Why do we need to educate and train our staff?

Transcription

1 NEW YORK STATE ASSOCIATION OF PROFESSIONAL LAND SURVEYORS presents A SEMINAR BY BILL BEARDSLEE, P.L.S., P.E., P.P. Educating & Training Survey Technicians Why do we need to educate and train our staff? 1

2 Primarily to maintain and stabilize your staff. Turnover is costly and sometimes dangerous The younger staff are generally seeking to move on in 2-4 years. The days of the gold watch are over. New employees are hard to find What are Educating and Training? 2

3 Webster says educating is: the action or process of teaching someone especially in a school, college, or university Webster says training is: activity leading to skilled behavior 3

4 For the purposes of this session: Educating is telling Training is showing How many of you have active, structured education or training programs in your firm? Not like previous generations No more apprenticeships 4

5 Starting at 8AM, data collecting or completing drawings at 8:30 is NOT a program for employee satisfaction or long term stability. There must be some break in time for each new employee. The length of this time is the learning curve Not the same for everyone 5

6 This time must be mentored by someone with complete knowledge of the topic and the ability to answer questions accurately and clearly. Avoid unclear or incomplete directions or answers. Internal communication is critical. Directions From Client Project Manager Party Chief & CAD operator Crew members 6

7 Results From Crew members Party Chief & CAD operator Project Manager Client Technological Isolation Digital Casket Client Communications copyright 2012 by William E. Beardslee, P.L.S., P.E., P.P. 7

8 Educating and training new employees is costly. Not doing so is more costly. 8

9 Non- Technical Risk Drivers 2001 Negotiations and Contracts 13% Client Selection 16% Project Team Capabilities 24% Communication 27% Client Communications copyright 2011 by William E. Beardslee, P.L.S., P.E., P.P. The educating and training should be a PROGRAM Not an EVENT 9

10 One time isn t enough and one size doesn t fit all. Set a time and place for your program. One element for new hires. One element for Continuing Education 10

11 Start a documented program of how you will pass knowledge on to the staff. Ask ALL the stakeholders what THEY feel should be in the program They have some idea what they need or want to learn Listening Listening is the ability to accurately receive messages in the communication process. Listening is not the same as hearing. Adults spend 70% of time communicating 45% Listening 30% Speaking 16% Reading 9% Writing copyright 2012 by William E. Beardslee, P.L.S., P.E., P.P. Skills You Need IPS/Internet 11

12 Listening Listening to the client makes them part of the process and gives them a sense of power.* Clients who feel helpless are not willing to pay a premium for top class service.* Forget what you want to say and listen to their needs.* *Larry Phillips, PLS; POB, August 2012 **copyright 2012 by William E. Beardslee, P.L.S., P.E., P.P. If we were supposed to talk more than we listen, we would have two tongues and one ear. - Mark Twain 12

13 Listening 10 Principles of Listening Stop Talking Put Speaker at Ease Empathize Avoid Personal Prejudice Prepare to Listen Remove Distractions Be Patient Listen to the Tone Listen for Ideas Not Just Words Watch for Non-Verbal copyright 2012 by William E. Beardslee, P.L.S., P.E., P.P. Evaluate using SWOT Analysis STRENGTHS WEAKNESSES OBJECTIVES THREATS copyright 2011 by William E. Beardslee, P.L.S., P.E., P.P. 13

14 Not all field personnel will become party chiefs Not all party chiefs will become analysists or survey managers Not all PLS s will become department heads. Start with Basics. Observe what the retention rate is. See who has the interest in advancing Versus who is just putting in time 14

15 A career path: Certification is a short term attainable goal. 29 New York has the 10 th highest number of Certified Survey Technicians in the country 15

16 Goals of the Certification Program Recognize the important contribution that technicians provide to the surveying and mapping profession. Provide credentials to technicians. 31 Goals of the Certification Program Identify those technicians who have achieved specific technical competencies. Provide a career ladder for technicians. Provide employers with a way to evaluate applicants and an opportunity to promote the quality of their technical staff

17 33 Who Uses the Program Public Entities: Virginia State Board of Registration - FS exam Maryland Society of Surveyors Washington DC Metropolitan Area Transit Authority Arizona and Minnesota DOTs Michigan Society of Professional Surveyors Survey Technician Council Texas Society of Professional Surveyors New Hampshire Land Surveyors Association (pays 1/2 cost of exam if employer matches) District of Columbia Association of Land Surveyors (1 yr of Associate Membership to those who pass) 34 17

18 Who Uses the Program Private Entities: Dewberry, LLC, Fairfax, VA McKim & Creed, Wilmington, NC Tri-State Engineering, Joplin, MO Clark Construction Company, Bethesda, MD Vincennes University, Vincennes, IN Doucette Survey, Newmarket, N.H. Charles P. Johnson & Associates, Inc., Silver Spring, MD Stantec North America 35 Benefits for Technicians Recognition by Peers and Employers Personal Pride - Achieving Certification Pay CST s make about 10% more Better qualified peers makes your job easier Career and Employment opportunities improve - CST Program compliments training Skills will improve making advancement possible Certification improves image of survey technicians within the profession 36 18

19 Benefits and Uses for Company Sets a standard for your technical staff Can be used as a hiring requirement Can be used as a marketing tool - incorporated in your QA/QC Program Can be used as a career ladder which creates a promotional tool within your firm or agency Better qualified staff more production - more profit you can pay your staff more you can attract better staff your job becomes easier 37 All the CST Program data is available on the NSPS website under the heading PROGRAMS 19

20 Keep in find that the great goals of Opportunity and Advancement Don t work well without Accountability and Consequences Checks and balances Seminars and in-house staff instruction available through The Beardslee Group William E. Beardslee, PLS, PE, PP Communication & Management Consultant 837 Seven Lakes North, West End, North Carolina billtbg4@gmail.com. 20