Page 14 - Q1_2023_Corp Newsletter

Because the company is partnered with the IBEW through “After the completion of workshop 5, post-workshop follow-
a joint training alliance, employees can earn ACE credits up 360s identified a 93 percent improvement in participant’s
toward a college degree, as well as pursue a degree through targeted areas,” say Hart and Roldan. “A teambuilding
a partnering university. adventure in each of the workshops allows facilitators to
observe the added benefit of internal communication. The
participants get to know each other and the senior executives
ENHANCE OPERATIONAL EXCELLENCE better. The internal promotion rate across field and office
A key part of becoming more operationally efficient, is quality leadership positions in 2021 was 91.42 percent.”
control. For that reason, Hart and Roldan and their colleagues
launched a training initiative focused on quality assurance/ Along with its Leadership Academy programming, Rosendin
quality control (QAQC). They did this by creating the QAQC focused on tying its development programs together to form
Certification Program, which consists of two certifications and a pipeline to provide employees with a clear path for career
three sets of modules. advancement and to prepare future leaders. The Surge
Program, Field Supervision Program, and Emerging Leaders
In the base module, employees can achieve a QAQC Inspector collectively serve as a pipeline, with each independent program
Certification by completing four modules: Project Start-Up, a step toward the next in the hierarchy. “Pipeline programs
QAQC Process, Building Information Modeling (BIM) 260 – Field, provide an opportunity for employees to actively pursue career
and PlanGrid (a field application support course). In the second advancement while providing a preparation mechanism for
module, participants can achieve a Start-Up and Commissioning future executive leaders,” Hart and Roldan say, noting that,
Certification toward QAQC lead by completing three instructor- due to the company leadership’s pipeline, the overall internal
led modules: Safety, Start-Up Process, and Commissioning promotion rate is 100 percent for senior leadership and
Process. The third module is for those interested in becoming executive positions.
certified as a QAQC lead on projects and requires the first two
modules and a management and customer satisfaction course.
FUTURE FOCUS
“Through this certification program, additional regionals Looking ahead, “one of the most innovative training initiatives
resources were developed, resulting in an increased focus on we have in the works for 2023 is working with our software
QAQC training company-wide,” Hart and Roldan report. “By development team to embed learning in our construction
measuring the number of punch-list items at the end of the workflows,” Hart and Roldan share. “With their capability to
project (the owner or general contractor captures punch-list use machine learning and data analytics, they are developing
items as ‘items to be correct’), this initiative produced a 52 methods to address learning needs by capturing when an
percent decrease in deficiencies from 2020 to 2021.” employee is stuck in performing their next steps in the process.
With this information, we can now deploy training at the time
INCREASE THE NATIONAL FOOTPRINT the employee needs it-including answers to their questions,
assistive prompts, or video training placed into the workflow,
At Rosendin, a key part of company growth is improving how which reduce the impacts to productivity while addressing
the company finds and prepares future leaders. “The rapid learning gaps.”
growth of the company allowed us to develop and train future
leaders in the company quickly,” say Hart and Roldan. “The This is a critical time for Learning and Development
Talent Development Team focused on developing future professionals, Hart and Roldan say. The need to effectively
leaders through our Leadership Academy Program. Employees train and retain employees by creating satisfying workplaces
who enter the Leadership Academy are considered priority with opportunities for advancement has never been greater.
candidates for management positions within the company.” “Employers will be pressed harder by the new generation
to provide stable, secure work; upward mobility within an
Part of the program includes Leadership Development organization; and opportunities to have equitable paths to
Workshops that have a specific theme and last for 2.5 days. development and leadership roles,” they emphasize. “L & D
The first workshop is related to company awareness, and it teams will need to know how to teach and have the business
incorporates hands-on activities and role-playing. Attendees acumen and experience to help individuals build career
become the executives for a fictitious company “Sparky’s pathways relevant to their needs and aspirations, while meeting
Electric.” During this activity, students must make typical business needs.” 
business decisions, but with a few “surprise” circumstances
cropping up unexpectedly, providing potential leaders with
valuable tools that are useful in future leadership positions.
In the second part of the second workshop on self-awareness,
participants must complete 360-degree feedback on each
attendee, and they must select three or four areas to target
for improvement.

14 | THE FEEDER