Dressmakers supervisor

• Durée de l'emploi: Permanent
• Langue de travail: Français
• Heures de travail: 39 hours per week
• Education:
• Expérience:

Education

• College, CEGEP or other non-university certificate or diploma from a program of 3 months to less than 1 year
• Apparel and textile manufacture
• Fashion/apparel design
• or equivalent experience

Work setting

• Rural area

Tasks

• Co-ordinate work activities with other departments
• Prepare production and other reports
• Recommend measures to improve productivity and product quality
• Requisition or order materials, equipment and supplies
• Supervise, co-ordinate and schedule (and possibly review) activities of workers
• Train staff/workers in job duties, safety procedures and company policies
• Produce reports
• Perform corrective machine adjustments
• Co-ordinate and schedule activities
• Recommend corrective or enforcement action

Supervision

• More than 20 people

Design methods

• Model making

Area of specialization

• Quality improvement
• Pattern design

Work conditions and physical capabilities

• Ability to distinguish between colours
• Attention to detail
• Bending, crouching, kneeling
• Combination of sitting, standing, walking
• Hand-eye co-ordination
• Manual dexterity
• Repetitive tasks
• Standing for extended periods

Personal suitability

• Client focus
• Efficient interpersonal skills
• Flexibility
• Judgement
• Organized
• Reliability
• Team player
• Excellent oral communication
• Excellent written communication
• Values and ethics

Screening questions

• Do you have experience working in this field?
• Do you have the required certifications listed in the job posting?

Experience

• 1 year to less than 2 years

Employment terms options

• Day

Health benefits

• Dental plan
• Disability benefits
• Health care plan
• Paramedical services coverage

Financial benefits

• Group insurance benefits
• Life insurance

Other benefits

• Free parking available
• On-site recreation and activities

Support for persons with disabilities

• Provides physical accessibility accommodations (for example: ramps, elevators, etc.)
• Provides auditory accessibility accommodations (for example: transcription software, teletypewriters, etc.)
• Offers mentorship, coaching and/or networking opportunities for persons with disabilities
• Applies accessible and inclusive recruitment policies that accommodate persons with disabilities

Support for newcomers and refugees

• Participates in a government or community program or initiative that supports newcomers and/or refugees
• Assists with immediate settlement needs of newcomers and/or refugees (for example: housing, transportation, storage, childcare, winter clothing, etc.)
• Supports social and labour market integration of newcomers and/or refugees (for example: facilitating access to community resources, language training, skills training, etc.)
• Recruits newcomers and/or refugees who were displaced by a conflict or a natural disaster (for example: Ukraine, Afghanistan, etc.)
• Supports newcomers and/or refugees with foreign credential recognition
• Offers mentorship programs that pair newcomers and/or refugees with experienced employees
• Provides diversity and cross-cultural trainings to create a welcoming work environment for newcomers and/or refugees

Support for youths

• Offers on-the-job training tailored to youth
• Offers mentorship, coaching and/or networking opportunities for youth
• Provides awareness training to employees to create a welcoming work environment for youth

Support for Veterans

• Offers mentorship, coaching and/or networking opportunities for Veterans
• Provides awareness training to employees to create a welcoming work environment for Veterans
• Assists with immediate transition needs of Veterans (for example: relocation, housing, etc.)
• Offers workshops, counselling services or other resources to help Veterans navigate their transition into the civilian workforce (for example: adapting to different organizational structures)
• Supports Veterans in translating their military skills and experience into the language of the civilian job market

Support for Indigenous people

• Offers mentorship, coaching and/or networking opportunities for Indigenous workers
• Develops and maintains relationships with indigenous communities, indigenous-owned businesses and organizations
• Provides cultural competency training and/or awareness training to all employees to create a welcoming work environment for Indigenous workers

Support for mature workers

• Applies hiring policies that discourage age discrimination
• Provides staff with awareness training to create a welcoming work environment for mature workers
• Offers mentorship, coaching and/or networking opportunities for mature workers
• Offers phased retirement options that allow mature workers to gradually reduce their workload (for example: flexible or reduced work hours, part time employment, project-based or seasonal work, etc.)
• Offers phased re-entry options for mature workers who are returning to work after retiring (for example: gradually increasing hours and responsibilities)
• Provides workspace accommodations, such as age-appropriate ergonomic considerations, to meet the physical needs of mature workers (for example: adjustable desks and chairs, accessible parking, etc.)
• Offers resources to help mature workers plan their retirement (for example: financial planning, access to pension and benefits, lifestyle adjustments, etc.)

Supports for visible minorities

• Applies hiring policies that discourage discrimination against members of visible minorities (for example: anonymizing the hiring process, etc.)
• Offers mentorship programs that pair members of visible minorities with experienced employees
• Provides diversity and cross-cultural training to create a welcoming work environment for members of visible minorities