Jorgensen  Employee Development (J.E.D.)
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Jorgensen Employee Development (J.E.D.) Training Program. Shadow-Start. Management & Supervisor Learning Series. Welcome. Sit anywhere you like Please make sure you sign the sign-in sheet Prepare yourself to learn. Shadow-Start Course. Rules for a successful learning session.

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Shadow start

Jorgensen Employee Development (J.E.D.)

Training Program

Shadow-Start

Management & Supervisor

Learning Series


Welcome

Welcome

  • Sit anywhere you like

  • Please make sure you sign the sign-in sheet

  • Prepare yourself to learn

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Rules for a successful learning session

Rules for a successful learning session

  • Please turn cell phones off. We will take a number of breaks and during that time you can check your email and phone messages.

  • I am simply the facilitator of this session. In order for this learning opportunity to be successful, we need everyone’s participation.

  • One voice… Whether it is mine or yours, in order to receive information, it is important that only one person speaks at a time.

  • Respect…You may not agree with another person’s opinion, but do not ridicule a fellow participant. Agree to disagree.

  • Have FUN!

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Objectives for today s session

Objectives for today’s session

  • Learn about Shadow-Start purpose and goals

  • Define the Hiring Manager’s role in Shadow-Start

  • Discuss best practices to engage and welcome new employees

  • Receive a copy of the Shadow-Start Checklist

  • Be prepared to implement this process immediately!

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Jorgensen employee development j e d

Jorgensen Employee Development (J.E.D.)

Training

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J e d training program learning series

J.E.D. Training Program Learning Series

Leadership

Management & Supervision

Administrative

Operations & Maintenance

Employee Health & Safety (EH&S)

Onboarding

Learning at Jorgensen is an on-going commitment to your success.

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Shadow start purpose goals

Shadow-Start Purpose & Goals

  • Purpose

    • Welcome the New Employee and provide informal introduction to Jorgensen

  • Goals

    • Develop a working relationship with the New Employee

    • Communicate our culture (PACT) and expectations

    • Make sure that both Hiring Manager and New Employee are comfortable and understand one another

    • Answer any questions New Employee may have

    • Make sure New Employee feels welcome at Jorgensen

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Shadow start and new employee orientation n e o

Shadow-Start and New Employee Orientation (N.E.O.)

  • Shadow-Start is designed to provide guidance and direction for the New Employee

  • N.E.O. will provide information on our company’s history, organization and key policies for all new employees

  • Shadow-Start and N.E.O. are the foundation for bringing in new members of our team and starting them on the path to success!

  • Shadow-Start is the first in the Management & Supervision Learning Series

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What is new employee orientation or n e o

What is New Employee Orientation, or N.E.O.?

  • Phase I

  • N.E.O.-Express

  • New Employee Orientation

  • Exposes new employees to critical information

  • Ensures that mandatory paperwork is completed

  • Allows new employee to meet Hiring Manager, to initiate Shadow-Start, and to begin work with the proper safety and operational training

  • Phase II

  • N.E.O.

  • Conducted monthly – only for new employees that have started within the past month

  • Live, facilitated orientation course

  • Provides information in greater detail from experts in each topic

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Who plays a role in shadow start

Who Plays a Role In Shadow-Start?

  • Office Manager / Administrator

  • Project Manager

  • Hiring Manager

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Shadow start

Roles and Responsibilities

Office Manager / Office Administrator

  • Coordinate the use of required office technology to complete N.E.O.-Express process

  • Coordinate with the Hiring Manager/PM for N.E.O.-Express and on-boarding requirements

  • Administer 1-hour NEO-Express Training (Self-Guided) and submit all required forms and documents

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Roles and responsibilities

Roles and Responsibilities

Project Manager

  • Schedule time to meet with new employee and discuss the project’s organization, goals, and expectations

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Roles and responsibilities1

Roles and Responsibilities

Hiring Manager

  • Meet with New Employee on first day

  • Coordinate with Office Manager or Administrator for N.E.O.-Express and HR paperwork

  • Complete checklist items for Shadow-Start

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Shadow start steps summarized

Shadow-Start Steps Summarized

  • Step 1 – N.E.O. Express

  • Step 2 – HR Paperwork

  • Step 3 – Position Description (Focus Areas) and Career Ladder Review

  • Step 4– Issue PPE and Complete Safety Review

  • Step 5 -New Employee ShadowsHiring Manager

    (1 day minimum up to 1 week)

  • Step 6– Complete Checklist and submit to PM/RM

  • Step 7– Evaluation @ 90 Days

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Step 1 n e o express

Step 1 – N.E.O. Express

  • New employee reports to his/her Hiring Manager

  • Hiring Manager introduces the new employee to other supervisors, office personnel and PM/RM

  • New Employee conducts 1-hour self-paced N.E.O. Express(video) using training laptop

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Step 2 new employee hr paperwork

Step 2 – New Employee HR Paperwork

  • Receive Employee Handbook

  • Complete and sign required RJA New Employee Paperwork (Human Resources)

  • Provide completed paperwork to Office Manager / Admin for submission to corporate and local filing

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Step 3 position description and career ladder review

Step 3 – Position Description and Career Ladder Review

  • Hiring Manager and new employee review the employee’s position description and career ladder

  • Reviews project goals & objectives,

    and management’s expectations of

    team members

  • Hiring Manager reviews P.A.C.T. Culture

  • Employee signs and receives a

    copy of the position description

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Step 3 position description and career ladder review continued

Step 3: Position Description and Career Ladder Review (Continued)

The PACT is a Performance Driven Culture that each employee in the company has the responsibility to understand and embrace:

  • It is the foundation for the companies expectations

  • It is embedded into the character of everyone in the organization.

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Step 4 issue ppe and complete safety review

Step 4 – Issue PPE and Complete Safety Review

  • Hiring Manager and Office Personnel Issue all required Personal Protective Equipment (P.P.E.) and order any necessary additional items (shirts, etc.)

  • Complete Equipment Issuance Forms

  • Hiring Manager and New Employee Review General Safety Information

  • Complete the New Employee Safety Form

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Step 4 continued let s talk about safety

Step 4 – ContinuedLet’s Talk about Safety!

  • Hiring Manager reviews Safety material with a focus on project-specific safety concerns

  • Discuss use of PPE and issue all required equipment

  • Introduce the Green-Horn Program (180 Days)

    • Majority of safety incidents involve new employees!

  • Emphasize the importance of Safety in our business

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Step 5 new employee shadows hiring manager

Step 5: New Employee ShadowsHiring Manager

  • New Employee Shadows Hiring Manager during their normal daily routine (1 day minimum; up to one week, based on position)

  • Hiring Manager takes New Employee to lunch paid for by Jorgensen to discuss personal interests, experience, family, goals etc.

  • The Hiring Manager should

    continue to discuss all items

    listed in the Shadow-Start

    Checklist with the new employee

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Step 6 complete checklist and submit to pm

Step 6: Complete Checklist and Submit to PM

  • Hiring Manager should ensure that all Shadow-Start checklist items are completed

  • Submit the checklist to the PM/RM upon completion

  • Communicate reporting requirements for the next day

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Step 7 evaluation @ 90 days

Step 7: Evaluation @ 90 Days

An important job of the Hiring Manager is to evaluate the employee…

  • Provide frank and candid feedback to aid the new employee in his/her work efforts

  • Communicate any goals or corrective action plans clearly

  • Seek input from others on employee’s performance

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What has worked for you

What has worked for you?

  • How does the Hiring Manager promote bringing a new member to the team?

  • How can the Hiring Manager help the existing team to support the new employee?

  • What are some practices that promote lowering turnover?

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The shadow start checklist

The Shadow-Start Checklist

  • Review Jorgensen company background and history

  • Review the project’s history

  • Introduce the new employee to the project’s supervisors

  • Introduce the employee to the Project Manager

    • PM should provide his/her perspective on the projects goals and expectations related to the crews and employees

  • Review PACT

  • Review expectations

    • Client’s expectations of Jorgensen

    • Project management’s expectations of the team or crew

    • Hiring Manager’s expectations of the new employee and his/her position description

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The shadow start checklist continued

The Shadow-Start Checklist (continued)

  • Discuss Project Specific Safety and complete Safety Review Form (signed by New Employee)

  • Get-to-know lunch with the New Employee (discuss family, experience, interests, etc.)

  • Tour the project’s limits (roads, yard, shop, office etc.)

    Turn in completed checklist to the Project Manager for review

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Required materials for shadow start

Required Materials for Shadow-Start

Shadow-Start requires the Hiring Manager to distribute a number of forms and other information:

  • HR Forms and Paperwork (includes media release form)

  • The Employee Handbook

  • Project Organization Structure Chart (Org. Chart)

  • Equipment and Materials “sign-for” sheet

  • Job Description Form

  • Safety Review Form

  • P.A.C.T Introduction handout

  • Hiring Manager Checklist

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Take aways

Take Aways…

1. Biggest “Aha” moment?

2. One take away from this session?

3. Other comments?

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For additional information

For Additional Information

  • Please visit the myRJA.com – Training Room for more information and a copy of this material or…

  • Contact your course facilitator and/or Regional Training Manager

  • Texas Regional Training Manager

  • Jack Johnston

  • [email protected]

  • 469-404-8824

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Course evaluation

Course Evaluation

  • Please take a minute to complete the course evaluation form and hand it in before you leave.

  • Thanks for your time!

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