Proposal: Development of an Internal Journeyman Program
Objective:
To implement a structured employee development program that provides measurable growth opportunities, enhances motivation, and improves retention while offering the company a clear system to track skills and promote deserving team members.
Program Overview:
Establish a documented journeyman program with clear benchmarks and goals.
Provide structured growth paths for all employees, from entry-level laborers to senior carpenters.
Create a living document (spreadsheet or database) to track progress, skills, and certifications.
Offer meaningful milestones that correlate with pay increases, leadership opportunities, and job responsibilities.
Benefits:
For Employees:
Clear, measurable steps toward advancement.
Recognition for their skill development and work ethic.
A portable record of achievements valuable for future employment.
Increased job satisfaction and motivation through structured goals.
For the Company:
Efficient employee evaluations with objective data during reviews.
Reduced turnover through enhanced employee engagement.
Ability to identify qualified leaders for specific tasks (e.g., stair framing, layout work).
Improved mentorship structure by guiding employees through targeted skill development.
Proposed Structure:
Skill Categories:
Core Carpentry (Framing, Finish Work, Layout, Stair Building)
Tool Proficiency & Ownership
Leadership & Team Coordination
Safety Protocols & Certifications
Benchmark Levels:
Level 1: Basic knowledge & supervised work
Level 2: Independent work with quality consistency
Level 3: Leadership readiness & job-specific expertise
Tracking Progress:
Spreadsheet or digital system where employees log completed tasks.
Supervisors (e.g., Eric) verify and sign off on skill demonstrations.
Regular review meetings to discuss progress and future goals.
Incentives & Recognition:
Pay raises tied to skill milestones.
Opportunities to lead projects as skills advance.
Company acknowledgment (certificates, recognition events, or bonuses).
Implementation Suggestions:
Start with a simple document outlining core skills.
Involve team feedback to ensure the program serves everyone’s needs.
Gradually expand with new skills and certifications as the program evolves.
Conclusion:
This program is a win-win for both employees and the company. It empowers workers with purpose and growth opportunities while providing management with a clear framework to recognize, develop, and retain talent. I’m happy to help develop the first draft and gather input from the team.