Supervisory Safety and Occupational Health Specialist (Area Director)

Supervisory Safety And Occupational Health Specialist

The Supervisory Safety And Occupational Health Specialist (Area Director) assumes responsibility for ensuring safe and healthful working conditions for workers within an assigned geographical area. Safety and occupational health programs cover a range of industrial activities that include general and heavy construction, wood products, chemical production, textile mills and associated industries, paper milling and products, rubber and plastic products, foundry and primary metal operations, metal fabrication, alcohol production and maritime industries (ship building and repairing, longshoring). Industries include a variety of high-hazard and high risk operations (i.e., heavy construction, maritime operations, foundries, textile operations) and exposure to chemicals and physical agents for which standards, regulations, and precedents are not directly applicable, lacking, controversial or contested (i.e., asbestos, cotton dust, lead, silica, noise, fiberglass).

Duties include but are not limited to the following:

• Oversee safety and occupational health programs for industries that include a variety of high-hazard and high-risk operations and exposure to chemicals and physical agents for which standards, regulations, and precedents are not directly applicable, lacking, controversial, or contested.
• Provide leadership, guidance, and advice to a variety of safety and occupational health representatives in the interpretation of pertinent legislation, regulations, and standards to conform with Federal requirements and to ensure achievement of sound program objectives and improved service to workers within the area office jurisdiction.
• Assign work to subordinates based on priorities, selective consideration, and the difficulty of the work and the capability of the employees.
• Evaluate work performance of subordinates.
• Give advice, counsel, or instruct employees on both work and administrative matters.
• Hear and resolve complaints of employees, referring group grievances and more serious unresolved complaints to higher level supervisor.
• Identify developmental and training needs of employees, providing or arranging for needed development and training.
• Find ways to improve production and increase the quality of work directed.
• Hear and resolve group grievances or serious employee complaints.
• Review and approve serious disciplinary actions involving nonsupervisory subordinates.