Corrective Action Program Coordinator

The Corrective Action Program Coordinator is responsible for supporting the effective integration of the Corrective Action Program (CAP) to APS Operations and Corporate Resource departments (excludes Palo Verde Nuclear Generating Station). Generate reports, monitor performance indicators, and assist with performing enterprise trend analysis, and ensure functionality and operability of all CAP tools.

- BA/BS degree in Engineering, Science or Business and two (2) years of applicable CAP or related experience

- OR a two (2) year technical degree with four (4) years of applicable CAP or related experience

- OR high school/GED and six (6) years of applicable CAP or related experience.

- All related experience should be in CAP, Human Performance, Human & Organizational Performance or a related field where comparable skills and knowledge are obtained.

- Exceptional oral and written communication skills as well as the ability to develop and enhance new and existing relationships.

1) Support the integration of the CAP across the enterprise ensuring continuity and sustainability. Assume accountability as the CAP subject matter expert (SME) for business units.

2) Monitor and measure the effectiveness of the CAP at the enterprise and BU levels through trending and other reporting tools. Provide data to CAP Consultant and business unit management as directed. Work as a member of the CAP team in identifying sustainable solutions for the company.

3) Generate all CAP reports, review data for gaps and trends, assist with performing enterprise trend analysis, and ensure proper document storage and retention. Develop reports that assist management in reaching performance and safety targets.

4) Provide initial and on-going CAP training to the applicable lines of business. Coordinate with other CAP team personnel and Corporate Training & Development to ensure consistent and timely delivery of training materials.

5) Responsible for management and continuous improvement of ActionWay. Track, prioritize and implement all changes associated with ActionWay. Provide training on ActionWay to new users as applicable.

6) Assume responsibility for all SharePoint needs for the CAP team. This includes updates, developing new and innovative uses of the CAP site and managing all 3PPoint documents.

7) Work in collaboration with CAP Consultant to provide CAP SME client support for the BUs, including building relationships and increasing business acumen.

8) Participate in industry and work-related organizations and committees, providing CAP subject matter expertise and representing the interests of APS.

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.