Railroad Superintendent job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Railroad Superintendent in details. A complete job description concludes Railroad Superintendent key duties/responsibilities, Railroad Superintendent job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Railroad Superintendent duties:

1.      Monitor operations to ensure that employees comply with company safety and operating rules, policies, procedures, union agreements and governmental regulations.

2.      Promote a safe work environment through the development of safety programs, goals and measurements.

3.      Must be able to immediately respond to safety concerns as they arise.

4.      Build a positive relationship with employees, customers and public entities based on mutual respect and strong business ethics.

5.      Direct and coordinate activities in the operations department and allocate the proper resources to meet operational demands and ensure ontime performance.

6.      Analyze expenditures and other financial information in order to develop plans and budgets for increasing profits and reducing costs.

7.      Define and monitor key performance metrics and processes to improve efficiency and meet corporate goals.

8.      Identify and correct service issues to ensure service reliability and provide continuous improvement to meet customer demands.

9.      Effectively utilize performance management and interpersonal skills to coach, train and provide feedback to maximize employee potential.

10.  Collaborate with other departments to formulate and implement policies, procedures, goals and objectives.

II. List of Railroad Superintendent qualifications

1.      Some college, bachelorTs degree preferred.

2.      Eight to ten years of railroad transportation experience, including three or more years of management of nonagreement supervisors.

3.      Detailed working knowledge of all applicable FRA rules and regulations.

4.      Experience working under a strong labor union influence.

5.      Excellent leadership and communication skills, as well as analytical skills for reviewing costs and preparing budget reports.

6.      Time management, organizational and effective planning skills to achieve work deadlines.

7.      Ability to work outdoors and in a fast paced 24/7 operational environment.

8.      Computer Skills  Microsoft Office, ability to learn TRRA software.

9.      Must be eligible to work in the United States.

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.