Co-op/Programmer Analyst, Application Services

4 weeks ago

Atlanta, United States Institute of Nuclear Power Operations Full time

A co-op in our Application Services department will perform a variety of programming, design, and analysis tasks, including the development of new software and maintenance of existing applications on a variety of platforms. Also, this individual will work with customers to refine requirements, gain problem insights, resolve application issues, and communicate status.

Programming environments and toolsets we use:

  • MS Visual Studio 2013, 2015 and 2017 with TFS (Team Foundation Services)
  • Angular, Angular JS, Typescript Breeze, HTML/HTML5, ASP.Net (Win Forms and also MVC), Classic ASP, JavaScript, Github.
  • ServiceNow application development (low-code), API development using MuleSoft
  • C#, VB.Net, WPF, SilverLight, WCF, Entity Framework, SSRS Reporting, Python
  • MS-SQL and MS-SQL Management Studio
  • Microsoft SharePoint 2013
  • Cloud-based technology and application.
The ideal candidate would be an adept learner that can apply new skills. They will have some programming experience, with a basic understanding of some programming techniques. They can troubleshoot issues with software and data and will be able to work well in a team or alone.

Together, we will leverage your software development and problem-solving skills and mentor you in commercial software development skills and strategies, to maintain and develop software for internal corporate use and international nuclear power industry use. You will work on small projects and also in larger Agile development teams using TFS and Agile User Stories with full-time developers as work needs dictate.

We use ITIL/ITSM methodologies to manage and track Service Desk duties; including incident escalations, SLAs and resolutions, and working with other departments as needed.

Hiring and Benefits

Successful candidates are looking for degrees in Computer Science or Information Technology fields. The cooperative program rotation is every other semester. You will be asked to work one semester and return to school the following semester (one semester on/one semester off) for three (3) semesters of work in the organization with satisfactory performance.

Pay starts at $20 an hour and goes up a dollar every semester. Each co-op is eligible for an end of the semester performance bonus. Performance includes a variety of factors such as customer satisfaction surveys, special projects, attitude, teamwork and punctuality. Co-ops participate in mid-semester touch points to review their progress in the program and personal areas of strength and areas for improvement. This allows time for any necessary performance modification before the end of semester review. At the end of each semester there is a formal review where performance bonuses are given out. Co-ops are invited back based on their performance. If the co-op does not perform well in the role, INPO has the option not to extend an invitation to return for subsequent semesters.

Additional Requirements
  • Employment is dependent upon successfully completing a pre-employment background check and drug and alcohol test.
  • This position may require obtaining unescorted access status.
  • This position requires direct or indirect access to certain export-controlled technology, for which INPO may be required to obtain an export license in accordance with applicable U.S. export control laws and regulations. If an export license is required, any offer of employment at INPO for this position is contingent upon receipt of the export license or authorization.


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)

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