Power Generation Outage Scheduler Planner

Develop and maintain project schedules to support Power Generation Power Plant or Facilities planned outages.
Schedules work activities, using a computerized Maintenance Management System scheduling tool (Maximo or similar system) or project management system (i.e. Primavera) as dictated by equipment, manpower, and Business Unit or system needs.

• High School Diploma or GED
• Two (2) years related experience in a Power Plant or Renewable Generation Site.
• Must possess a working knowledge of Windows 95 and other computerized programs, including Microsoft word, and excel.
• Must possess and demonstrate the ability to learn and operate a Computerized Critical Path Maintenance System.
• Some travel to different sites, power plants, service centers and/orother facilities may be required.
• Prior plant, operations/maintenance or Facilities related experience and computerized maintenance management scheduling system tool experience preferred.

1) Plan/Coordinate schedule of work and update overhaul and outage schedules, to support the planning and implementation of all planned outages.
2) Update unit outage report and implementation schedule to support the monitoring of the critical path and percent complete status.
3) Coordinate data development for unit outages, including work scope definition and budget information.
4) Provide detailed implementation schedule to management and planners to support unit outages within the schedule time frame.

5) Develop and maintain required schedules interfaces and provide scheduling information for cost and budget trend.

6) Using the Critical Path Maintenance Management System (i.e., Maximo), ensure activities are scheduled in the appropriate time frame to meet outage commitments, scheduled facilities or operations and maintenance functions or transmission/distribution project management.

This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).

In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.