Supervalu Distribution Work Values

Daily Duties at Supervalu Distribution:

I was responsible for the oversight of the Risk, Training, and Standardization Departments. My objective was to create and manage programs and policy that reduced cost and increased productivity. My primary role was in the Risk Department. As the Risk manager, I was responsible for program development. Prior to my employment, the Anniston DC did not previously have an established program. I developed and implemented a program that encompassed three facilities, consisting of office workers, warehousemen, facility and shop maintenance, CDL drivers, 3rd party contract labor, forklift operators, and contract groups. The breath of the program covered the regulatory compliance and program administration of 100+ tractors and trailers, large quantity anhydrous ammonia, underground storage tanks, ergonomics, accident investigation, workers compensation claim management, staff and associate committee management, associate communication / engagement, DOT, FDA, OSHA, ADEM, EPA, DOD, and DHS compliance. I would engage the associates on a daily bases by walking the floor whenever possible, spending time on each shift, accompanying drivers on runs, learning and performing the tasks of each position and becoming proficient on all equipment used in the facility. Additionally, I created and maintained communication boards to convey risk information, statistics, injury rates, injury type, and goal tracking. We developed goals for OSHA rate, disabling rates, lost workday rates, and safe behavior percent safe observations, as part of a larger behavior based safety program. There were 13 supervisors and 3 superintendents who were responsible for, weekly safety meetings, safety observations, work orders, weekly aisle inspections, incident reporting / investigation, and behavior based safety observations. Additionally, I had two leads with safety responsibilities, they assisted me in training, PIV certifications, morning meeting safety topic discussion, committee leadership and project leadership. I had one dedicated clerical for report creation, supply procurement, communication development, and audit preparation. For all staff I utilized the performance review and development process, under me the superintendents received multiple certifications, the supervisors received leadership in safety training, all were required to read and discuss a monthly piece of safety literature. All staff was responsible for completion of online safety courses developed specifically for their department. A reward or incentive program was developed for goal attainment, the reward was not monetary but usually in the form of a cookout, and raffle of small items. As the training manager, I was responsible for development of the new-hire orientation program for the safety, production and human resources departments. I developed and implemented training for topics of OSHA 1910 criteria, DOT, FDA, ergonomics, behavior based education, supervisory and management level safety training, environmental compliance and accident investigation. I was additionally responsible for the new-hires from interview date until end of probationary period. We developed a program to monitor and track the probationary associates for safety and production criteria, setting weekly goals and communicating needs assessment results. At the end of the six week probation period I would either hire or fire the associates. Additionally, I was responsible for the training of our emergency response team, coordination between our emergency response team and the local fire and rescue. I scheduled and budget for the certification of my team and additional key staff members in anhydrous ammonia responder technician level. As the standardization manager, I developed and implemented a department specific production standard to track associate and department production rates. After observing rates in cases per hour we were able to set goals and developed a progressive discipline structure. Each associate was trained on the program structure, advised of weekly goal and production rates were posted to allow associates to assess their performance needs. Each Monday I would pull the production numbers and meet with those who were below the production standard, they would receive discipline and refresher training if needed.

What they like about Supervalu Distribution:

Working for a company with an emphasis on social values and helping society is a clear and important priority for you - a critical factor in who you choose to work for. In contrast to other factors, you place an organization's reputation for fairness and concern for the community above most other aspects of the company. As you search for a new job opportunity, it is usually possible to find out if the company is involved in the community and/or if it is addressing problems and issues in society. Pay special attention to non-profit organizations and those specifically involved in social action. Moreover, speaking with current and former employees should enlighten you to perceptions of the fairness of the company's leaders and the treatment of employees.

Tags

Environmental, Health, safety, emergency management , manager, human resources

Skills

Program Development, Needs Assesment, Effective Communication to all levels , Creativity, Energetic

These are some of the questions we asked our climbers about their experiences with Supervalu Distribution: