Interviews for Dedicated Team Trainer

[Izzo]

Have any DC's started the interview process for Dedicated Team Trainer yet? Has anyone been given a timeline when this role will become effective at their DC?

My DC says we are behind schedule and the new Role won't officially kick off until late April / early May.

 

[Luck]

Our spots have already been filled.

 

[InboundDCguy]

Our spots have already been filled.

Ditto.

 

[Izzo]

Our spots have already been filled.

Ditto.

Wow. Smh typical behind-the ball pace at which my dc runs smh. We haven't even started interviews smh

 

[Grunt]

Our spots have already been filled.

How many spots?

 

[Grunt]

Ditto.

How many?

 

[Grunt]

Have any DC's started the interview process for Dedicated Team Trainer yet? Has anyone been given a timeline when this role will become effective at their DC?

My DC says we are behind schedule and the new Role won't officially kick off until late April / early May.

Do you know how many spots are being filled for each shift?

 

[Izzo]

Do you know how many spots are being filled for each shift?

5 per department, 20 per shift.

 

[Yaz Pistasio]

Have any DC's started the interview process for Dedicated Team Trainer yet? Has anyone been given a timeline when this role will become effective at their DC?

My DC says we are behind schedule and the new Role won't officially kick off until late April / early May.

us too …they interviewed everyone…no one chosen yet… talking april/may

 

[DC Diva]

us too …they interviewed everyone…no one chosen yet… talking april/may

Same. Anytime they are asked, they just say there was too much competition. They are not in a hurry, why would they be? No hiring, so why pay the higher wage until they absolutely have to?

 

[InboundDCguy]

How many?

20 full time, 20 backup. 1 of each per dept/key.

 

[Yaz Pistasio]

Same. Anytime they are asked, they just say there was too much competition. They are not in a hurry, why would they be? No hiring, so why pay the higher wage until they absolutely have to?

no new hires no need to train!

 

[DC Diva]

Curious what the training specialists will do, seems like the TM Trainer role could do both functions, actually train, keep track of training, and run the building tour for new hires, assuming we ever get numbers to the point where we would need to hire again. No wonder our company performance scores are so low, target is finding ways to justify overpaying more people to stand around with a clipboard, doing the bare minimum. Give them a year, trainers will be moved to merit also, probably on par with the leads. No reason, just because they are trying to justify another stupid decision.

 

[Yaz Pistasio]

Curious what the training specialists will do, seems like the TM Trainer role could do both functions, actually train, keep track of training, and run the building tour for new hires, assuming we ever get numbers to the point where we would need to hire again. No wonder our company performance scores are so low, target is finding ways to justify overpaying more people to stand around with a clipboard, doing the bare minimum. Give them a year, trainers will be moved to merit also, probably on par with the leads. No reason, just because they are trying to justify another stupid decision.

more dumbasses in vests doing nothing..

 

[Luck]

Training specialists actually bridge the gap for HR when it comes to training more than they are involved in actually training.

Big difference in what they do vs being able to train how to operate a forklift and build a wall in a trailer.

 

[DC Diva]

Training specialists actually bridge the gap for HR when it comes to training more than they are involved in actually training.

what gaps? our building, we see training specialists wandering around. The only time they appear to be doing anything of value is walking new hires around the building and then a little tablet training at orientations. outside if that, managers are still tracking and doing compliance trainings, which they turn into hr. I’m not saying trainers aren’t needed, im saying the trainers should easily be able to absorb what the training specialists do into their roles, thus REPLACING training specialists. Especially in the current economic environment. one/two TOM to manage processes + one/two Tm trainers per team = much more efficiency and a streamlined process. But that makes too much sense and doesn’t allow for all their pets to strut around with a clipboard feeling important.

 

[Luck]

They actually track every single employee in the entire shifts training status. Before the Training Specialist role there was zero accountability on the OMs part to train TMs in equipment and functions. Not just for new hires.



Their primary focus is employee retention. Taking the old stats of retaining 1 in 4 people hired and going to 1 in 2 saves the company a shit ton of money. And a part of that is going around talking to new hires and making their voices heard.

Also trust me, new hire orientation itself during hiring season is a full time job. The training specialists are more HR focused. Not as much dealing with any actual "training". Its a poor name choice to be honest.

 

[UzumakiNaruto]

In my building training specialists (post trainer roll out) are going to be responsible for auditing every TM in the building to ensure proper training for each function before the TM is allow to "officially" work that function as well as help in scheduling trainers for the OMs, as Luck stated TS are responsible for all of NHO including scheduling and onboarding presentations, TS are responsible for SOW updates, maintain the training compliance report and provide group training, TS will be training every trainer in all core functions meaning every training specialist has to know every core function of the building as well as trainings OMs in safety, providing building tours for visitors, even aiding OM interns. TS run projects to help the building progress, they provide communication for TM to leadership team about TM faced development projects. They help with resume feedback for TM development, give TMs a voice to say grievances with the training team, help the TOM hold OMs accountable to training/safety. They even attend start ups to provide function training/updates to TMs, completes policy acknowledgements and surveys for HR

My building hired almost 800 TMs per key the last year, after the new NHO roll out TS had to follow each TMs onboarding process for 90 days. We had 2000 NHs just from peak. TS are responsible for their retention, not to mention my building only had 2 TS for the first half of the year to cover these hirings which started January 22. Of course we did not retain 3000 TMs but year long hiring already takes a lot of a building to run. Our building actually improved retention by 26% with the TS team. Just because you dont see them on the floor doesn't mean they're not working. Of course ASANTS, if your TS team are really doing nothing its usually because they are not independent workers (to be able to find and complete work on their own) or they have 0 leadership support. The SOW for TS is very vague and its up to the TS/TOM to help fill gaps that your specific building needs. I always recommend people request to shadow these positions so they know for sure what the job is like in their building.

To answer original thread: our trainer team is expected to start the Middle of April; 20 per key but wont be completely rolled out until closer to peak season

 

[LiftHeavy]

as far as training specialist goes i would say it is heavily dependent on how self-motivated they are.

i had transferred from one key to another when i was promoted and the difference in training specialist involvement was very surprising -- the new key training specialist knew everyone by name, was well-liked, and could rattle out what equipment and job function a team member was trained on. the leaders on my current key have a general consensus that if we just let her do her thing we don't really have to worry or think about training or if the trainers are gainfully employed. she also plans out all her training requirements and sends out a schedule a week in advance and if she messed up the scheduling she just takes the hit for it instead of making us run through the hoops to accommodate. if i used her as a barometer i would say training specialist are most definitely an asset, and from my observation out of all the level 2 merit positions they have the highest workload and its not even close especially during new hire orientation.

on my original key i hardly ever spoke to the dude and the trainers were caught taking advantage of their positions to loaf around so he was in the way of operations. we mostly ignored him until the tom had to come talk to us.

 

[DC Diva]

I’m glad that your building has had such success with the role on your current key. But your night/day description of your old vs new keys highlights targets biggest opportunity. They do hold hold everyone to the same standard in the merit roles, they make too many adjustments, as all are promoted from within, and god forbid they acknowledge a poor hiring choice. So you have the top performers, alongside the space fillers, all compensated equally. Kinda the exact opposite of the intent behind merit based pay. They don’t expect them to perform to the job, they allow them to perform to their ability. We are experiencing this now with the LWW role, out of their depth before, allowed to continue out of their depth now, in a higher pay scale.

 

[LiftHeavy]

I’m glad that your building has had such success with the role on your current key. But your night/day description of your old vs new keys highlights targets biggest opportunity. They do hold hold everyone to the same standard in the merit roles, they make too many adjustments, as all are promoted from within, and god forbid they acknowledge a poor hiring choice. So you have the top performers, alongside the space fillers, all compensated equally. Kinda the exact opposite of the intent behind merit based pay. They don’t expect them to perform to the job, they allow them to perform to their ability. We are experiencing this now with the LWW role, out of their depth before, allowed to continue out of their depth now, in a higher pay scale.

talent placement/difference exists at every level of organization and at every position though so i never really thought too much about it once i saw the good and the bad.

 

[Grunt]

more dumbasses in vests doing nothing..

It's tough work but someone has to do it..

 

[Yaz Pistasio]

It's tough work but someone has to do it..

lol i’m just salty.. i’m a back up …have not received a vest… lol

 

[Valley2Japan1980]

in my building there’s more trainers at night then on days 8 on days and 12 at night ..mainly because A1/B1 doesn’t get a lot of new hires now compared to the Covid time ..I was a Trainer in WH but didn’t want to continue maybe if there’s another round of opportunities I might put in again for an interview