4. TRAINING CURRICULUM CORE COMPETENCIES JOB DESCRIPTIONS PERFORMANCE EVALUATIONS CAREER PATH COMPENSATION AND CAREER DEVELOPMENT TRAINING CURRICULUM CORE COMPETENCIES JOB DESCRIPTIONS PERFORMANCE EVALUATIONS CAREER PATH COMPENSATION AND CAREER DEVELOPMENT TRAINING CURRICULUM CORE COMPETENCIES JOB DESCRIPTIONS PERFORMANCE EVALUATIONS CAREER PATH COMPENSATION AND CAREER DEVELOPMENT Building People for Creative Accomplishment • Optimal Performance • Career Satisfaction Training Curriculum JOB DESCRIPTIONS CORE COMPETENCIES CAREER PATH COMPENSATION & CAREER DEVELOPMENT PERFORMANCE EVALUATIONS
25. 2009 HR Training Training Month 401(k) Training February/ March Performance Management Training March Management Orientation Training June Employee Relations/ Corrective Action & Termination Training September Benefits/Open Enrollment November
26. 2009 IS Training Training Frequency Prolog by Career Path (Users Guide) Semi-annually Primavera P6 TBD Outlook Semi-annually Archives Processes Annually Computer 101 Upon Request
27. Group Work Each share out: Individual 90min Ideal Training Schedule to the rest of your table 15 Min
Again, I know everyone has travels from far and wide on this day to come to this meeting, and after lunch, everyone gets anxious to leave. I just ask for your to stick in there until the goal of completing the calendar is accomplished. You have my word, that I will not drag the meeting out just to last until 4pm, but on the flip side, if that’s how long it takes, please be committed to seeing it through.
Focus-Creating a dynamic training schedule that serves everyone! We are improving the already amazing schedule that we have. We are top in our industry and no other construction company has this kind of training program To work collaboratively –to LISTEN to others ideas with respect, and to SHARE our ideas with enthusiasm, to COMPROMISE where needed to come up with the most dynamic schedule we can in this 5 hour session. (It won’t be perfect, but it can be better) Training Dept. is the vehicle to keep this group on track, but you are people that develop the curriculum Eval cards on table, fill out throughout or wait until the end, but turn it in as you leave for a thank you gift. I will go through them, and send everyone an email as to what I will be working on to implement into next year’s meeting
Dan Keeping in line with the corporate goals of growing the company through attracting new candidates and retaining current employees –so we have a creative and productive work environment If they don’t have communication skills they are not productive, if they don’t have the technical skills they are not productive. If they don’t have strategic skills, if they don’t have presentations skills they aren’t productive. Why training is important to us as a company Why this meeting is important Acknowledgement of the people attending-they are the creators—motivate! How career path training is becoming more tied into to performance and promotion etc.
Steps to achieve our goal Review some statistics from 2008 To discuss solutions for hot topics (evals, trainer selection, content development, attendance) Share areas where we are succeeding To complete the 2009 Safety Dinner Day Training Schedule To determine length, topic and audience of any non-safety dinner day training that will add value to our core training program
In 2007 we offered CLP II 2009 will be another high number due to offering CLP I
New Goal of 70% Attendance across the board
Dan to address importance of overall attendance. WHY is it important for people to attend training? How can we have employees buy in on the importance of attendance? Attendance is becoming more and more tied to promotions and pay
I know some people feel like we have “too much” training, and that it interferes with jobsite responsibilities. But we’ve broken down the average amount of time per year an employee will spend in training
Training is a core value, and is it also part of your job to make time for it.
First I would like to commend everyone. We have come a long way from even just 2 years ago as far as complying with and standardizing these procedures. I see a huge difference in a short amount of time, and I think that comes from clearly communicating the expectations, and then each person knowing out part and the most important part FOLLOW THROUGH. Thank you. These hot topics represent the top 4 areas of concern I feel that we can successfully address! What I would like to do is brainstorm some of the top issues in each of these categories and then come up with at least one solid solution to implement in each category for 2009! Doa-ble? 2 minutes on each topic. (10 min) Then assign a table to each topic and have them pick one item that they feel has an easy resolution, be prepared to share out. (5-10 min) Sharing out (10 min)
Show off! Competition—We all know that what we put our attention on grows, so right now we are going to put all our attention on what we have been doing right. Actually what we have been doing better than all right, areas we are succeeding in when it comes to training. Things we are proud of, and think it would be helpful to share with other regions. But…we are going to do this a little differently. I’d like each region to group into each corner of the room. We are going to make this into a competition!
Each region will have 4 minutes to list AS MANY successes they can that are RELATED to training. Did you get 100% attendance at an event? Did you have 90% of attendees pass a safety quiz? Do you feel your region leads by example! It’s up to you decide! I’ve got something sweet for the winning team. On your mark, get set, go! (4 min). Share out (10 min) Regions, did you feel this was helpful?? By show of hands, how many of you in this room heard one helpful idea they will start to implement?
While you are in your career path group, I feel this would be a good time to decide on the jobsite for the May Jobsite Safety Dinner, go ahead and discuss quickly and then let me know once you decide.
I’d like to have Janet and Sam come up to discuss what is upcoming in HR and IS for 2009. & Questions (10min) Is there additional training you would like to see added to what they are presenting?
Autumn to introduce staff and anything she wants to say Janet to review training being rolled out in 2009 Any questions for HR? Shereen- Hopefully we soon we will have a database that will be able to track required training and show who has/has not taken. It’s in the works.
Sam Sam to introduce Mark Morache Shereen to introduce Michelle and Andrew will be floating around as well, please consult with them if you have questions. They are a good resource
Dan to re-iterate about technical topics (Shereen to hand out instructions) REVIEW BINDER (shereen to go over what is in binder) Ideal Training Schedule-each person share their ideas, go around the table and record on flip chart (15 minutes) BRAINSTORM
training that needs to be given to multiple groups at the same times need to be discussed with that group trainings over 90 minutes should be removed and added to the “non-safety dinner day” sheet if you have a suggestion for another group that you feel is vitally important they get on the schedule this year, or a joint training, write it on a yellow sticky and deliver it to that table Your goal at the end of this time, is to have the basic skeleton for the safety dinner day training with the topics that you have decided on. Once that is completed, have Dan come over and take a look at the final schedule
What’s in It” -brainstorm all the things that need to be covered in each training to make it valuable. List out in the column next to the topic. Make sure you are specific. Who’s Doin It” -Use the lists we are giving you to carefully choose which people will be presenting. How many trainers do you need? Would it be valuable for your trainers to visit each region, or have regional trainers for the topic? Pick carefully, as you will each be responsible for contacting the presenters you chose to explain why they have been chosen and that you are their regional contact if they have any questions. Be careful about picking outside presenters!!! Andrew, Michelle will be coming around to all tables to consult regarding accounting and legal requirements they would like for you to include in certain trainings you have listed .
Each group will share out their ideal training schedules and what they feel is going to work about their schedule.
Regional Representatives phone chosen presenters to notify of being picked as presenter and let them know Why they were chosen When is their training Who else is training with them
Currently I am an army of one in the training department. I appreciate your support as my department is in transition. We are currently interviewing candidates, but as you know, there is much ramping up time to be had even after they come on board, and currently I am an army of one. So, it means a lot to me if each of you can give me your word that you will follow through with what you are committing to here today.
