Organizational example:
PlastiComm Communications
Organization/Program |
PlastiComm Communications |
Program Purpose |
How to create and retain a productive, motivated and competitive workforce. |
Program Description |
All new PlastiComm employees spend their first 90 days teaming up with supervisors who provide one-on-one, on the job training and cross-training. The company partners with other telecommunications partners in order to train the new employees in the telecommunications installation process. Another partner, Rocky Mountain SER, interviews applicants, tests for aptitude, and provides six to eight weeks of pre-employment training for prospective PlastiComm employees. They also provide counseling and advising services to the newly hired employees to help ensure a smooth transition. An internal career ladder is also in place. PlastiComm’s entry-level employees work in the warehouse where they fill orders for cable distribution. Promotion to assembly positions and advanced assembly positions are the next two rungs on the career ladder. Testing and inspection positions and then finally supervisory positions complete the ladder. Spanish and Vietnamese are the dominant languages among the non-English speaking employees. In order to address this challenge, PlastiComm hires bilingual supervisors who are instrumental in facilitating communication between the organization and its employees and also conducting the on the job training. Supervisors attend a six-week training (1-2 hours per day, 1 day a week) where they work from the Piton Foundation’s “Managing to Work it Out" curricula to address cultural issues, improve communication, and motivate entry-level immigrant workers. |
Progress |
PlastiComm reported that the yearly turnover is 5 percent. |
Contact Information |
Dan Montoya, Vice President of Operations |
Information from Dan Montoya of PlastiComm and from www.workforceadvantage.org.