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1 WAUKESHA PEARCE INDUSTRIES
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WAUKESHA PEARCE INDUSTRIES
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TABLE OF CONTENTS
CONTACT PERSONS……………………………………………………3
PROGRAM OBJECTIVE………………………………………………..4
PROGRAM STRUCTURE………………………………………………6
PROGRAM CURRICULM……………………………………………..7
QUALIFICATIONS……………………………………………………….8
INCENTIVES……………………………………………………………….9
RESPONSIBILITY OF PARTICIPANTS…………………………….10
REQUIRED TOOL LIST…………………………………………………11
TOOL LOAN PROGRAM………………………………………………12
ACKNOWLEGEMENT FORM……………………….……………….14
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CONTACT PERSONS
CLINT BUTLER
Regional Operations Manager
MBL: (281) 413-8995
EMAIL: [email protected]
PERRY ZACH
Regional Operations Manager
MBL: (210) 605-2065
EMAIL: [email protected]
JACKIE HANEY
Director of Operations & Technical Support
OFFICE: (713) 551-0389
MBL: (309) 258-2530
EMAIL: [email protected]
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PROGRAM OBJECTIVE The need for an in-house formalized “mechanic’s” training program is driven by several factors:
1. Current and anticipated growth in specific areas of WPI marketable products. 2. Limited availability of experienced mechanics throughout WPI’s service areas. 3. Turnover rate of service personnel for various reasons. 4. Replacements for future retirees
As a result it is imperative that a formal training program be implemented that is structured with the necessary
disciplines to ensure that continuity is maintained to properly provide the level of service-skills to meet our business
objectives.
In the development of a training program to achieve the desired results, specific criteria or points need to be identified,
defined, and addressed for resolution. Some of these points are but not limited to, as follows:
1. What is a trainee? 2. Where will the trainee come from? 3. Where will the training occur? 4. Who will provide the training? 5. What type of training will be provided in the program/ 6. How will employee progress be measured or tracked? 7. What are the expectations of WPI through this? 8. What are the expectations of the employee/ trainee? 9. How will travel expenses be covered during training? 10. How will the cost of the program be tracked? 11. How will the program success be measured?
By identifying specific criteria needing consideration, it becomes easier to implement a program that should deliver the
expected end result; a qualified WPI mechanic, with the backing of WPI that will promote the company through the
delivery of goods and services at an expected level of competence and skills.
1. What is a Trainee? For purposes of this program, a trainee is defined as an employee that possesses the necessary mechanical skills and may have some service related work experience but does not have any knowledge or similar experience with the products we service. This person will probably be a trade-school graduate that has obtained some basic mechanical abilities but little to no hands-on experience. This person may have worked as an auto mechanic or similar trade but depending on their experience, may be a candidate for this program.
2. Where will the trainee come from? The service department will have the primary responsibility in selecting the appropriate trainee from the designated Tech Schools. Each district participating in this program can however, hire trainees for this program if the necessary criteria is met by the potential employee.
3. Where will training occur? This is a joint training approach with formal classroom and hands on exposure being conducted at the WPI branches.
4. Who will provide the training? Classroom training will be conducted by the currently established division training instructors? Training at the branch level shall be the responsibility of the branch service manager and other designated personnel.
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5. What type of training will be provided in the program? Training will consist of Komatsu certified classes as well as other manufactures that WPI currently deals with. The intent of the program is to provide all instruction and exposure to those elements required as a service mechanic. The specific exposure to and instruction will, by the very nature of service activity, occur over time at the branch level.
6. How will employee’s progress be measured or tracked? Employee evaluations will be performed by the service manager every 4 months.
7. What are the expectations of WPI through this program? To obtain a proficient marketable asset in this employee whereby established district goals and objectives can be maintained and/ or improved upon.
8. What are the expectations of the employee/ trainee? To be provided with the necessary training, time and information to succeed in the expectations of WPI. To be provided with goals and objectives with positive feedback and reinforcement and the progress in achieving these objectives.
9. How will travel expenses be covered during training? Each branch will be responsible for travel expenses. 10. How will the cost of the program be tracked? It is anticipated that a separate accounting code will be
established to capture all costs associated with in-house training comparable to manufactures training. The appropriate sub codes will be established to further define training costs as:
A. Travel expense-Airfare, auto/ cab, etc. B. Lodging and meals C. Trainee hourly wages D. Training supplies and materials E. Trainer salary apportionment
Brach level training will use a percentage of trainee wages applied to training until such time as a reasonable
proficiency level is reached and all time can be billed out.
11. How will the program success be measured? Employee training has always been and will always be a costly experience in perpetuating a business entity. The costs incurred in this program cannot be overemphasized but, by the very nature of our business, this program must not be controlled by costs solely, as costs are incurred short term against an offset of longterm labor or other sales. The answer to this program success then lies in how quickly the longterm gain in labor or other sales can be realized. The sooner you can begin charging to a job as labor sales or other billable hours as opposed to training cost time, the sooner you will realize the success of this program.
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PROGRAM STRUCTURE
The Trainee Program is a one year program incorporating one week of each month in training and the remaining time
allocated for on-the-job experience at the branch. Each week of Technical training should be followed by work
experience at the branch level. It is essential for the program that the Trainee’s education and the Branches work
experiences be closely aligned for maximum student learning and retention.
It is the Branches responsibility to provide training-related employment for the Trainee during their Trainee Program.
The Trainee is to be used as a technician or utilized as a helper to more experienced Technicians. The more experienced
technicians should provide mentoring and share knowledge.
All Training expenses for the Trainee will be the responsibility of the Branch. Please refer to the most recent version of
the WPI Travel Expense Policy for additional clarification. High points are as follows:
• Corporate Credit Card: The Trainee will be issued a corporate credit card that they must use to cover
their expenses while traveling for training. The expenses must be submitted by the 1st day of the
following month using the CONCUR System.
• Hotel: Hotels will be set up direct billed and coded back to the branch
• Meals: Will be covered according to the following guidelines. Itemized and Credit Card receipts are
both required for expense reporting. NO ALCOHOL ALLOWED
Breakfast: Maximum $10.00 including tip
Will only be covered if you stayed in a hotel the night before.
Lunch: Maximum $12.00 including tip
Dinner: Maximum $30.00 including tip
Will only be covered if staying in hotel that night
• Mileage: Mileage will be paid for at the IRS reimbursement rate only for Trainees that must travel to
another branch for training. Mileage is to be recorded in Concur System. Mileage should cover travel to
the branch where the training is being conducted, and to and from the hotel each day. If the Trainee is
from the same branch where the training is being conducted then mileage will not be covered.
• Gas/Fuel: Gas, Fuel, Oil will not be a covered expense.
• Tolls: If Toll Roads are used for Trainees to travel to another branch then Toll Road expenses can be
submitted as a personnel expense and WPI will reimburse. Receipts or account statements must be
submitted using Concur for reimbursement.
• Tires and Vehicle Damage: Tires and Vehicle damage as a result of travel will not be covered.
• Laptop/ Tablet: A Laptop or Tablet will be provided for the Trainee and the monthly expenses will be
covered by the branch
• Other Expenses: All other expenses are the responsibility of the Trainee and will not be covered by WPI
unless prior approval by management.
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CURRICULUM With Komatsu being our core product for WPI, training will center around and cover the latest Komatsu
Developments: Engines, Hydraulics, Powertrains, Electrical and Electronic Systems, Test Procedures and
Diagnostic Tools.
The following is the list of courses that will be covered in the 12 month Program. The Order of classes are
subject to change, but all will be covered in the program year.
• Trainee Program Introduction
• Tier 4 Engine Specialist
• Tier 4 Troubleshooting and Emission Expert Certification
• Electrical Troubleshooting
• Hydraulic Troubleshooting
• Komatsu Service Institute, Machine Operation Training
• MSHA New Miner and Mine Tour
• Machine Model Specific: D31/37/39/51/61 HST Dozer
• Machine Model Specific: D65/85 Dozer
• Machine Model Specific: WA200/270/320 HST Wheel Loader
• Machine Model Specific: WA380/470/500 Mid-Size Wheel Loader
• Machine Model Specific: PC210/240/290/360/390/490 Excavators
Along with classes Trainee’s will also be scheduled to participate in ride alongs with Field Service Techs,
PSSR’s, etc. to help gain knowledge of our industry and learn how to interact with customers.
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QUALIFICATIONS
Trainees must meet the following qualifications in order to be considered for the Trainee Program:
• 18 Years of age or older
• High School Graduate or GED
• Attended and Graduated from a Diesel Program at a Technical School
• Employed by a WPI Branch
• Possess a valid driver’s license and maintain an employable driving record
• Willing to take random drug testing if requested
• Maintain a good attendance to work as well as to training classes
• Ability to complete on line training classes as required per deadlines
• Maintain good grades while in class
• Positive Attitude
• Follow all Company and Safety Policies as required by WPI
• Wear work uniforms, safety glasses, safety toed shoes, and all recommended safety equipment when
attending class and working in shop areas.
• Desire for Advancement and Personal Growth
• Good communication skills
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INCENTIVES Trainee’s will be hired on and classified as a Class C Technicians and will be offered the following Incentives.
• WPI benefits including, insurance programs, vacation and sick time, holiday pay, etc.
• Pay Scale: $18-20 an Hour to start. Additional amounts will be considered if a trainee has acceptable
technical work experience beyond his technical school experience.
• Pay Increases: One pay increase of $0.50 per hour will be given every quarter for the year of this
trainee program (4 pay increases totaling $2.00 per hour). Students must have passing grades on
classroom test and have acceptable evaluations by instructors and by their branch Service Manager.
• Promotion: At the conclusion of the 12 month Trainee Program, the Trainee will be promoted from a
Class C tech to a Class B assuming all evaluations during the program are positive and acceptable. It is
the responsibility of the Service Manager to complete the evaluation and promotion process. An
additional pay increase may be given at the service manager’s discretion. For example, many trainees
will receive $1-$2 per hour bump upon graduation instead of the $0.50 increase for their fourth and
final quarter.
• Trainees will be able to qualify for $5000 in tuition reimbursement if they have attended an acceptable
technical school (TSTC, UTI, etc.). The $5000 is paid over the first 2 years of employment. First payout
at 90 days for $1000, second at 6 months for $1000, third at 12 months for $1000, fourth at 18 months
for $1000 and the fifth and final at 24 months for $1000.
o If a trainee does not complete the program, terminate employment, or are removed from the
trainee program ddisciplinary action, all reimbursement will cease. If a trainee terminates
employment on their own or is terminated by WPI for cause, the trainee will be responsible to
return a prorated amount of the money they have received according to the total months they
have worked. A trainee is whole at the end of 24 months.
• Corporate Credit Card: A corporate credit card will be provided to the Trainee to cover his or her
expenses when traveling for training. It is the responsibility of the Trainee to only use the Corp Card
for company related expenses as laid out under Program Structure.
• Tablet/ Laptop: A laptop or Tablet will be provided to the Trainee to be utilized for day to day work
activities as well as for training.
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RESPONSIBILITY OF PARTICIPANTS THE TRAINEE:
• Provide the Branch and WPI with responsible and productive work effort
• Participate in all learning activities at scheduled times.
• Complete all Komatsu Foundation, Advanced, Warranty, and Tier 4 online classes
• Maintain good work ethics and attendance
THE BRANCH:
• Agree to act as a sponsoring branch
• Recruit, Interview and select prospective students
• Provide a work experience in accordance with the program schedule
• Provide work experiences that supplement the most recent instruction
• Agree to cover the expenses of the Trainee while in the program
• Assist in providing equipment and training aids for classes
• Perform Evaluations and Pay increase in a timely manner at the required times.
WPI:
• Encourage Branch cooperation and support
• Assist in recruiting and selection of prospective trainee students
• Provide Trainers for the program
• Provide Training Materials
• Monitor curriculum to assure success
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TOOL LIST
Trainees are required to have at the minimum the following tools. If assistance is needed to obtain the
required tooling WPI does offer a tool loan program.
• Torx Bit Set
• Set of Combination Wrench’s 3/8” to 1 ¼”
• Set of Combination Wrench’s 8 to 36mm
• 3/8 and ½ Drive Ratchets
• Metric Socket Set Shallow 3/8 Drive
• Metric Socket Set Deep 3/8 Drive
• STD Socket Set Shallow 3/8 Drive
• STD Socket Set Deep 3/8 Drive
• 3/8 Drive Extension Set
• Metric Socket Set Shallow 1/2 Drive
• Metric Socket Set Deep 1/2 Drive
• STD Socket Set Shallow 1/2 Drive
• STD Socket Set Deep 1/2 Drive
• ½ Drive Extension Set
• Metric Shallow Sockets 27mm,30mm,32mm,36mm
• Pliers, Side Cutters, Adjustable Pliers
• Snap Ring Pliers
• Screwdriver set
• Prybar set
• Straight and Bent Feeler gauge set
• Oil Filter Wrench
• 0-6” Caliper US/ Metric
• Punch and Chisel Set
• Dead Blow Hammer
• 2lb Hammer
• Ball Peen Hammer
• Vise Grip type locking pliers
• Pick Set
• Putty Knife/ Scraper
• Flare Nut Wrench set metric and std
• Digital Multi-Meter
• Steel Rule
• ¼ drive metric and std socket set
• 6” rule
• 3/8 and ½ drive Impacts
• Tool Box
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WPI TOOL LOAN PROGRAM PURPOSE
The purpose of the Tool Purchase Plan is to assist Technicians with the purchase of tools required to
successfully and efficiently perform their work.
PLAN TERMS & REPAYMENT TERMS
The funds that are borrowed for the purchase of tools are considered a loan, and must be repaid to
WPI by the borrower/employee.
A maximum loan amount of $3,500.00 can be borrowed. A minimum payment of $50.00 per pay period
or a minimum $100.00 per month will be deducted from borrower’s/employee’s pay check. The loan
must be repaid within 36 months. The borrower/employee may elect to have payroll deductions
withheld on a semi-monthly or monthly basis.
If the loan is not re-paid in full upon separation of employment with WPI, the borrower/employee will have
the following two (2) options to satisfy the terms of this plan:
1. Pay the remaining balance of the loan in cash, and take full ownership of the tools.
2. Forfeit ownership of the tools, losing all funds invested.
It is the manager’s responsibility to confirm if there’s an outstanding tool loan balance at the time of their
employee’s separation. It is also the manager’s responsibility to verify which tools belong to the
borrower/employee, and which tools belong to the Department/Company. It is best practice for the
manager to keep a copy of the itemized tools that are purchased under this Tool Purchase Plan.
PROCESS
There are 2 methods available to purchase tools under this plan.
Method 1 – PO Requested (Check is issued directly to the vendor)
• Manager or Department Representative requests a Purchase Order (PO) in the “Next for
Windows” system, using GL Code 001-128045-000
• PO is printed out and provided to the employee that’s requesting assistance
• Employee delivers the PO to a selected vendor/store (example: Grainger, Snap-On), and picks out
tools
• The vendor must issue an itemized invoice directly to the employee or WPI
• Upon receipt of the invoice the Manager or Department Representative must provide
• Accounts Payable (AP) with a copy of the PO, Buck Slip, and itemized invoice
• AP will issue payment directly to vendor
• Manager and employee must complete a Tool Purchase Plan form
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• The Tool Purchase Plan form must include the borrower’s/employee’s initials, agreeing
• to the Plan terms and Repayment terms
• The employee’s manager must approve/sign the form
• The Manager must obtain Division VP’s approval/signature
• The approved Tool Purchase Plan form must be returned to the Human Resources (HR) Department
with a copy of the itemized invoice
• HR will work with the Payroll department to initiate the repayment deductions directly
• from the borrower’s pay check
• HR will place the Tool Purchase Plan in the employee’s personnel file
Method 2 – Check Request (Check is issued directly to the employee)
• Employee must provide an itemized invoice or itemized receipt to Manager to request reimbursement or
payment of tools
• Manager and employee must complete a Tool Purchase Plan form
• Manager must complete a Check Request form
• The Tool Purchase form must include the borrower’s/employee’s initials, agreeing to the Plan terms and
Repayment terms
• The employee’s Manager must approve/sign the Tool Purchase Plan form, and the Check Request form
• The Manager must obtain Division VP’s approval/signature on the Tool Purchase Plan form, and the Check
Request form
• The approved Tool Purchase Plan form and Check Request form must be returned to the Human Resources
(HR) Department with a copy of the itemized invoice or itemized receipt
• HR will work with Accounts Payable (AP) to issue a check payable to the borrower/employee
• The check will be delivered directly to the employee via postal service by AP (If there are special delivery
instructions, please include details on the Check Request form)
• HR will place the Tool Purchase Plan in the employee’s personnel file
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ACKNOWLEDGEMENT
I, _________________________________, have read the WPI Policy regarding Internship, Training & Apprenticeship Programs.
I have read this policy in consideration of becoming a participant in the following program(s):
___________ WPI Career Trainee Apprentice Training Program
I am in agreement with all of the conditions of the program in regard to participant
requirements, employment requirements, and financial remuneration as set forth in the
policy.
___________________________ _____________________
Participant Date
_____________________________ _____________________
WPI Representative Date
Note: You will be required to sign a non-compete and repayment form with WPI HR upon
receiving your first tuition reimbursement check at 90 days. This form will be provided to you
separately and reviewed by your instructor.
