PART 1: DESCRIPTION OF POSITION

A) PURPOSE OF POSITION: A brief statement of the basic purpose of the position. In summary, what is the job supposed to accomplish? Why does it exist?

This position is primarily responsible for the timely and accurate administration of agitator sales orders for all market segments. All facets of sales order handling, including pre-order bid preparation / co-ordination, specification review, and compliance are controlled through the incumbent. Control of major sales order projects is maintained by this position and represents the direct link between the factory and the customer and / or field sales group once an order has been placed.

Additionally, the incumbent is responsible for the continuance of a high level of quality service to the customers that accurately reflects and is responsive to marketplace demands. The objective here is to set standards of customer service and satisfaction by which MixPro competitors are measured.

B) PRINCIPLE ACTIVITIES AND KEY RESULTS: Identify the key areas where the incumbent is accountable for achieving results. For each area, briefly describe the results expected. Do not note all the individual steps in tasks, but rather stress the end result. For each statement, ask “what is done” and “to what purpose”. (Note: typical position will have five to eight key accountabilities).

1. Review of customer specifications: determination of customers equipment needs from detailed customer specifications.

2. Equipment selection: a two fold process involving determination of the difficulty of the customer’s process requirement and then the mechanical sizing / engineering of an agitator to meet their need.

3. Quotations: providing a professional and well structured proposal which clearly differentiates and establishes MixPro equipment as the best choice for the client.

4. Costing and pricing: working up sell prices of standard and non-standard products from standard price lists and shop costing. Discussion with the Engineering Sales Manger establishes any necessary discounting and pricing strategy.

5. Sourcing: sourcing and price negotiating of many buy-in components integral to the design of the agitator, on a job-by-job basis. This does not include raw materials or blanket orders, but rather one-off specialty items with a high degree of technical content.

6. Technical support: providing product knowledge and process knowledge support to the MixPro sales team and MixPro customers. This can involve troubleshooting, pre-sell features and benefits of the product, or technical sales assistance on current projects.

7. Duties as may be assigned. (“Pet” projects).

C) WORK RELATIONSHIPS AND CONTACTS WITHIN THE COMPANY: Who are the major contacts within the company and what is the purpose of these contacts?

CONTACT****PURPOSE

Sales Managers / Sales reps Sales strategy (pricing level, equipment type) for quotations

Production personnel Feasibility and capability of changes on standard products

Purchasing Pricing / expediting of buy-in components and materials

Engineering Sales Manager Commercial matters (special terms, performance bonds, etc.); workload

Design Engineering of custom product and feasibility of changes to standard products

D) CONTACTS OUTSIDE THE COMPANY: Who are the main contacts outside the company and what is the purpose of these contacts?

CONTACTS****PURPOSE

Suppliers Soliciting price and delivery information on buy-in components

Various Bureaus and To ensure MixPro’s in-house standards are

Standards Organizations in compliance with accepted practices and

Specifications for the manufacturing industry

Customers Product support; trouble shooting; specification review; quotation support

E) PROBLEM SOLVING: Describe the principal problems typically solved by the incumbent in this position. (the biggest “headaches; most complex issues).

• Proper scheduling and monitoring of all key activities required to produce the sales order to customer’s level of satisfaction.
• Discrepancies arising from the manufacturing process which will not produce the desired end result in terms of order timeliness and / or quality.
• Customer complaint situations of varying types, primarily process and mechanical troubleshooting.
• Delivery problems with accessory equipment in conjunction with the customer’s desire for product.
• Research and justification of the mixer selection to achieve the customer’s process requirements. (ie. file research, test, evaluation, etc.)

F) NATURE OF DECISION MAKING: Identify the decisions the incumbent in this position is expected to handle independently and decisions the incumbent would refer to others for approval.

INDEPENDENT****APPROVAL REQUIRED

• Equipment sizing (process and - Changes to standard product design

mechanical)

• Discounting of list price

• List pricing - short lead time delivery commitments

• Specification compliance

G) PLANNING RESPONSIBILITY: identify the position’s involvement in short and / or long term planning activities.

SHORT TERM

Prioritizing own work load.

LONG TERM

None

PART II: PERTINENT STATISTICS

A) Dollar magnitude the position impacts (eg. operating budget, sales volume, payroll, purchases, inventory, costs of goods, etc.)

Order processing $1,000,000.00 per year

Equipment quotations $4,000,000.00 per year

B) Number of personnel supervised:

Managerial, Technical, Professional: 0

Clerical, Administrative Support: 0

Production: 0

Total: 00

C) Sales territory:

Not applicable.

PART III: MISCELLANEOUS INFORMATION

A) SKILL FACTOR:

Knowledge:

Education

University degree in Mechanical or Chemical Engineering.

Minimum Skills

• Word, Excel, Windows, ACAD 14 (minimum)

• Above average accuracy with numbers

• Professional demeanour

• Above average verbal and written communication skills

• Technical ability - familiarity with various industrial processes

• knowledge of fluid dynamics

• solid mathematics skills

• excellent interpersonal skills

Experience:

3 to 5 years in a manufacturing environment.

B) EFFORT FACTOR:

Mental: The amount of mental or intellectual stress that must be exerted to perform this job.

High accuracy required; tight timelines; large volume of work; concentration on detail; many interruptions; noise from manufacturing.

Physical: The type(s) of physical demands required to perform this job.

Eyestrain (computer work); long periods in one position (sitting).

C) RESPONSIBILITY FACTOR:

Complexity: The types and levels of difficulty that are dealt with in this position.

Many technical and commercial decisions are made daily. Significant cost impacting decisions are made under supervision and collaboratively. Difficulty of the decisions is very diverse in both the solution and analysis for the problem. Few standard policies and procedures are currently in place to aid in the decision making process.

In addition, with the varied nature of work, conflicting priorities and high workload demand, excellent time management and organizational skills are required.

Accountability / Impact: The impact of this job on the company.

The quality of the work performed by this job function directly impacts:

• Profitability of goods produced.
• Sales performance.
• Customer relations (future / existing).
• Employee relations.

The incumbent in the position is expected to achieve results in the following areas: (check appropriate items)

____X___ Financial Results ___X___ Confidentiality

________ Public Relations ___X___ Employee Relations

____X___ Client / User Relations ___X___ Safety of Others

________ Use of Physical Resources _______ Other:_____________

D) WORKING CONDITIONS FACTOR: The environmental conditions associated with this position and it’s performance.

Noise from manufacturing.

Employer’s Disclaimer:

All requirements are subject to possible modification to reasonably accommodate individuals with disabilities. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by their supervisor. This document does not create an employment contract, implied or otherwise, other than an “at will” employment relationship.