I do think this is a good idea overall. I'm probably in a similar boat
with Chris Fabien regarding the regional pay scale, but if you're
starting a zero skill person at $15/hour then you're being fair.
Spelling out up front what you need to do to earn more is also fair. A
smart & motivated person could hit any one of those targets in a matter
of weeks if he's got the opportunity to do that work.
I'm wondering this: You've got someone trained and doing well at
splicing. He wants to earn more money so he wants to bumble around at
learning how to do something else, but now that you've got him good at
splicing you might rather he keep doing that. How do you resolve that?
Seems like you have to favor long term learning or short term productivity.
On 10/30/2020 10:11 AM, Chuck McCown wrote:
Not around here. Good operators start at $19 if they are lucky. If
someone walks in the door with all of these skills we will pay them
$20 or $21 to start. But we will never see that person walk in. They
are already working somewhere else for more. This is just list
showing the zeros that we hire how they can make more money.
Obviously learning is involved. How else to incent them?
Sent from my iPhone
On Oct 30, 2020, at 7:15 AM, Chris Fabien <[email protected]> wrote:
Chuck, I like your idea but I think the pay for each category is too
low for some of them. A competent drill operator or splicer should be
worth much more than $16/hr. Likewise a guy that can literally do any
job in the company is probably a $30/hr guy not $20/hr.
On Thu, Oct 29, 2020 at 7:16 PM Chuck McCown via AF <[email protected]
<mailto:[email protected]>> wrote:
I am considering telling all new interviewees that we start at
$15/hour but they can make more quickly according to this
schedule. And we also do COLA and Merit increases every 6 months.
Love to have feedback on this idea.
Please note my new email address: [email protected]
<mailto:[email protected]>
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