Job Details

Requisition Number 18-0866
Post Date 12/6/2018
Title Transportation Supervisor
City PHOENIX
State AZ
Description THE SALVATION ARMY MISSION STATEMENT: The Salvation Army, an international movement, is an evangelical part of the universal Christian Church.
Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.

QUALIFICATIONS:
• High School Graduate.
• At least five (5) years of industrial experience involving supervision and production scheduling.
• Familiarity with the use and maintenance of vehicles.
• Valid Arizona Driver License.
• Must pass TSA driver and safety training series.
• Ability to communicate effectively with fellow employees and donors.

PHYSICAL REQUIREMENTS:
• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts.
• Ability to operate a telephone.
• Ability to lift up to 50 lbs.
• Ability to operate a motor vehicle.
• Ability to operate fork lift.
• Ability to perform various repetitive motion tasks.

ESSENTIAL JOB DUTIES:
1. Direct training and supervision of Production Assistants/Drivers and beneficiaries assigned to the transportation department. Responsible for training and supervision of beneficiaries who are assigned as truck’s helpers.
2. Assure that donations are picked up and that store deliveries are made with maximum efficiency.
3. Maintain good customer relations, keeping in mind that this is probably the only contact the customer has with The Salvation Army.
4. Ensures the security of donations.
5. Train and supervise Dispatcher.
6. Assure donations tickets are properly received, routed, and given to P.A. on time for 8am departure from Center.
7. Establish and ensure follow through on preventative maintenance schedule for all ARC vehicles.
8. Assure all repairs are reported to and approved by Administrator and completed in a timely fashion.
9. View Smartdrive reports each morning, giving proper coaching/disciplinary action as necessary.
10. Follow P.A. to assure compliance with ARC policies.
11. Handle donor complaints and concerns as necessary.
12. Plan and conduct weekly P.A. meetings per ARC Policies.
13. Review and approve all P.A. timecards, assure compliance with Wage and Hours requirements. Assure overtime hours are approved according to Center policy.
14. Document and call in to insurance carrier all accidents and submit to Administration.
15. Assure all Departments adhere to Review standards.
16. Assures safety measures established and maintained by ARC policy and government regulations.
17. Overtime: Any and all overtime must have the written approval of the supervisor. The supervisor's initials must appear on the timecard beside the overtime hours.

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law.

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email your request to ruth.scheline@usw.salvationarmy.org.
Requirements THE SALVATION ARMY MISSION STATEMENT: The Salvation Army, an international movement, is an evangelical part of the universal Christian Church.
Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.

QUALIFICATIONS:
• High School Graduate.
• At least five (5) years of industrial experience involving supervision and production scheduling.
• Familiarity with the use and maintenance of vehicles.
• Valid Arizona Driver License.
• Must pass TSA driver and safety training series.
• Ability to communicate effectively with fellow employees and donors.

PHYSICAL REQUIREMENTS:
• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts.
• Ability to operate a telephone.
• Ability to lift up to 50 lbs.
• Ability to operate a motor vehicle.
• Ability to operate fork lift.
• Ability to perform various repetitive motion tasks.

ESSENTIAL JOB DUTIES:
1. Direct training and supervision of Production Assistants/Drivers and beneficiaries assigned to the transportation department. Responsible for training and supervision of beneficiaries who are assigned as truck’s helpers.
2. Assure that donations are picked up and that store deliveries are made with maximum efficiency.
3. Maintain good customer relations, keeping in mind that this is probably the only contact the customer has with The Salvation Army.
4. Ensures the security of donations.
5. Train and supervise Dispatcher.
6. Assure donations tickets are properly received, routed, and given to P.A. on time for 8am departure from Center.
7. Establish and ensure follow through on preventative maintenance schedule for all ARC vehicles.
8. Assure all repairs are reported to and approved by Administrator and completed in a timely fashion.
9. View Smartdrive reports each morning, giving proper coaching/disciplinary action as necessary.
10. Follow P.A. to assure compliance with ARC policies.
11. Handle donor complaints and concerns as necessary.
12. Plan and conduct weekly P.A. meetings per ARC Policies.
13. Review and approve all P.A. timecards, assure compliance with Wage and Hours requirements. Assure overtime hours are approved according to Center policy.
14. Document and call in to insurance carrier all accidents and submit to Administration.
15. Assure all Departments adhere to Review standards.
16. Assures safety measures established and maintained by ARC policy and government regulations.
17. Overtime: Any and all overtime must have the written approval of the supervisor. The supervisor's initials must appear on the timecard beside the overtime hours.

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law.

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email your request to ruth.scheline@usw.salvationarmy.org.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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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