SURVEY MANAGER - Austin Bridge and Road Job at Austin Bridge & Road, LP
Survey Manager
The purpose of this position is to coordinate and schedule all survey activities for one or more projects.
Supervisory Responsibilities
- 1 to 6 employee-owners
Functional Areas of Responsibility
- Survey
Specific Duties and Responsibilities
Schedule survey crews
- Ensure that project survey needs are being met in a timely manner
- Communicate well with project team on scheduling needs
- Possess foresight to prevent scheduling conflicts
Calculate/build models for projects
- Work toward discovering issues prior to construction
- Review plans for errors and conflicts
- Calculate accurately
- Check tie-in locations to crews
- Disseminate information properly to project team
Random check of layout on projects
- Review field layout done by Party Chiefs
Maintain process and procedure compliance
- Ensure proper layout is being provided for the work being performed
Provide for training surveyors at all levels
- Properly evaluate the needs of crews and ensure training is evaluated
Communicate with Party Chiefs and Project Managers
- Attend project meetings
- Clearly communicate the tasks of Party Chiefs
- Clearly communicate to the Project Manager the issues and/or concerns regarding survey work
- Clearly communicate with the Area Survey Department Manager the schedules, tasks, personnel, and project developments
- Ensure proper documentation for survey layout is being performed
- Perform proper project documentation; ensure Party Chiefs are properly documenting work and layout
- Other duties as assigned
Position Specific Success Factors
The 5 to 10 Behavioral Success Factors selected from Austin’s dictionary of Behavioral Success Factors that are most important in this position:
- Adaptability
- Coaching
- Building Trust
- Collaboration
- Decision Making
- Planning and Organizing
- Safety Awareness
- Work Standards
We offer excellent benefits including medical, dental, life and disability insurance, and a matching 401K plan. We are proud to be a 100% Employee Owned Company (ESOP)! To learn more about Austin, please go to https://www.austin-ind.com/our-company/who-we-are.
Austin Bridge & Road is an Equal Opportunity Employer.
About Austin Bridge and Road
A leader in the heavy highway and transportation infrastructure industry for more than 100 years, Austin Bridge & Road has built landmark projects from Arizona to North Carolina, including complex urban highway interchanges, tollways, runways, port facilities, border crossings, automated people mover guide-ways and specialty bridges. Our customers rely on our expertise in construction management on conventionally bid projects and newer procurement methods, including design-build, construction manager at-risk and construction management/general contracting.
It is the policy of Austin Bridge & Road, L.P. to assure that applicants are employed and that employees are treated during employment without regards to their race, religion, sex, color or national origin, age, disability, or any other legally protected characteristics or status. Such action shall include: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship, pre-apprenticeship, and/or on-the-job training.
No agency inquiries please.
Austin Industries and all operating divisions (Austin Bridge & Road, Austin Commercial, and Austin Industrial) do not accept unsolicited resumes, candidates’ names or summaries from staffing agencies, search firms, or third-party recruiters. Any unsolicited resumes, candidates’ names or summaries submitted to Austin Industries, or any of its employee-owners, become the property of Austin Industries and Austin Industries will not pay a placement fee.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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. 41 CFR 60-1.35(c)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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. 41 CFR 60-1.35(c)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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. 41 CFR 60-1.35(c)
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