Onboarding, especially in the energy industry, is a critical part of hiring new employees successfully. Even more so, training and a straightforward onboarding process should be regularly updated to ensure relevance and accuracy. That takes strategy. Here are the top four reasons why your onboarding strategy can make or break your employee experience in the power generation industry.
1. Onboarding Needs to Emphasize Training and Safety
As a manager, you are responsible for reviewing all employee training records, including those for RCRA and other plant operator certifications. Additional training is needed for someone who is signing the hazardous waste manifests. Assign trainings based on tasks performed so there will be consistency among employees. For example, welding training must be assigned to all employees performing the task, even though it only maybe a few technicians on the site. Keeping training records for onsite contractors is good practice, and records for all employees should be maintained. But onboarding is the time and the place to impress new hires that these are priorities.
2. Set Expectations for Permits and Certificates
Almost all power plants have air Title V, stormwater, municipal wastewater, and fire department permits. Complying with regulations regarding air permits is vitally important, and there are hourly and annual compliance guidelines. Check your Air Title V permit and understand your emissions limits for NOx, CO, ammonia slip, and fuel firing limits. Review the calibration procedures for your continuous emissions monitors (CEMs).
There is a lot of paperwork and reporting for power-generation facilities. Some municipal waste permits require facilities to submit monthly wastewater reports; do you work in a community that requires them? Review all fire department and chemistry lab certificates; are they up to date? Make sure you import and save all reporting due dates into your calendar – local, state-federal, including EPA and OSHA – and assign alarms to those dates, so you know when something is due. Making sure your new hires know what’s expected of them right from go can make all the difference.
3. Culture Starts From Day One
Corporate culture is nurtured from the very first day someone joins a company. When leadership takes safety seriously, when even the janitorial staff takes safety seriously, that is a culture where businesses perform well in risk management and the safety of their staff. Trainings around how to do the job aren’t enough to just check off your larger to-do list. Things like how the leadership expects employees to engage with each other, communication standards, work standards, etc. This all needs to be the cornerstones of your team’s work. To achieve that, they should be communicated and supported throughout an onboarding process. Within the power generation industry, things like safety and communication are critical, and they should be identified as high priority right from the very beginning of someone’s tenure.
Ready To Grow Your Team?
For more advice on how to grow a strong team in the energy industry, connect with the experts at Williams staffing today.