Key Functional Responsibilities

• 
  
  Shift outcome achieves customer contractual services levels.
  
• Shift expenditures is managed within shift budget cost overruns for shift are investigated and appropriate countermeasures are instituted to prevent further overruns.
  
• Monitor and enforce procedural compliance on shift staff on shift are trained on company procedure.
• Corrective action for all non-conformances on shift.
  continuous improvements for shift actively pursued. Hold staff on shift to account.
  
• Consistently disciplined and trained staff on shift. Schedule and conduct / Hold staff meetings.
• Resolve staff issues and queries promptly.
  
• Train and develop staff.
  Decisions taken guided by company values / values into account. staff constantly reminded of values.
  Responsible for shift planning / Plan shift in advance.
• Shift plan includes staffing and equipment according to volume and timing. Report on Shift outcome (Plan vs. Actual)
  Ensures accurate recording of staff time and attendance.
• Communicate plan before shift.
  Unsafe matters corrected immediately on shift.
  Shift documentation is complete and accurate for all activities. Documentation is filed on shift completion.
  

Key Functional Responsibilities

Title and Definition Weight
Shift Planning
Responsible for shift planning / Plan shift in advance, Shift plan includes staffing, equipment and timing,
Communicate plan before shift.

Maintain shift quality
Quality Compliance monitored on every shift, standards Shift is compliant with DQSP requirements,
Corrective action for all quality non-conformances on shift. Responsible for Quality Control and rejection of
product out of specifications

Cost control
Shift expenditure is managed within shift budget. Cost overruns for shift are investigated and appropriate
counter measures are instituted to prevent further overruns.

Procedural compliance
Monitor and enforce procedural compliance on shift. Staff on shift are trained on Company procedure
Corrective action for all non-conformances on shift.

Reporting
Submit report for shift, see that reports are accurate. Report deadlines are met. Explain Shift achievement
verses Shift Plan.

Administration
Shift documentation is complete and accurate for all activities. Documentation is filed on shift completion.

Experience
Years of Experience Type of Experience

Required/Preferred
3 to 5 yrs Operations - Warehousing/Distribution -
Warehouse Manager Digistics Funtional

5 yrs + People Management Digistics Funtional

Education
Required/Preferred
Matric with Maths HG (Mandatory)

Diploma in Supply Chain/Logistics (Mandatory)

Educational Requirements
Computer literate
Advanced Great Plains and Excel experience (Mandatory)

HR Disciplinary Chairperson experience
Core Competencies
Title and Definition Weight
Work Ethic
Is keenly aware of the time frame in which tasks or projects need to be done.

Accepts and mirrors the level of
urgency conveyed by manager or customer being served.

Puts first priority on the needs of the organization
or the needs of its customers. This contrasts with the behavior of individuals who lose sight of approaching
deadlines, fail to fully accept ownerships for commitments that have been made to others, and/or make
decisions and spend time in self-serving ways that fail to place proper emphasis on organizational or
customer needs.
5 %

Job Skills
Possesses sufficient job skills and knowledge to perform the job in a competent manner. Is able to
demonstrate skills and knowledge in day-to-day situations. This is distinctly different from those individuals
who lack sufficient job skills or knowledge to meet job requirements or who have the skills and knowledge,
yet struggle to apply them to day-to-day situations on the job.
20 %

Safety
Makes sure to understand every safety practice expected by the organization. Takes no shortcuts that
increase the risks of accidents, personal injuries or equipment failures. Looks for unsafe practices in the
workplace and takes responsibility to ensure that others are aware of the potential impact.

This is distinctly
different from those who are unaware of many safety expectations, take shortcuts that increase safety risks,
and/or fail to recognize and take timely action to increase safe practices by others.
5 %

Productivity
Meets or exceeds productivity standards that have been established for his/her organizational level or
position. Has successfully combined skills, ability and effort level to ensure that expectations related to
20 %
results/output are achieved.

This is in contrast to those individuals who fail to meet standards due to a
shortfall in essential skills, ability or the level of energy/effort required.

Quality of Work
Has established a track record of producing work that is highly accurate, demonstrates attention to detail and
reflects well on the organization. Is personally committed to high quality work and encourages others to have
similar standards.

This differs from those who cannot be relied upon to produce high quality work, pay little
attention to detail, show little pride in a job well done and/or set a poor example for co-workers or direct
reports.
30 %

Quantity of Work
Produces an amount of work that meets or exceeds job expectations. Makes sure that quality does not suffer
as the quantity of work increases.

Works effectively with peers and carries own share of team workload. This
contrasts with those whose output level is clearly below organizational needs, those who make unacceptable
tradeoffs between quantity and quality, and/or those whose output is typically below that of others when they
are placed on a team.
15 %

Integrity
Acts in ways that demonstrate personal integrity and serves as a positive example of why others should trust
the motives of the organization. Views himself or herself as a reflection of the organization by following
through on commitments and accepting ownership of any mistakes he or she might make.

 Leaves others with
the clear impression that integrity is a core value at this organization. This is in contrast to individuals who
make commitments that go unmet, fail to acknowledge their role in disappointing events, or whose actions (or
inaction) leave others with doubts about the level of trust that should be placed in the organization.
5 %

Positional Competencies
English Literacy Numeracy
Deciding and initiating Action.
Ability to lead and supervise.
Ability to persuade and influence.
Ability to analyze information.
Other
Ability to work with people
Writing and reporting
Ability to plan and organize
Ability to deliver results
Able to follow instructions and procedures