think differently about work. april 8, 2014 safety day the temporary worker in the workplace
TRANSCRIPT
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Think differently about work.
April 8, 2014
Safety Day
The Temporary Worker in the Workplace
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Manpower
Thea L. LugoSafety and Workers’ Compensation SupervisorManpower (Locally Owned Since 1978)
Accomplishments• Bachelor’s Degree in Speech Communication;
minor in Psychology• Advanced Safety Certificate, NSC• Recognized in the April 2011 Midlands Business
Journal “Safety directors aim to promote protection of workers”
• NSC Greater Omaha Chapter 2011, presenter, NSC Greater Omaha Chapter Safest Companies Award Committee, 2011
• Certified Safety Specialist Program, Manpower• “Utilizing a Flexible Workforce” 2013, presenter• CVTC “Safety Day” 2013, presenterAffiliations• Western Wisconsin Safety Council• NSC Greater Omaha Chapter, Past
PROPRIETARY & CONFIDENTIAL
“What do you do?”
My #1 priority is keeping our associates safe. In order to be successful we need to have:
•Safety partners who share our goals.
•Assignments that meet our guidelines.
•Associates who share our vision and commitment to safety.
Thea LugoSafety & WC Supervisor, Manpower
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Today’s Agenda
• UNDERSTANDING THE BUSINESS RELATIONSHIP• Host employer
• Staffing Agency
• TEMPORARY WORKERS – “CONTINGENT”• Preparing for the 1st Day
• While on assignment
• BEST PRACTICES• Preparing for temporary employees entering your
workforce
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Manpower
Why is the staffing industry growing?Staffing Agency Standpoint:
• Companies are doing more with less so rely on the experts to help staff or supplement their hiring process.
• Staffing companies are experts in recruiting and matching employee skills to fit within an organization.
• Economic uncertainty – i.e. Affordable Health Care Act.• The need for production flexibility and access to un-
tapped talent in today’s work force.
PROPRIETARY & CONFIDENTIAL
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Manpower
The world of work is changing…
PROPRIETARY & CONFIDENTIAL
…it’s time to change the mindset when using a flexible workforce.
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Manpower
How does this impact the staffing industry?
• Closer working relationship with our clients• Greater demand for training • Increase in “partners” who may not have a pre-
established plan for bringing on temporary workers• Increase need for flexibility
PROPRIETARY & CONFIDENTIAL
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Manpower
Why do job seekers work with a staffing agency?
• Flexibility• Experience• Free Skills Training• Supplemental Income• Bridge to permanent employment• Competitive Starting Wages• Recognition & Incentive Programs• Associate Benefit Package
– Referral Bonuses– Medical/Life Insurance
PROPRIETARY & CONFIDENTIAL
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Understanding the Business Relationship
SETTING REALISTIC EXPECTATIONS
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A lot of hard work and effort goes into getting the best “product” to our clients. Since our product does not come off a production line….
What are the quality control measures?
Our “product”: PEOPLE
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Manpower
Input = Output• The more information given about the position
requirements and expectations the better.• The longer the lead time, the chances increase for the best
qualified candidate – forecasting is critical. • The higher the wage, the more “attractive” the job is.
– Competitive market– Wage appropriate for the position
• Who is calling to put in the “order”?– Do they know the essential job functions?– Is the job the exact same as the job description given (pre-determined) or is
a supplement or “other duties as assigned”?
PROPRIETARY & CONFIDENTIAL
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Manpower
Expectations of Host Employer
• Sufficient lead time when placing an order– Forecasting in order to build a pipeline of top talent
• Job specific training provided prior to assignment start – documenting such training.– Doesn’t matter if the job assignment is 2 days or 2 years, job specific safety
training must be completed.
• Associates are not to be asked to do tasks outside what they are trained to do or what the staffing agency has approved of.
• Communication – it’s our Quality Control Measure.– Can’t correct what we don’t know about.
PROPRIETARY & CONFIDENTIAL
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Manpower
Best Practices: Business Relationship
• Safety Policy – Host Employer and Staffing Agency– “Manpower will not knowingly assign or allow an employee to work in an unsafe
environment.”
• Be committed to being “Safety Partners”– Clearly define roles & responsibilities
• Worksite evaluations– Used to determine Assignment Acceptability and to be able to better communicate position
requirements to candidates.– Perception Change: Opportunity vs. Inspection
• Safety Training– Completed prior to being exposed to hazard– Training is in a language they understand– Training is documented.
PROPRIETARY & CONFIDENTIAL
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Preparing for the 1st DayTEMPORARY WORKERS
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Manpower
The Mindset of a Temporary Worker
• The “Eager” Worker– Willing to take on extra jobs to show what a good
worker they are.– Unless trained to do so, do not let them.– May need to confirm they have indeed been trained in
what they say they have been.
• The “Good” Worker– This person may just have needed the extra help with
finding employment.
• The “I’m just here to do my job” Worker– Doesn’t necessarily make them a bad worker; rather
they may just be interested in doing their job, and then moving on.
PROPRIETARY & CONFIDENTIAL
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While on AssignmentTEMPORARY WORKERS
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Manpower
Prior to Start Date
• New Hire Orientation– Safety (lifting, HazCom, PPE)
– Benefits
– How to Work with Manpower (Attendance Policy)
• Offered assignments based on best qualified match• General Safety Training• Specific Safety Training (depending on Host Employer’s
request)
PROPRIETARY & CONFIDENTIAL
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Manpower
Safety Training
PROPRIETARY & CONFIDENTIAL
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Manpower
Feedback
• Constant Communication– Receive end of 1st day call to confirm
assignment is what was offered
– Receive end of 1st week call to ensure they have the tools to be successful on the job
– Monthly client site visits
• Associate Safety Appraisals - Feedback– Our associates are our eye and ears when
we are not at the client site.
PROPRIETARY & CONFIDENTIAL
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Manpower
Recommendations
• Remember, associates are new to the job task – just like any other new hire.
• Last minute requests may be difficult as associates may need to arrange childcare, sleep patterns, etc…
• We will send the best qualified person based on the information given during the order process and the time allowed.
• Review current service agreement
– What are the roles and responsibilities for each party?
– Have these items been completed?
• Inventory training given to temporary worker.
• Verify the job in which the temporary worker is performing is the same as what they were hired for.
– If not, contact your staffing agency to ensure they know of the change.
• Clearly define roles in which you may utilize a contingent worker – the better the description is of the work to be performed, the better the hire.
PROPRIETARY & CONFIDENTIAL
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Thank you for attending!
Questions?