Pilot Trainee

Your Responsibilities- How You Will Make an IMPACT!

• Always navigate the vessel safely
• Report Certain Dangerous Cargoes (CDC) barges at pick-up, drop-off, and designated mile points to the Inland River Vessel Movement Center
• Assist and learn all wheelhouse leadership responsibilities at the direction of the Captain
• Ensure that all vessel documents and licenses are checked each time he/she joins the vessel to confirm the documents are properly posted and current
• Ensure that each crew member knows the cargo of each barge in tow and understands any hazards associated with said cargo(s). CFR 35.05-15b
• Enforce all Company policies and vessel specific guidelines in support of the Crew Endurance Management System aboard all vessels
• Ensure that the vessel maintains compliance with Vessel Standards

Job Qualifications - What You Will Bring to the ACBL Team

• Demonstrate commitment to IMPACT culture, leadership capabilities, commitment to and history of safe work practices.
• Must have 365 days on deck working 12 hours a day on a towing vessel
• A minimum of 182 days working on deck for ACBL
• Apprentice Mate/Steersman License or above
• No active discipline in Team Member’s file for at least 12 months or attendance issues for Fleet Team Members
• Must have 2 acceptable performance (rated as meets or above) evaluations within last year
• Must obtain at least 2 (two) written recommendations from two different Captains / Pilots
• Must meet general advancement requirements (SMS 6 Ch. 4-1)
• All training must be up to date
• Be willing to sign Steering Agreement
• Completed Predictive Index (PI)
• Valid driver’s license, TWIC card, and MMC.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)