Learning and development opportunities

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The company I am currently working for has many projects (Mining, Forestry, Transportation and construction) throughout the course of the year, most of them being seasonal employment. As some Seasons run longer than others and some of the positions are interchangeable between projects having an up-to-date Skills Inventory List is a critical tool in ensuring the right employees are in the right position. The following skills are listed on our inventory and ranked and recorded on an annual basis. The performance rankings are completed by the employee’s manager and are entered into the Skills inventory. Current information is compared to past data to establish strengths and weaknesses. As the employee obtains certifications, licenses or Diplomas or degrees this information is updated as they are acquired. The information on our Skills Inventory includes the following information:

  • Personal Information: Name, job classification, Benefit entitlement.
  • Equipment Operator competencies:  (i.e. Dozer, Excavator, Feller Buncher etc.) Some operators are skilled in multiple pieces of equipment which allows the company the flexibility to temporarily move these individuals to other vacant positions if required.
  • Levels of Occupational First Aid: (i.e. Level 1 With Transport Endorsement,  Level 3, or Paramedic) Depending on the job site and the number of workers on site at any given time the requirements change for the level of care available.
  • Computer Skills and proficiency: with Word, Excel, Power Point.
  • Education level: When looking for a skilled trades person (i.e. electrician, Carpenter, Head Cook for Industrial Camps)
  • Literacy rating: as several of our employees do not have high school educations it is important to note best practices for helping these individuals succeed and the methods best used for the transfer of knowledge.
  • Class of drivers license: there are positions within the company that require different levels of drivers license (i.e. class1, 3,  5, 7)

There is a very high turn over in the company I am working with, not just because it is seasonal work but there are employees that feel as though there is no room for growth. To reduce that feeling of being under valued I would add a couple of items to the inventory list. When the performance evaluations are being done. having managers survey their employees to find out what their employees aspirations are, Where do they see themselves in the next couple years and what Learning and development opportunities are available to them. In the Forestry sector this information could potentially mean that rather that laying off our skilled employees for a month and run the risk of loosing their talent, we could put them into training courses that could provide future opportunities within the company or alternate opportunities they can do when things get slow.