Think differently about work.

April 8, 2014

Safety Day

The Temporary Worker in the Workplace

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

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

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

Manpower

The world of work is changing…

PROPRIETARY & CONFIDENTIAL

…it’s time to change the mindset when using a flexible workforce.

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

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

Understanding the Business Relationship

SETTING REALISTIC EXPECTATIONS

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

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

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

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

Preparing for the 1st DayTEMPORARY WORKERS

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

While on AssignmentTEMPORARY WORKERS

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

Manpower

Safety Training

PROPRIETARY & CONFIDENTIAL

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

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

Thank you for attending!

Questions?