Progression of temporary workers Cross-training matrix
Levels of Progression
Before creating a cross-training program, you must establish levels of progression, identifying the specific job skills an employee must have in order to move up to another level within the company. Three categories should be established:
Novice Certified Trainer
Novice
An operator at the novice level is new to the workstation or has just been hired. Essentially, this person is an entry-level employee who has just attended the four levels of training, or an existing employee who has transferred from another area of the company. In either case, the novice employee has passed the initial training process. Depending on the company, new employees may have a 90-day probation period, allowing you to assess how they handle the work. Probation is also a good policy for existing employees who are being trained in a new workstation or area, perhaps with a shorter period of 7 to 10 days.
Novice operators are given some leeway and should be allowed to make minor mistakes while they are learning. Place novice operators with experienced workers so that the novices can be helped if necessary. Determine the amount of time that the experienced workers will assist the novices, and then let the novices work on their own. Monitor the novice's ability to follow the work instructions, perform the required work, adhere to cycle times, and conduct quality checks. Learning curves will vary depending on the complexity of the product, the number of tools, and the abilities of the new operator.
Once a novice has worked to the end of the probation period, you will make an initial decision regarding whether he should be considered for certification status, the next level. Many factors will influence your decision, such as whether he is a new or existing employee as well as his performance during training. Nevertheless, he should remain at the novice level until he has had the opportunity to be a consistent performer for a specified period, which you will decide. The novice must work within takt time (see Chapter 5), perform the work content, and conduct quality checks. He must also react properly to resolve any issues that arise.
The production supervisor should conduct a few audits during this period to see how the new worker is doing. When the worker has proven that he can work consistently, day in and day out, for the given time without supervision, he is ready for certification.
Certified
The second level of the cross-training program is to become certified. Certified operators run the show. Although they have the experience and knowledge to run the show and are capable of making good decisions regarding quality errors and flow, they may not be ready to provide training to others. Working in a lean process takes skill, and that skill is developed over time. Certified operators understand their responsibilities in their own workstation, as well as the procedures and protocol that control those processes. Certified operators may remain at this level for a long time. When are they ready to train others? Naturally, certified operators should strive to reach this next level of job performance on the floor. However, it is wise to first offer them the option of moving to another workstation, or area, before progressing to the training level. Certified operators will become
novices in the new area or workstation and will have the opportunity to cross-train in another skill or skill set. Some operators will see the value in that offer and will choose that path.
The cross-training option is wise because some certified operators may not feel that they are ready to train others and may want to continue progressing through the various workstations or areas first. Others will want to move directly toward a training certification status. Of course, management should always persuade the worker to move in the direction that is best for the organization as a whole. But giving operators a choice empowers them to take greater control of their own advancement, and that is very positive.
Both choices are natural progressions for a certified operator. Each choice has its own requirements. If the certified operator decides to try her hand at a new workstation, she will follow the novice level progression guidelines, as mentioned earlier. To become a trainer in a particular workstation, the certified operator must work in that station for a specified period, perhaps three to six months. The exact amount of time depends on your manufacturing processes.
I also recommend that a series of tests be performed on the production line to verify the operator's conformance to standards. Some certified or veteran operators may begin to ignore procedures and lapse into poor work habits; this is human nature and also happens with salaried and support staff. The best method of qualifying certified operators for advancement is to create a testing and auditing system for those who would like to achieve trainer status.
Trainer
Workstation trainers have mastered their area. When employees have successfully gone through the new-employee training program, they are placed at a workstation with an operator who has trainer status. The goal of any cross-training program is to get all permanent employees to achieve trainer status.
Training others is almost an art form. It takes time and practice to get comfortable dealing with people and teaching them what you know. Many people really understand a subject or know how to perform a job but cannot relay the information to others in a way that is clear and easily understood. Make sure you know your audience and that the training is delivered in a way they understand it. For those who do not have this capability or desire, the opportunity to cross-train in other lines or departments is a good option.