TEST DIRECTOR

POSITION SUMMARY

The Test Director ensures proposed technical solutions for flight training systems meet operational effectiveness and suitability requirements.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Support contract test planning and execution.
• Support training system requirements development with understanding of customer intended training goals.
• Maintain contractors Test Plan and Test Baseline for all assigned programs / projects.
• Ensure Test Plan entry / exit criteria are met and documented for all test measures and processes.
• Maintain a Test Discrepancy Tracking and Status System.
• Conduct Contractor Evaluation, Verification and Test.
• Develop and implement Acceptance Test Procedures.
• Facilitate government test activities to include, but not limited to : Test Readiness Assessments, Functional Mission Assessments, System Performance Evaluations, Joint Ready to Ship Assessments, On-site Installation and Tests, Facility and Safety Interface Tests, Functional Mission Tests, and Ready for Training determinations.
• Perform regression testing.
• Produce testing progress reports.
• Support other TSSC activities to include, but not limited to product and training baseline management, baseline distribution to Main Operation Bases (MOBs), baseline software development / modification / merge, baseline hardware development, prototyping and production of modifications.

SUPERVISORY RESPONSIBILITIES

None

Requirements

REQUIRED KNOWLEDGGE, SKILLS AND ABILITIES

• Experience with Department of Defense testing and acceptance standard procedures.
• Expert verbal and written communication skills, including ability to present effective briefings to different levels of customers.
• Ability to develop and maintain strong working relationships with engineers and customer test team.

EDUCATION REQUIREMENTS

Minimum Bachelor of Science from an accredited university in Engineering (preferred) or experience maintaining / testing aircraft / boat / ship.

EMPLOYMENT REQUIREMENTS

• Due to contractual requirements must be a United States Citizen
• Must be able to pass an initial background check.
• Must be able to obtain and maintain an active Department of Defense security clearance. Employee / selected candidate will be subject to a government security investigation and must meet eligibility requirements for access to classified information (as required)
• Travel (CONUS and / or OCONUS) may be required to support customer requirements (
• ASI is a Drug Free Workplace where applicants and employees are required to successfully pass pre-employment and Random drug testing.

PHYSICAL REQUIREMENTS

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job :
• Must be able to perform normal office duties (sitting for long periods at a desk or while attending meetings).
• Must be able to travel CONUS / OCONUS via multiple types of transportation to include car and airplane.
• Must be able to climb stairs to enter and exit a simulator.
• Additional skills may be required to perform additional task(s) specific to work location, department, or line of business.

WORK ENVIRONMENT

Work is primarily performed in an office environment consisting of offices and cubicles with low to moderate noise and bright or dim lighting.

The work is fast-paced and sometimes involves extreme deadline pressures. The nature of the work requires a high degree of teamwork and cooperation with other members of the staff as well as external customers.

Hours of work may vary depending on business needs.

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 [email protected] 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.

Pay Transparency Policy Statement

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.