1. What is the average salary of an Entry Manufacturing Engineer?
The average annual salary of Entry Manufacturing Engineer is $79,300.
In case you are finding an easy salary calculator,
the average hourly pay of Entry Manufacturing Engineer is $38;
the average weekly pay of Entry Manufacturing Engineer is $1,525;
the average monthly pay of Entry Manufacturing Engineer is $6,608.
2. Where can an Entry Manufacturing Engineer earn the most?
An Entry Manufacturing Engineer's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer.
According to the latest salary data by Salary.com, an Entry Manufacturing Engineer earns the most in San Jose, CA, where the annual salary of an Entry Manufacturing Engineer is $99,600.
3. What is the highest pay for Entry Manufacturing Engineer?
The highest pay for Entry Manufacturing Engineer is $90,190.
4. What is the lowest pay for Entry Manufacturing Engineer?
The lowest pay for Entry Manufacturing Engineer is $68,601.
5. What are the responsibilities of Entry Manufacturing Engineer?
The Entry Manufacturing Engineer maximizes efficiency by analyzing layout of equipment, workflow, assembly methods, and work force utilization. Assists in planning and designing manufacturing processes for a production facility. Being an Entry Manufacturing Engineer requires a bachelor's degree of engineering. Determines the parts, equipment, and tools needed in order to achieve manufacturing goals according to product specifications. In addition, Entry Manufacturing Engineer typically reports to a supervisor or manager. Being an Entry Manufacturing Engineer works on projects/matters of limited complexity in a support role. Work is closely managed. Working as an Entry Manufacturing Engineer typically requires 0-2 years of related experience.
6. What are the skills of Entry Manufacturing Engineer
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
1.)
Standard Operating Procedures: A standard operating procedure (SOP) is a set of step-by-step instructions compiled by an organization to help workers carry out routine operations.
2.)
Continuous Improvement: A continual improvement process, also often called a continuous improvement process (abbreviated as CIP or CI), is an ongoing effort to improve products, services, or processes. These efforts can seek "incremental" improvement over time or "breakthrough" improvement all at once. Delivery (customer valued) processes are constantly evaluated and improved in the light of their efficiency, effectiveness and flexibility. Some see CIPs as a meta-process for most management systems (such as business process management, quality management, project management, and program management). W. Edwards Deming, a pioneer of the field, saw it as part of the 'system' whereby feedback from the process and customer were evaluated against organisational goals. The fact that it can be called a management process does not mean that it needs to be executed by 'management'; but rather merely that it makes decisions about the implementation of the delivery process and the design of the delivery process itself.
3.)
Employee Assistance Programs: Assisting employees with work-related problems that may impact their job performance, health, mental and emotional well-being.