Employee skills check-list 4advancement/ training

southsoundtree

southsoundtree

Been here much more than a while
Location
Olympia, WA
This is sort of a side thread from ideas discussed in the Business Mgmt area. I thought that having a training checklist and proficiency testing for pay increases would be a good way for both employer and employee to have some targeted learning/ proficiency goals and compensation evaluation.

In the past, I really struggled with teaching someone, then having to re-teach, then re-teach things like a girth hitch, and timber hitch, chain tension, what a not-sharp chain looks like.

I like the climber skill checklist that is in the Tree Climber's Companion. I thought that if this was available to tree companies, it could help everyone, and promote the industry. Employers and employees would be started into a good feedback cycle as people are being trained. Hopefully,

How about people start listing the skills that are needed from their employees for the general catagories of tasks. Then hopefully they can get compiled in a checklist format, and made available for everyone's use.

I think that it would work well to be able to edit an earlier post with more info, then they can maybe get cut-and-pasted from individual posts into a manual-ish format, with less editing.




For example: Saw maintenance items (chain tension, air filters, lubing bearings, bar maintenance, chain sharpening, fuel filters, spark plugs),



chainsaw theory and practical use (reactive forces, bucking sequences, binds),



Site inspection and pre-climb/ pre-work checklist,



Vehicle safety and inspection (driving/ driver's responsibilities/ passenger responsibilities, fluid/tires/ body/ tool box checks and checklists).


Emergency procedures


As everyone has a lot of knowledge about a lot of these things, maybe one person will focus on starting the skill checklist for one item.
 
I'll get a less glamorous one started, and add to it later.

Vehicle/ trailer checks.
-------------------------
Oil, coolant, transmission, brake fluid, tires, lights

coupler locked and pinned, double checked for the coupler grabbing around the ball, not sitting on top, safety chains, lights/ brakes,

all things fastened appropriately, any loose tie-down straps end so that they don't tangle in anything like the wheel

drips/ leaks under the truck.

general walk around looking at the vehicle for damage, anything loose, all tool boxes and doors secured, nothing under vehicle or in path of travel.

emergency gear present--flares, reflective vest, reflective triangle

vehicle checklist filled out and initialled
 
Effective communications with clients and co-workers.
Safe work practices and procedures.
team work
take directions and be able to work independently.
 
I am interested in resurecting this thread. I am wondering how well it would be to implement something like this? What are the pros and cons from a management standpoint of this type of program?
 
[ QUOTE ]
We are tossing around the idea of using TCIA's tree care academy test then giving raises for each test passed.

[/ QUOTE ]


Ahhh.... so that way if they got their "papers" they'd get the big $$$$!
avid.gif
 
I think skills checklists are great. Though they can be mis-used when the qualifier is unqualified.

Limbwalker has a definite structure for movement throughout the company. Generally, the beginning status checklists are simple (can you tie a bowline. running bowline, does this person maintain a good attitude.)

The more advanced checklists require more training and can only be signed off by someone who has already completed the checklist. In this manner, more advanced positions are regulated by more qualified people. Our pay structure is actually based on the positions held, and the checklists help regulate this.
 
I started climbing at a company that used a pretty involved skills checklist. It works great especially for a motivated employee. I went from ground man with no experience with a chainsaw what so ever to crew leader in a year. I have run my own business ever since. It is good to spell out what is expected of you on paper.
 
[ QUOTE ]
"papers" they'd get the big $$$$!

[/ QUOTE ]

Hahahahahahahha, good one. Nah what seems to be the problem. We have training days what not just some never pay attention or show any interest to learn. Rather a waste of time and money on those select few. My idea, rather then waste time and money on some have the test take over for alotting raises. Do away with the anual give away till after all papers are recived. This way the select few will need to learn and retain if they want more.

I see no other way around the ones not willing. Plus this will boost the ones that want to.
 
I completely agree, Holly. They only advance if they demonstrate they get it and are willing to put forth the effort.

We give raises for certifications and other means of advancing their knowledge and experience. We still have a few who don't want to and are still making the same money. Others are advancing and benefitting.
 
Davey has the same sort of checklist in booklet form that I believe you are talking about. Starting from a groundie moving up through to climber levels A,B,C.
I believe if you are green these checklists are a really good way to motivate and encourage employees. And it gives them something tangible that shows their progress since starting with the company.
They're pretty much the same idea that KYLimbwalker is talking about.
 
Bump.

Seems like there is interest.

I lost track of this thread, and have been busy. This sorta ties into the thread that I just started to get a Policy and Procedure checklist going in the Business Mgmt section.

I need to work on that first to deal with a current employee issue.

Who wants to expand on any topic that they mentioned?

I did a more in-depth, yet in the works, coverage on Vehicles and Driving in the other thread.
 
I've worked on developing a system for outlining the course for advancement. It consisted of "Tree worker" positions ranging from levels I(one) to IV(four) with each level requiring different skillsets, experience, and responsibilities. Also had two "groundworker" positions and two "crew foreman/field supervisor" positions.
 
[ QUOTE ]
I've worked on developing a system for outlining the course for advancement. It consisted of "Tree worker" positions ranging from levels I(one) to IV(four) with each level requiring different skillsets, experience, and responsibilities. Also had two "groundworker" positions and two "crew foreman/field supervisor" positions.

[/ QUOTE ]

That sounds great. You want to run with that and share? Others can address other subjects and share.



While this idea will not be a one manual fits all situation, each company can adjust to fit.




Maybe there is someone out there that is a better formatter/ editor than original text writer that can help to compile in a Word document. Anyone?
 
Nothing real complicated. Basically, TreeWorkerI being an entry-level position for trainees or new-hire. Consists of a certain amount of experience (ie. 6mon. 1year). Should be able to demonstrate a method of tree entry (bodythrust,footlock), must know certain knots, etc.

Treeworker II, III, and IV positions have added requirements including things like experience, demonstrated abilities (rigging, climbing), having gear (ie.chainsaw, throwline), Certifications, CPR/First aid.

Pretty much just outlined the responsibilities and expectations required for each position. Each position had a minimum and maximum dollar per hour amount. ie. Tree Worker I: $12-$14 per hour.

And so on with Groundworker and foreman positions...

Other points to consider might be: Safety record, consistent production, CDL, attendance...
 
[ QUOTE ]
Nothing real complicated. Basically, TreeWorkerI being an entry-level position for trainees or new-hire. Consists of a certain amount of experience (ie. 6mon. 1year). Should be able to demonstrate a method of tree entry (bodythrust,footlock), must know certain knots, etc.

Treeworker II, III, and IV positions have added requirements including things like experience, demonstrated abilities (rigging, climbing), having gear (ie.chainsaw, throwline), Certifications, CPR/First aid.

Pretty much just outlined the responsibilities and expectations required for each position. Each position had a minimum and maximum dollar per hour amount. ie. Tree Worker I: $12-$14 per hour.

And so on with Groundworker and foreman positions...

Other points to consider might be: Safety record, consistent production, CDL, attendance...

[/ QUOTE ]

I think that while you say that they are not that complicated, putting together something all-encompassing on one's own is much harder than with collaboration.

I think that something that a lot of small business owners are able to do it keep a lot of info in one's head, so they don't put it on paper, at times. Larger organizations have some "institutional knowledge/ memory" and structure that smaller businesses often don't, or lose with turnover.

Having this institutional knowledge/ memory can lead to better training and succession of people in a position, such as foreman, manager, or owner, as well as greater productivity. Not re-inventing the wheel.


As you were mentioning, there are off the jobsite, non-job specific aspects of our work that employees are responsible for, such as transporting people and equipment, maintenance, certifications (CDL, CTW, CA, CTSP, First Aid/ medical...)
 
I actually didn't collaborate with anyone. Just came up with it thinking of what might justify a raise.
I made an outline of job description and pay raise scale to present to my old boss. We never had any formal job descriptions where I worked, and the boss seemed to just give raises when we asked (if he could justify it in his own head) sometimes seemingly with regret.
We had a discussion about it one day, and I was motivated to put something together. I have it written down somewhere and plan on implementing it eventually....

As far as "institutional knowledge/memory"....I have none.
 
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