivable) are all items that fall under Account Management.

• No formal expectation at this level for this role other than to perform their role professionally to maximize Client experience to allow those who are formally tagged to manage accounts to be more effective.

• Business Development (2%)

To maintain workload and fuel our growth, MGE relies on maximizing the 'Client" experience to encourage and draw work to us.  BD starts with the internal/external perceptions that we are ready for and can accommodate new work. It continues with strategizing, networking, and developing relationships with various stakeholders in the industry to create opportunities and close business.

• No formal expectation at this level other than to assure we maintain the appearance that we are ready, willing, and able to take on new business. Primarily by turning around work in a timely and professional manner.

• Financial Management (1%)

The role is to understand and manage the financial aspects associated with the life cycle of a project, and profit centers (Teams) to assure maximum profitability.  This includes the magnitude and value of production time spent, satisfaction of contracted work, billing for work performed and accounts receivable.

• No formal expectation at this level for this role other than understanding and respecting the value of their time that goes towards production.

• Staff / Organizational Management (0%)

MGE prides itself on organizing, leading, and managing our staff in a fashion that sets everyone up for success. This is not limited to technical production. It includes career/professional development that energizes staff to meet their fullest potential.

• No formal responsibility but consistently acting as a mentor to Junior Designers and Designers.

Expectations

Trade-Specific Competency – For Mechanical Engineers

Level 3 (Advanced Proficiency)

• Can represent company at project meetings.
• Can independently recognize most differing types of existing systems and apply solutions to complex engineering problems.
• Can independently design most HVAC systems with inherent knowledge, minimal research & direction, and use of company standards & templates.
• Under supervision, involved in the development of more intricate mechanical room and system designs/layouts and selection of more advanced equipment.
• Inherent knowledge of codes and standards. Can ably research when required.
• Can perform both hand and computer-generated load calculations and check results against established ranges without supervision.
• With guidance & supervision, can generate specifications based on company standard templates.
• Understands HVAC control systems. With supervision, has the ability to write sequence of operations for any type of HVAC system.
• Recognizes construction materials & methods of installation used in the field and can identify poor vs quality installation.
• Has a thorough understanding of psychometrics.
• With guidance, can perform building energy models and interpret results.
• Can compare field installations to project specifications.
• Can review shop drawings based on project specifications.
• Educates L2 engineers.

Core Competencies

Project Management

Level 3 (Advanced Proficiency)

Project Management

• Takes an action-oriented & results-driven approach to project design & execution. Demonstrates high levels of agility to nimbly adapt to changing needs and paradigm shifts. Stays calm & focused under pressure, prioritizes shifting demands & anticipates project needs, ensuring stakeholders have what they need in a timely fashion.

Relationship Management

• Establishes a collaborative culture, with ability to work harmoniously with unique & varying project stakeholders toward the attainment of unified goals. Demonstrated ability to coordinate with managers, clients, and team members to set expectations, deliverables, and objectives. Mentors Designers & Junior Designers, and delegates workload assignments when necessary. Develops networks that are diverse in level and function, identifies and initiates new relationships as well as creative alliances to accomplish business objectives. Inspires people with diverse needs to work together for mutual benefit.

Problem Solving

• Views problems as opportunities to grow & demonstrates solution-based thinking by bringing ideas & solutions to the table. Fills knowledge gaps through active & proactive research. Assesses issues from different vantage points, thinks "outside the box", & formulates the most effective solution in addressing specific challenges. Takes a "prevent rather than intervene" approach by focusing on quality and due diligence.

Customer Satisfaction

• Focuses on the client experience and keeps the customer perspective in mind. Takes a "customer is always right" approach. Elicits feedback from customers, creates strategies to help the organization serve customers more effectively, considers both short and long-term interests of the customer in making service decisions and takes to serve these interests.

Job Captain

• Demonstrated ability to perform consistently satisfactory Job Captain responsibilities. The Job Captain is counted on to:

​​​​​​​Take Ownership

The Job Captain is responsible for taking ownership of the coordination of project deliverables and issuances with the project team. This means coordinating between the project team and other MGE groups on the timely and accurate set-up/issuance of project documentation.​ This means to:

• Quarterback the project start-to-finish. Seeing the project through and making sure it goes out correctly.
• Include the right stakeholders in your communication.
• Coordinate with all departments and take ownership of the process throughout the entire project lifecycle.

Apply Quality, & Ensure it

The Job Captain serves as an important quality control point, by checking project documentation for completeness and accuracy prior to submitting for issuance. This means to:

• Submit all completed checklists to the Project Manager.
• Provide final clearance on project issuance.
• Escalate concerns quickly and decisively. ​
• Ensure checklists, issue sheets and other pertinent documentation is accurately completed before sending.
• Make sure all pencils are down before submitting a set for issuance.
• Own the quality control process. Make sure the right engineers have checked their design before submitting it to you for issuance.
• Check the drawings for accuracy before they go out.​
• Ensure backgrounds and xrefs are up to date.
• Coordinate the issuance of Project Manuals (Book Specifications) if applicable.
• Coordinate and check the Issued Drawings List for every drawing issuance.​
• Double check to see if the backgrounds received from the architects are correct.
• Ensure the proper drawings are compiled and issued.
• Communicate the status of the issuance through completion.
• Follow-up with the client to ensure the package was received.​

Ensure Project Documentation is Correct

The Job Captain ensures that proper project documentation is thoroughly, correctly, and consistently followed. This includes (but is not limited to):

• ​Correct drawing set-up and filing.
• Correct folder structure set-up and ongoing maintenance.
• Correct and timely issue sheets.
• Correct post-project filing and archiving.​
• All changes are bubbled appropriately. If a drawing is being filed for the first time, there should be no bubbling.
• Delta in the revisions must match the Delta in the title block.
• All applicable DOB notes should be turned on for DOB filing. If a job is outside New York, any NY-related notes should be turned off.
• The PAA sub-number is correct.
• The initials of the team members are on the title blocks for all drawings. XX does not work here.
• Include the correct DOB Now number...
• Be clear with the CAD/BIM group on project set-up expectations.
• Adhere to the company standard project folder structure.
• Check to see if drawings, folders, and issue sheets have been set up correctly.
• Properly place project files into the correct folders within the drive.
• Notify Operations and Office Management that a project is confirmed for archiving.

Communication

Level 3 (Advanced Proficiency)        

• Keeps all team members & stakeholders informed and consults with them regularly. Applies the appropriate framework to plan and execute communications plans. Uses appropriate forum to get point across and delivers clear messages that effectively advance business aims. Creates complex documents that achieve desired results & expresses complex ideas creatively & effectively. Identifies key decision makers, builds alliances, and enlists third party support & outside resources.

Leadership

Level 3 (Advanced Proficiency)

Performance Management

• Analyzes systems, processes, and performance trends to identify opportunities for improvement, seeks out business opportunities that will create growth, provides others with tools to solve problems, and invests time & resources to learn, develop and teach others. Seeks performance feedback from others, addresses performance problems promptly, gives performance feedback to others, and establishes plans that break complex projects into their component parts, each with its own timeline.

Conflict Management

• Demonstrates a positive attitude and is a pleasure to engage with. Displays enthusiasm that rubs off on others. Is committed to a happy & productive work environment. Expands areas of agreement and narrows areas of disagreement, facilitates the development of creative solutions to conflict, acknowledges the truth in criticisms, and knows when to compromise and when to take stands.

Diversity

• Uses cultural understanding to communicate, influence, and manage across cultures as well as to resolve conflict. Helps others increase their awareness and acceptance of cultural differences and assists in the development of policies & procedures that encourage this acceptance.

Accountability

Level 3 (Advanced Proficiency)

Self-Direction & Sense of Urgency

• Is personally invested by feeling that the success of the initiative or project corresponds with own esteem or self-regard. Embraces ownership of work and ensures it aligns with Key results. Takes advantage of opportunities, initiates projects & takes responsibility for their success even when the outcomes & circumstances are not well defined. Acts in the face of obstacles, freshly identifying what must be done. Sets challenging goals and demonstrates a strong sense of urgency & persistence about accomplishing them. Establishes plans that break projects into their component parts, each with its own timeline. Seeks & gives performance feedback to others and addresses performance problems promptly.

Flexibility & Resilience

• Operates well in ambiguous situations, is willing to reconsider strongly held ideas, and maintains work efficiency. Responds positively to a changing environment by coming up with creative ideas. When the picture is unclear and much is unknown, remains calm and comfortable, accurately assessing risks and options, changing direction & reorienting quickly. Acts decisively at the right time.

Integrity

• Maintains confidentiality regardless of pressure from others. Admits mistakes and takes stands based on principles & values despite the potential for negative consequences. Challenge others who are not acting with integrity.

Results Driven

• Sets the bar high and raises standards; sets challenging goals and develops standards against which to measure behavior & performance. Persists in the face of significant difficulties, takes risks, faces fears, and demonstrates a strong sense of urgency about achieving goals.

Core Values

Employees in this position must believe, endorse, and always exemplify the core values of the organization.

This includes:

Passion for engineering

Engineering is in our DNA. We strive to understand how things work and are enthused about developing practical solutions to complex challenges.

Integrity & courage

We constantly reflect on our abilities and actions to honestly assess whether we are being our best selves. We have the courage to speak out for and are steadfast on what we know is necessary and right.

Teamwork & respect for people

We work together, across boundaries, and act on behalf of the entire company to fulfill the higher purpose.

Empowerment and personal accountability

We have a willingness to answer for the outcomes resulting from our choices, behaviors, and actions. We recognize   exceptional talent, willingly move them throughout the organization, and inspire them to be the best they can be.

Client commitment

Our people are the foundation of our success and are dedicated to providing superior service and results for our clients.

Requirements & Compliance

Compliance

All employees of the organization are required and expected to meet the qualifications of the position. On an ongoing basis, all employees must meet the performance metrics of the job description satisfactorily, and in accord with the company performance management system. All employees must comply with all corporate standards, guidelines, codes of conduct, & policies as outlined in this document, in the corporate intranet, and as expressed either verbally or in writing. It is the responsibility of all employees to know, understand & comply with all compliance expectations herein.

All employees of the organization are required and expected to satisfactorily complete the learning curriculum prescribed by the Management Team.

Requirements for Telecommuting

When telecommuting, employees are required to adhere to the MGE Telecommute Policy.

Dress Code

MGE expects employees to dress appropriately and professionally. Business proper grooming is expected. When using videoconferencing, the camera must be on, and a professional background is required (this can be a blank wall, bookshelf, or similar).