Staff development program

PHASE 1 of the Development Program is a survey of all employees in the organization. This survey determines the current role of each employee, length of service, I-CAR role status, mobility, willingness to take on an apprentice, willingness to become a manufacturer specific technician, comfort with manufacturer repair procedures, proficiency level in the current role, and abilities with aluminum and carbon fiber.

The survey also asks the employee what his or her three-year and five-year career goals are, plus what position the employee would ultimately like to hold in the collision repair industry.

Once the surveys are completed, they are provided to the organizational leadership for review. The role of leadership in this phase is to provide additional insight for each employee in areas such as attendance, attitude, and ability to work with others. This allows Pro Collision Training to create the most accurate development plan that includes technical and soft skill development.

PHASE 2 takes the survey results and creates the individual development path for each employee. These development plans outline the steps the employee needs to take to succeed and advance to their career goal. If the employee does not have a desire to change roles, then the plan identifies ways to strengthen the employee in the current role. When an employee sees a potential future with the organization, it brings value in the form of employee engagement and retention.

Once development paths are built for each employee, an overall staffing plan is created for the entire organization. The staffing plan allows leadership to make strategic decisions on advancement for current employees and what roles need to be addressed through recruiting.

PHASE 3 takes the completed development plan for each employee and creates an agenda of training class (live, online, and/or virtual) to prepare the employee for the desired future role.

The training paths can be implemented as fast or as slowly as leadership determines for the employee. Each training path, while providing what Pro Collision Training recommends as the most complete training plan for advancement, is merely a suggestion of training for development and advancement. Your organization is in full control of how much you want to invest in the training of each employee.

PHASE 4 positions leadership to identify mentors for body, refinish, and estimator roles. These individuals will have the opportunity to complete the two-day Pro Collision Training mentor training class. During this class, the mentors-in-training will receive instruction on effective mentoring, coaching, and communication techniques. They will also receive mentoring guides and curriculum for each role.

In addition to the mentor training, it is strongly recommended that each manager complete the two-day succession and development planning session. This session can be delivered at the Pro Collision Training location or on location at a site you select.