Remote Operations Control Center Specialist
Description
The ROCC Specialist will be responsible for directing, monitoring, and coordinating the operation of EDPR NA wind assets from the Remote Operations Control Center (ROCC). You will ensure that the operations of Wind Power Plants (WPP) comply with all applicable North American Electric Reliability Corporation (NERC) standards and practices. You should be able to work well independently with guidance in only complex situations.
Main accountabilities:
- Monitor real-time control center operations and the performance of wind farms across the US and apply established procedures in order to guarantee maximum availability, sale of energy, and wind farm service
- Report and document the status of forced and planned plant outages to Regional Transmission Organization/ Independent System Operators ( RTO/ISO)
- Develop and implement effective strategies to maximize the WPP value by capturing profit opportunities in the real-time power markets
- Evaluate system alarms and irregularities, taking corrective action as outlined in established guidelines
- Ensure quality and accuracy of EDPR NA real-time generation information being tele-metered to RTO/ISO
- Call-out field and emergency service personnel when appropriate
- Direct electrical substation switching at EDPR NA facilities using a detailed understanding of the Company’s electrical switching practices
- Ensure turbine and substation data integrity for internal databases used for reporting purposes
- Use OEM SCADA (Original Equipment Manufacturer Supervisory Control and Data Acquisition) to control the real and reactive power of the 5 unique types of turbines now in use
- Maintain understanding of the energy markets where Company assets are located
- Maintain understanding of commercial practices as they relate to managing merchant power pricing and scheduling
- Additional duties as required
Direct reports: None
Travel: None
Minimum qualifications:
- Associate’s degree in Electrical Engineering or an equivalent combination of training and experience
- 3+ years in power system operations, power production, or related energy operations
- Must be willing to obtain EDPR NA ROCC Operator certification within 9 months from the date of hire
- Must already have or be willing to obtain PJM System Operator certification within 12 months from the date of hire
- Thorough knowledge of AC theory and power flow; Proficient knowledge of Microsoft Office software, OSI PI, and database development and management
Behavioral requirements:
- Ability to use multiple OEM SCADA applications
- Ability to understand and put into practice energy market selling processes
- Ability to influence individuals and groups
- Strong interpersonal skills
- Strong background in electrical AC theory and power flow
- High attention to detail and ability to be self-motivated
- Strong analytical and quantitative skills
- Strong written and verbal communication skills
- Ability to perform job tasks in a collaborative working environment
- Availability and willingness to work a rotating schedule as assigned, with shifts comprising a 24-hour, seven days per week operation
Physical demands & working conditions:
- Sitting/Standing/Flexibility: Ability to stand and sit for 8 or more hours when in an office environment
- Speech/Reading: Ability to speak, read, and write English proficiently and deliver a variety of instructions furnished in written, verbal, diagram, or schedule form
- Lifting: Ability to lift items weighing up to 10 pounds
- Vision/Hearing: Ability to understand a variety of instructions furnished in written, verbal, diagram, or schedule form
- Safety: Ability to understand and communicate safety precautions when necessary
Travel Required
No.
Qualifications
Education
Preferred
Associates or better in Electrical Engineering or related field.
Experience
Preferred
3-5 years: 3+ years in power system operations, power production, or related energy operations
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)