Page 32 - CE_Industral_Journal_2014

Evaluating

Lineworker Competencies

Ron J. Schenk

Do your lineworkers know what they should know about Explaining to the rank and file how we will evaluate and
building and maintaining high-voltage powerline systems? classify workers typically goes a long way in reducing
Just as importantly, can they do what is expected of them worker’s natural fears of being ‘evaluated.’
at their current classification level? How do your people So, we decide to evaluate the lineworkers we have in
stack-up against industry standards for lineworkers at our Operations Department. What should we evaluate?
various levels? There are three things that need to be assessed:
Often we find out the answer to this question too late. We 1. Knowledge
made too many assumptions early on and the lineworker 2. Skills
has now failed – possibly in a big way. If we had only 3. Attitude
realized what this lineworker didn’t know, before he took Attitude is very subjective and is usually apparent fairly
on that difficult work assignment, maybe we could have quickly with the new hire and obvious by now with the
prevented these problems. existing employee you may want to evaluate. You know
Sound familiar? Lineworkers have been notorious for attitude when you see and experience it and you know
being a tough lot. The work is difficult, complex and what attitude works in your company and what doesn’t.
sometimes dangerous. To do the job at all, one cannot Let’s focus on the first two competencies: knowledge and
be shy. Lineworkers seem to be risk takers naturally and skills.
their tendency is to assume they are more competent
than they actually are. Our tendency, as managers, is THE LINEWORKER’S KNOWLEDGE COMPETENCIES
to assume that as well and we too often make decisions
based on this ‘gut feeling’. There is a better way. EVALUATION:
The Institute for Safety in Powerline Construction (ISPC), a
few years ago, conducted a study within the Electric Utility
EVALUATING COMPETENCIES Industry based on what a Lineman should know and be
There are three good reasons to evaluate a lineworker’s able to do to be called journeyman. Using that study, ISPC
current level of competencies: defined 191 competencies that are commonly expected
• To better understand what they know and are able to of a qualified journeyman lineman doing energized work.
do – right now. From that list, ISPC then went on to develop knowledge
• To identify remedial training and education to shore up tests and skills evaluations that help gain important insights
weaknesses found. into what a lineworker knows and is able to do, on the job,
• To design a continuing education and skill development out in the field. Tests such as these can help management
program to help keep them at the top of their game. determine what the lineworker knows and understands
An added benefit is that now we have a ‘base-line’ for this about each of these competencies. Here are the critical
employee and we can measure his future growth against subject groupings for the 191 competencies:
this beginning point. • Electrical Theory
Contrary to the opinion of many lineworkers in the field, • High Voltage Electrical Systems Components
we do not test and evaluate an employee because we are • Safety Knowledge and Best Work Practices
looking to cut his or her pay - or, because we are looking • Rigging Competencies
for an excuse to demote or fire someone. However, those • Tools and Equipment Knowledge and Use
fears do exist out there and we do need to be sensitive • System Protection and Metering
to them. • Overhead Distribution Systems
INDUSTRY JOURNAL 30