Pattern Technician/ Nhân Viên Thiết Kế Pattern

1. Sample Development
- Patterns Development:
+ develop cut patterns based on net patterns developed by the Pattern Technologist.
+ seek advice from Pattern Technologist to enhance the compliance to requirements, quality, manufacturability and materials utilization of the patterns as needed.
+ make necessary changes to the cut patterns based on customer feedback for customer approval as needed.
- Sample Fitting: review sample measurements and fitting after sample making. Seek advice from Pattern Technologist and make necessary adjustments to the pattern as needed to meet internal and external requirements.
2. Patterns
- Customer Specification: work with CSP to obtain style information, fit preferences, and pattern requirements to enhance customer satisfaction with the Factory's samples and bulk garments.
- Pattern Making:
+ produce high quality cut patterns (including development sample, first sample, fit sample and PP sample and bulk production) based on net patterns developed by Pattern Technologist and customer's requirements to support sample and bulk production.
+ make necessary changes to the cut patterns based on customer feedback for customer approval.
+ Pattern Quality: review with CSP, Sewing, QA and MM to ensure patterns produced satisfy relevant quality standards and grading scales. Refine the patterns to satisfy the standards when necessary.
+ Pattern Filing: file net and cut patterns developed in line with the pattern organization SOP.
3. Production Preparation
- Pre-Production Preparation: attend cross-functional pre-production meetings to introduce the style to the downstream departments and collect any feedback from the downstream departments. Make changes to the cut patterns based on the feedback as appropriate.
4. Alignment with TAL Core Values and Culture
- Personal Alignment: understand and personally commit to the Group's core values and culture.
- 'Walk the Talk': lead by example and behave consistently with the Group's core values and culture.
- Reinforcement and Support: communicate and visibly use the Group's core values as guidelines for daily decision making. Support Group initiatives to reinforce the core values and culture.
- Coaching: coach IEs to behave consistently with the Group's core values and culture.
5. Personal Effectiveness
- Assessment: take accountability for self-assessment of how to improve own personal effectiveness in the current role.
- Feedback: ask for feedback regarding personal effectiveness from relevant parties.
- Development Plan: pro-actively discuss ways for improving personal effectiveness with own IM. Seek opportunities for learning and growth. Participate fully in development opportunities provided by the Group and consciously apply the learning from the development programs.
Note 1: incumbent is also accountable for other tasks assigned by Immediate Manager, for specific purposes
(e.g. employee development). Immediate Manager accountable for explaining outcomes and target durations for such
assignments.
Note 2: incumbent may not be assigned all Accountability Areas or tasks in the Role Profile. It is at the discretion of
the Immediate Manager to provide specific direction and priorities for each IE (e.g. ramp up new employees),
supported by clear explanations and timeframes.