One of life’s more intimidating trials is being in the position of the new kid on the block. We’ve all faced the lack of confidence and feelings of angst that go along with starting a new job. So why is it that we often forget our own experiences when training a new staff person?

Simply put, training is an investment. And like any investment, it takes time to realize a gain. Taking the time to appropriately train new staff may feel like time we don’t have but, believe me, the payoff can be well worth the effort. Consider the following scenario:

Your maintenance coordinator provides notice that he is leaving in June. By the time you find time to post a job ad., screen resumes, conduct interviews and hire a replacement, it is mid-August. The new hire came with impeccable credentials, and maintenance requests have been backing up, so you decide to place them on the job with a minimum of orientation and no training. What could go wrong?

Plenty! The mechanical systems in your building are no doubt very different from what the new person is used to. Unfamiliarity with the equipment may lead to inefficiency, damage to the system itself and potentially dangerous situations for the employee. Your maintenance coordinator may not be aware of the proper procedures for filling out maintenance tickets and completing reports. They would also most certainly benefit from information about your residents’ maintenance history.

Even if you offer a comprehensive training program, it’s important to remember that training is not a one-shot deal. Again, think of your own work history: did you know everything there was to know about a new position once the 2-week training period was over? Probably not, but there is often a perception that one is “ready to go” once the defined training period is over. It is often said that we “learn something new every day”. Bear this in mind and check in periodically with your new hires, as they may be reluctant to come to you.

Still not convinced?

Here are a few demonstrated benefits of training:

• Staff become more competent at their jobs
• Staff become more flexible
• Staff motivation increases
• Increased productivity
• Changes become easier to introduce
• Fewer accidents
• The organisation’s image improves e.g. when dealing with customers
• Reduced waste

Are there costs involved?

Sure, but weigh the following points against the benefits:

• Once fully trained, staff may leave for better paid jobs
• Financial cost of training may be high
• Work time is lost when staff are being trained
• Quality of training must be high for it to have a positive effect

Our staff and volunteers are our ambassadors to the greater public. Make sure that they are properly equipped to represent your organization.

Recently Finance Minister Jim Flaherty announced that the federal government will stick with its two-year economic stimulus strategy but won’t be enhancing it with any new spending programs in the 2010 budget.

In the housing sector, many providers are scrambling to use Social Housing Renovation and Retrofit Program funding before it disappears. In the mad rush to put together plans, follow guidelines and implement projects, there’s been some confusion on the correct processes and controls for spending the money. We’ve heard this in calls to the new SHSC Customer Care line — particularly around procurement and purchasing. For vendors and service providers, this isn’t an issue. They’re focused on moving product. But for you, it will make a difference — since you’re accountable for the spending decisions you make.

Here are a few things to consider so you can avoid your own personal eHealth scandal:

• Are you following the approved practices in force in your municipality?
• Are you doing public competitive procurement?
• If you’re using a bulk purchaser, are they following SHRRP purchasing rules?

You can also check out the SHRRP-compliant SHSC Appliance Bulk Buy program.