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May 2017 • SMT Magazine 61 ysis finds they are better suited for tasks in a different work cell because we want to give ev- ery associate the best opportunity to succeed. Entry-level production associates typically start as temporary hires through the staffing agency. We hire them as full-time employees once they and we are both sure it is a good fit," said Con - stance McFatter, TeligentEMS' human resourc- es manager. The company's onboarding process includes basic training in OSHA-required practices such as handling lead solder safely, workplace safe- ty training, ITAR and ESD protection. New em- ployees work on a buddy system with an em- ployee mentor who has been trained to appro- priately coach new employees. "One of the challenges for new employees is that they often have no familiarity with a man- ufacturing environment. Our employee men- tors help bridge that gap by coaching them in language they can understand instead of con- fusing them with acronyms and technical con- cepts that they are still trying to learn. A new employee stays in the buddy system until they fully understand the functions they are expect- ed to perform," said McFatter. Solderers and SMT operators go through classroom training at TCC that covers J-STD, IPC Class 2, IPC-A-610 and repair operations. The rest of the training is done on-the-job by internal resources. There are defined skills com- petencies for each work cell and typically three- to-four pay grade levels in each work cell. "We are strong believers in the use of Lean practices on the manufacturing floor and hav- ing a workforce that can shift among work cells as demand shifts is a core part of our manufac- turing philosophy and competitive edge. To that end, we cross-train production associates ENHANCING RECRUITMENT EFFORTS WITH PUBLIC-PRIVATE PARTNERSHIPS Figure 3: Associates in the SMT area are cross-trained for multiple jobs, adding variety to their workday. Figure 2: TeligentEMS can summon engineering support via an online request system which then texts an engineer.

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