Fire Mitigation Engineer II

Summary

The Fire Mitigation Engineer II performs engineering design, modifications, economic and analytical support to fire mitigations strategies for APS. Performs engineering tasks requiring skills and experience gained through Application of engineering methods and analysis including but not limited to knowledge in fire mitigation and/or engineering knowledge in protection, standards, risk decision making and device deployment with some familiarity of field application rules. Work is performed with general guidance over specific engineering design, modifications, and technical assistance. Provides limited technical guidance and leadership to others as needed. May be subject to shift work. May be subject to overnight travel.

Minimum Requirements

• A four-year Bachelors degree in an engineering discipline or related applied science discipline (see approved list) from an ABET accredited institution, an International Engineering Alliance (IEA) recognized institution or an ABET Mutual Recognition Agreement (MRA) plus two (2) years working experience in Engineering-related positions.

Approved Engineer degrees: Materials Science/Metallurgy, Physics, Chemistry, Nuclear, Electrical, Mechanical, Civil, Electronics, Computer Science, Environmental, Chemical, Structural. (A four-year bachelor of Engineering Technology degree is not considered an automatic equivalent for a B.S. degree in Engineering. A review of the degree program curriculum must be completed by Engineering department management.)
Preferred Special Skills, Knowledge or Qualifications:

• Problem analysis/resolution techniques.
• Knowledge of applicable codes, standards, practices, methods and safety standards in the area of applicable engineering discipline.

Major Accountabilities

1) Analyzes and prepares a variety of data, technical reviews and evaluations, trend analyses, short to long-range technology assessments, products and services, investigations, product/specification verifications to aid decision making for distribution protection strategies that reduce the overall fire risk throughout the state. May present findings to a diverse group of internal staff and management.
2) Remains cognizant of current technology and engineering developments as well as fire mitigation industry trends and competitive developments through involvement with research institutes (EPRI, etc.), industry peer groups, and regulatory bodies. Maintains high individual level of engineering technical capabilities and expertise by formal education, self-study, and awareness of technology advances.
3) May provide technical guidance and leadership to less experienced engineers both internal and external to the fire mitigation team. Provides some direction for programs executed by field teams.
4) Identifies, communicates and advocates resolution of technical concerns while adhering to sound engineering principles during evaluation / resolution of the conditions. Challenges conditions and decisions when needed to ensure plant systems, engineering designs, project controls and oversight of work has high technical quality, is cost effective, in compliance with established standards, codes and regulations, maintains future reliability, satisfies customer requirements, budget and schedules to meet or exceed all reasonable or agreed upon customer service levels.
5) Checks and reviews standard analysis, evaluations, and investigations of others.

6) May assume responsibility for small- to medium-scale projects which include planning, designing, scheduling and coordinating all facets of the project.
7) May provide oversight of engineering technical programs by managing the program requirements, working with cross organizational partners, reviewing and internalizing operating experience and coordinating corrective actions to ensure engineering program elements continue to remain healthy.

Export Compliance / EEO Statement

This position may require access to and/or use of information subject to control under the Department of Energy’s Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, ‘U.S. Export Control Laws’). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. ‘Green Card Holder’), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.
Pinnacle West Capital Corporation and its subsidiaries and affiliates (‘Pinnacle West’) maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.
For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).
In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.