A maintenance labor shortage impacts everyone. Construction of new offices, manufacturing plants, and retail stores hasn’t slowed down, but organizations are struggling to find skilled workers to maintain those projects.
The average maintenance professional is nearing retirement age, and by 2026, a quarter of the US labor force will be beyond 55 years old. Not many young people view the field as a viable career today, and thus, a skilled labor gap leaves many of these roles empty.
In this situation, it’s critical to not only support veteran employees in any age-related challenges they might face, but also prepare a knowledge transfer plan so that their valuable skills are passed onto a new generation of technicians. Include the following information in that plan to ensure your institutional maintenance expertise will carry on and improve over time.
What should a transition plan include?
A job transition plan offers details to develop training for newer maintenance personnel so they can hit the ground running. You may decide to add role-specific information, but the aspects listed below are vital to an effective transition.
Use our job transition plan template to onboard new maintenance technicians using accurate and consistent roles, job responsibilities, and important tasks. You can also download the Excel template below, and add your own information as you continue reading.
Summary of role and responsibilities
It’s important to start off with a clear definition of the position and summary of responsibilities written by the new hire’s manager and/or supervisor. This way, everyone responsible for the success of this role has a single description for reference.
Also, a simple breakdown of the key tasks for the new hire to complete by the end of the first week and first month streamlines the onboarding process.
Regular and recurring duties
This section should include a comprehensive list of duties that this particular role is responsible for on a daily basis, but also necessary tasks occurring weekly, monthly, quarterly, and annually. This gives the new hire a way to visually map out their calendars and immediately jump into the schedule.
Existing projects and deadlines
Here you will drop in projects that are already in progress or soon to kick off. Make sure to inform your new hire of the process you followed to get to the current stage of the project so they can pick up where the outgoing technician left off.
Key people and important documents
Finally, you must include a list of the key employees and peers this new technician will work with, starting with their direct supervisor and continuing the list prioritized by the people they will work alongside the most frequently. Also, be sure to include names and reference codes for important documents to maintain, such as work request forms, checklists for common tasks, or health and safety reports.
How do you transition jobs smoothly in maintenance?
If you don’t capture the information before experienced technicians retire, potentially valuable knowledge is gone for good. With this template and some meetings with your technicians, you have everything you need to grow your organization’s expertise and effectively onboard new hires.
You can easily disseminate this information to all your technicians by:
- Uploading the job transition plan to a web-based maintenance system (CMMS) so techs can view it consistently.
- Offering your techs mobile CMMS access so they can retrieve the plan and best practices while performing tasks on the go.
But maybe you simply need a work order system—streamline your CMMS selection process by browsing the top maintenance software products and real user reviews. If you need help figuring out which system would best fit your needs, schedule a quick call with our advisor team here, so we can help you find the best software solution for your business.