CONFIGURATION AND DATA MANAGER

• Support configuration management planning.
• Develop and maintain program configuration management plan(s) based on customer requirements and internal CM processes.
• Apply program stipulations for configuration identification, change control, configuration status accounting and configuration audits.
• Adhere to the established change process so that only approved and validated changes are incorporated into released product.
• Assist engineering in the software build process followed by manual or automated media creation.
• Manage the software release process for various developmental environments.
• Perform software baseline merge tasks in support of programs test and evaluation phases.
• Work with Information Technology (IT) to administer and maintain version control software.
• Support software quality assurance process and audits.
• Handle identification, posting, marking, retrieval, organization, and storage of engineering documentation, customer documentation, military specifications, and industry specifications.
• Coordinate and participate in Configuration Control Board (CCB) and Physical Configuration Audit (PCA) activities.
• Assist with CDRL/SDRL (Contract Data Requirements List/Subcontract Data Requirements List) internal development or deliveries to customers when necessary.
• Support internal audits, customer audits, and performs follow up corrective action when necessary.

This position has no supervisory responsibilities.

• Experience with and a strong understanding of Linux command line, file system structure, and basic system administration tools.
• Experience using Subversion and Git in Windows and Linux environments.
• Experience with DevOps/DevSecOps (Preferred)
• Experience setting up CI/CD Pipelines for various projects using GitLab on Windows and/or Linux (Preferred)
• Experience with deploying artifacts. (Preferred)
• Experience with containerization technologies such as Docker (Preferred)

• Ability to earn the CompTIA Security+ certification within 60 days of hire.
• Ability to adjust to fluid configurations and requirements.
• Familiarity with programming languages such as Python, C++, or other programming languages.
• Familiarity with Virtual Machines
• Familiarity with Ansible
• Familiarity with the following standards and guidance:
• Military Handbook MIL-HDBK-61A (SE), Configuration Management Guidance.
• International Standard ISO/IEC/IEEE 12207:2017 Systems and software engineering — Software life cycle processes [Specifically clauses 6.3.5 (CM Processes) and 7.2.2 (Software CM Processes)].
• IEEE Std 828-2012 IEEE Standard for Configuration Management in Systems and Software Engineering.
• ISO 9001:2015 Quality Management System (QMS).
• TechAmerica Standard EIA-649-B Configuration Management Standard (American National Standards Institute approved as ANSI/EIA 649-B-2011).

Associates of Science in Computer Engineering, Software Engineering, Computer Science, Electrical Engineering with a Software Focus or related field with technical background in a software development environment or equivalent experience.

• U.S. Citizenship Required: As a federal contractor supporting the U.S. warfighter, it is required that all employees in this role be United States citizens in compliance with government contract and security requirements.
• Background Check: Must be able to successfully pass an initial background screening.
• Security Clearance: Must be able to obtain and maintain an active Department of Defense (DoD) security clearance. The selected candidate will be subject to a government security investigation and must meet eligibility requirements for access to classified information, as required by the position.
• Work Schedule Flexibility: Occasional overtime and alternate shifts may be required to meet customer schedules, critical deadlines, or program milestones.
• Travel Requirements: Must be able and willing to travel domestically and, on occasion, internationally to customer sites, partner locations, or project meetings in support of contract objectives.
• Drug-Free Workplace: ASI maintains a Drug-Free Workplace. Applicants and employees are subject to pre-employment and random drug testing in accordance with company policy.
• Employment Contingency: All employment offers are contingent upon the successful completion of all background checks, security clearance requirements, and drug-screening results.

• Candidate must be able to work in small, confined spaces (simulator cockpits)
• Typically, employees sit comfortably to do their work, interspersed by brief periods of standing, walking, bending carrying papers and books, and extensive periods requiring the use of computer terminals to accomplish work objectives.
• Additional skills may be required to perform additional task(s) specific to work location, department or line of business.
• Must be able to travel via car and airplane.
• Must be able to climb stairs to enter and exit a simulator.

Work is primarily performed in an office environment consisting of offices and cubicles with low to moderate noise and bright or dim lighting.

The work is fast-paced and sometimes involves extreme deadline pressures.

The nature of the work requires a high degree of teamwork and cooperation with other members of the staff as well as external customers.

Note: This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications that are required of the employee for the job.

Duties, responsibilities, and activities may change at any time with or without notice.

The following policies apply to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with applicable federal, state, and local laws.

Candidates requiring a reasonable accommodation, as defined by the Americans with Disabilities Act, must notify Aero simulation, Inc. by e-mail at jobs@aerosimulation.com or by calling directly at 813-867-4447.

It is the policy of ASI to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA) and its Amendments. ASI will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. ASI also will make reasonable accommodation wherever necessary for all employees or applicants with handicaps, disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made are not an undue hardship for ASI.

ASI is proud to be an Equal Employment Opportunity and Affirmative Action employer dedicated to attracting, retaining, and developing a diverse and inclusive workforce. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, domestic/civil partnership or marital status, national origin, disability, status as a protected veteran or any other characteristic protected by law. We strive for everyone to be valued, connected, and empowered to reach their potential and contribute their best.

ASI is proud to be an E-Verify employer.

E-Verify is an internet-based system that compares information from an employee's Form I-9, Employment Eligibility Verification, to data from U.S.

of Homeland Security and Social Security Administration records to confirm employment eligibility.

ASI 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 legal duty to furnish information.