Dec 31, 2016
Proctor Financial Response
9yWe appreciate your feedback as we are always open to constructive criticism. We utilize our employees comments to evaluate our performance as an organization and always look for opportunities for improvement.
Nepotism is never a basis used to determine candidates for cross training; we rely upon SMART objectives which will provide us with statistical figures on who is ready for additional assignments, such as learning a new client. Smaller training sessions are then provided to outline changes.
Our training department has evolved substantially over the years and we strive to make sure the material we cover provides each employee with the necessary tools to succeed for their position. Unfortunately, we cannot cover every aspect of our unique industry during our 4 week training course. As mentioned, we train out on the initial skills/systems required for the job position and additional training is performed as needed. Part of our courses include hands-on work experience in a simulated production environment.
Our productivity standards are set by validated studies and is proven to be achievable after completion of our training courses. We provide employees time after training to ramp-up and do not expect 100% capacity day 1 on the floor. If an employee is struggling to meet production or quality standards, we encourage employees to reach out to their Supervisor and/or Team Lead. They are always available to discuss any concerns that an employee may have. The end result is to have our employees be successful and knowledgeable in their position.