Project Manager - Arlington, VA

Project Manager - CATV CONSTRUCTION

***Recruiters, do NOT contact with unsolicited services. Direct applicants only.

Reports to: Director or VP of Operations

Job Status: Full Time/Salary/Exempt

Benefits: Health Insurance, 401k, Stock Investment Plan, Employee Assistance Program, PTO

Job Summary

The Project Manager (CATV Construction) is responsible for overseeing the planning and day-to-day activities of construction of coaxial and fiber optic cable networks for new builds, rebuilds and/or repairs of the jobs/projects to which he/she is assigned. The Project Manager is responsible for documenting project specifications based on clients’ business requirements and to facilitate communication with cross-functional teams to ensure business and functional requirements are met. Specific duties include:

• Obtain permits for construction, aerial and underground when required.
• Assign work to subcontractors.
• Project coordination between subcontractors and In-House construction crews.
• Verify work-in-progress report.
• Work closely with Customer personnel to achieve timely completion of assigned work.
• Field verification of all construction activities.
• Coordinate between with local power suppliers for network power.
• Coordinate field activity between WMC and other companies.
• Modify design schematics to "as built" documentation.
• Supervise Emergency repair and maintenance.
• Meet with developers, associations and home and business owners to discuss client’s plans.
• Assist with monthly budgeting process
• Submit reports on all construction activity, daily, weekly and monthly as required.
• Hold safety meetings for In-House personnel and monitor subcontractor safety performance
• Identify, monitor and address problem areas and work to eliminate customer service/quality control issues and complaints.
• Resolve escalated customer issues quickly and in a manner that satisfies the customer; educate employees associated with the issue to resolve such issues without further escalation.
• Perform Quality Control checks and Proof of Performance for all Construction activities as well as work-in-progress.

The Project Manager shall not have the authority to enter into any contract on behalf of the company. Any revisions or changes (including customer credits for damage, etc.) of the contractual obligations of the company’s customers will be first approved by the VP or Director of Field Operations.

Knowledge, Skills and Abilities

• Minimum 10 years of experience in all aspects of Aerial & Underground cable construction.
• Management/Supervisory experience in construction management, telecommunications
• Excellent project management skills - project definition, planning, scheduling, vendor management, risk assessment, budgeting, change management, and project control
• Knowledge to read and understand network design maps
• Knowledge of local and state construction codes
• Knowledge of splicing and activation of equipment
• Proficiency using MS Word and Excel
• Available for occasional overnight travel, as required
• Must have earned high-school diploma or equivalent, degree preferred
• Must have a valid driver’s license
• Must be authorized to work in the United States
• Must be able to pass drug and background screening

IND1

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Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions.
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When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program.

For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application.

CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.)

CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath.

GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act.

HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated.

IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered.

MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction.

MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence.

NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment.

NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.)

NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified.

OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11.

PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law.

WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)