I had, had an interview (at the time some how, one of the two pages of my resume were lost) anyhow I remember thinking of some things that are practical for driver morale...
An obvious technique change would be for supervisors to make certain to leave room for and practically observe when drivers "choose to-be the hero" I can elaborate at some other time.
Another useful thing that will help at work, (and mainly to foster team work) is to make known to drivers their neighboring blocks... Specifically the names (but at least the block numbers) of the driver behind and in front. The blocks not running in a readily apparent order, just writing the numbers in a circular form on a sheet of paper would be helpful.
As it is the conditions feel very much more like 'keep them ignorant' which is utterly offensive to this driver. A decision for wisdom, (or at least a different wisdom) and for longer term driver satisfaction would be to change from a employer-training paradigm to a "facts are easily available" approach. I suppose this means making things available on paper, but it also means shifting the burden of finding out off of asking verbally and onto "easy to use" reference materials or tools. There's no saying such a thing would have to be strictly in English...
I have ten other things to say... may they be unnecessary... and I'll PTL
Tuesday, January 30, 2007
Saturday, January 27, 2007
These are just my notes from last months meeting at my place of work... Would that there were some place else to post them... don't take my personal accounts too seriously, I try not to take the personal affronts I receive at work at all.
Seating, sign-in, general ruckus, and course talk...
[possibly out of order but I think this was first]
Employee survey - Over all average 2.6 on a scale of 0 - never to 4 - always
(I'm not sure if I have the scale right)
And roughly 40 people responded (the mode of the total responses for a given question was 37) the most answered question (at 44) was "do you feel that other employees are happy?"
the highest score was 3.7 - do you enjoy the type of work that you do?
and the lowest 0.9 - is the ___ __ __ in good ___ ______ ?
Rich R. (didn't side step the hard questions) the three poorest scores were on...
"do you feel" - appreciated for your contributions?
"do you feel" - the company cares about your safety
"does management" - make good decisions?
(its apparent to me they do what they can with what's available... Now the question of being proactive was not addressed in that context...)
the last category was Maintenance (which was addressed later on in the context of a change in personnel) the maintenance category by itself got a score of 1.8 (low)
(I have perceived some change in this area, but its also not summer yet) (and the shop looks a lot cleaner)
Employee committee
Rich R. commits to come to Sylmar to meet in person.
Possible nominations? (a procedure for submitting them? or is it to be personal volunteer? Anyhow there was a deadline)
Safety "Push" - what we're supposed to be doing affects our future opportunities...
Remarks about the AFR Accident Frequency Ratio (units: per 100,000 miles)
This figure was part of the issue(s) (in some discussion I assume)
In the previous location (east LA)... at the new location 50% more drivers but no change in the number of management... (some new managers were appointed, or positions approved)
Regarding the condition of vehicles
"had plenty of time" to be at a given vehicle condition goal... Old Shop I.C. opted out (gracefully)
introduction of the new shop I.C./Mgr. Steve M. "in the past..." (I don't remember how that remark ended, but its the past...)
John S. (VP of maintenance) looked for Steve personally.
Remarks about Pay scale improvement...
"what's the incentive to stay"
On location accident survey - safety committee
(also remarks about the new maps)
Obligatory signing of the "committed to safety" art work.
Seating, sign-in, general ruckus, and course talk...
[possibly out of order but I think this was first]
Employee survey - Over all average 2.6 on a scale of 0 - never to 4 - always
(I'm not sure if I have the scale right)
And roughly 40 people responded (the mode of the total responses for a given question was 37) the most answered question (at 44) was "do you feel that other employees are happy?"
the highest score was 3.7 - do you enjoy the type of work that you do?
and the lowest 0.9 - is the ___ __ __ in good ___ ______ ?
Rich R. (didn't side step the hard questions) the three poorest scores were on...
"do you feel" - appreciated for your contributions?
"do you feel" - the company cares about your safety
"does management" - make good decisions?
(its apparent to me they do what they can with what's available... Now the question of being proactive was not addressed in that context...)
the last category was Maintenance (which was addressed later on in the context of a change in personnel) the maintenance category by itself got a score of 1.8 (low)
(I have perceived some change in this area, but its also not summer yet) (and the shop looks a lot cleaner)
Employee committee
Rich R. commits to come to Sylmar to meet in person.
Possible nominations? (a procedure for submitting them? or is it to be personal volunteer? Anyhow there was a deadline)
Safety "Push" - what we're supposed to be doing affects our future opportunities...
Remarks about the AFR Accident Frequency Ratio (units: per 100,000 miles)
This figure was part of the issue(s) (in some discussion I assume)
In the previous location (east LA)... at the new location 50% more drivers but no change in the number of management... (some new managers were appointed, or positions approved)
Regarding the condition of vehicles
"had plenty of time" to be at a given vehicle condition goal... Old Shop I.C. opted out (gracefully)
introduction of the new shop I.C./Mgr. Steve M. "in the past..." (I don't remember how that remark ended, but its the past...)
John S. (VP of maintenance) looked for Steve personally.
Remarks about Pay scale improvement...
"what's the incentive to stay"
On location accident survey - safety committee
(also remarks about the new maps)
Obligatory signing of the "committed to safety" art work.
Guess what happened at work!!!... another in a series of meetings. There was a little volly to this one but our manager handled it well. here's my notes.
First there was very well produced video and hand out regarding terrorism and related transportation security practices/procedures.
MTA policy makes Orange/Yellow safety vests mandatory (for visibility when outside the vehicle, in dark settings)
"I believe you guys know that" and "I don't want it to come to that" -J.L. (regarding compulsory use of vests)
See the dispatcher for a vest if you don't have one.
TC also provides Gloves, Lights, Hand towels
Regarding the new Route 177
"the reason we got that route [is] because MTA believes in us" -J.L.
Remarks about some accidents mostly "Unpreventable" because the other driver caused them, but even some of those are "preventable" if a driver is watching for the error of another.
Tire Checks - a tread depth gauge is suggested (the cost is only/around $2.50)
A female driver had a problem and communicated it on the radio.
(Drivers bring up some problems with the equipment and related objection(s))
He points out that the supervisors (typically) ask in the form of a question "can you continue?"
Drivers are paid when deadheading or on route, but MTA only pays for In-service time... (did anybody note the difference?)
"I think that is something that you guys understand, for example"
Issues with bus heat "if in a couple of months there is still no heat then we have a problem..."
TC bought EZ riders its "like impossible to get parts"
SHOP REQUESTS: (requires) do not park the Scion's by the building. In front of the yard only.
Work dress = a dark sweater is ok, dark blue or black (make sure your MTA number is visible, you look professional, etc...)
regarding Pre trip inspections
#1 be more specific on the DBR or the mechanics can not find the problem to trouble shoot or address them.
#2
Discussion regarding hours and weekend shifts...
Ended with gift game. "Santa clause is coming to town"
First there was very well produced video and hand out regarding terrorism and related transportation security practices/procedures.
MTA policy makes Orange/Yellow safety vests mandatory (for visibility when outside the vehicle, in dark settings)
"I believe you guys know that" and "I don't want it to come to that" -J.L. (regarding compulsory use of vests)
See the dispatcher for a vest if you don't have one.
TC also provides Gloves, Lights, Hand towels
Regarding the new Route 177
"the reason we got that route [is] because MTA believes in us" -J.L.
Remarks about some accidents mostly "Unpreventable" because the other driver caused them, but even some of those are "preventable" if a driver is watching for the error of another.
Tire Checks - a tread depth gauge is suggested (the cost is only/around $2.50)
A female driver had a problem and communicated it on the radio.
(Drivers bring up some problems with the equipment and related objection(s))
He points out that the supervisors (typically) ask in the form of a question "can you continue?"
Drivers are paid when deadheading or on route, but MTA only pays for In-service time... (did anybody note the difference?)
"I think that is something that you guys understand, for example"
Issues with bus heat "if in a couple of months there is still no heat then we have a problem..."
TC bought EZ riders its "like impossible to get parts"
SHOP REQUESTS: (requires) do not park the Scion's by the building. In front of the yard only.
Work dress = a dark sweater is ok, dark blue or black (make sure your MTA number is visible, you look professional, etc...)
regarding Pre trip inspections
#1 be more specific on the DBR or the mechanics can not find the problem to trouble shoot or address them.
#2
Discussion regarding hours and weekend shifts...
Ended with gift game. "Santa clause is coming to town"
Saturday, January 20, 2007
A tale of two brick layers...
Sunday, October 29, 2006
First a brief description of a thing people are familiar with called insurance. In the past (probably today too) farmers and farms have used insurance as a way to address risk. It works something like this... Crops often fail, this is costly and causes great distress for a farmer. A rough definition of failure: Given weather and numerous other conditions a crop-product will not yield sufficiently to pay for its own production. The frequency with which this happens can be estimated statistically. If the estimate is good enough then its possible to insure a group of risk takers (farmers in this case) so that they need not be ruined by a failure. Insurance works like this, all who fit a risk category can be offered protection from the possibility of failure by paying a (relatively) small amount of money. Since the rate of failure can be reasonably estimated all that is needed is a sufficiently large group of at risk persons. Since only a proportion of the whole group will experience the actual failure the total amount of money needed to "rescue" these can be distributed across all the risk takers. This division of the cost of failure is the premium the insured pay.
About risk imagine a new structure is being built. Each floor of the building calls for a brick layer to complete some part of the work. Some floors are more complicated than others, some materials are more reliable than others, there are differing risks related to the various kinds of brick work. If the builder assigns the most skilled brick workers to do the riskiest work (imagine there is a risk of personal injury or financial loss) then the other workers are favored. In some respect the employer has minimized its own risk in the project while increasing the risk on the most skilled workers.
First a brief description of a thing people are familiar with called insurance. In the past (probably today too) farmers and farms have used insurance as a way to address risk. It works something like this... Crops often fail, this is costly and causes great distress for a farmer. A rough definition of failure: Given weather and numerous other conditions a crop-product will not yield sufficiently to pay for its own production. The frequency with which this happens can be estimated statistically. If the estimate is good enough then its possible to insure a group of risk takers (farmers in this case) so that they need not be ruined by a failure. Insurance works like this, all who fit a risk category can be offered protection from the possibility of failure by paying a (relatively) small amount of money. Since the rate of failure can be reasonably estimated all that is needed is a sufficiently large group of at risk persons. Since only a proportion of the whole group will experience the actual failure the total amount of money needed to "rescue" these can be distributed across all the risk takers. This division of the cost of failure is the premium the insured pay.
About risk imagine a new structure is being built. Each floor of the building calls for a brick layer to complete some part of the work. Some floors are more complicated than others, some materials are more reliable than others, there are differing risks related to the various kinds of brick work. If the builder assigns the most skilled brick workers to do the riskiest work (imagine there is a risk of personal injury or financial loss) then the other workers are favored. In some respect the employer has minimized its own risk in the project while increasing the risk on the most skilled workers.
Change up
Because work is so AmAzInGlY difficult all on its own... and bEcAuSe my personal life is a crock of a different color... I've decided to put my work related things up on a blog of their own. Things have been a real bind as far as blogging goes the last 6+ months and hopefully with the new system out of beta test I'll be able to make myself clearer... hard tell'n though.
Subscribe to:
Posts (Atom)
