u/chickadee_23

Started a new job recently, and a big struggle for the company has been verifying training for folks on the floor. We don't currently have an LMS, and training records are scattered in a few dozen different locations. I'm working on fixing that, but in the meantime, I'm trying to come up with ways for folks on the floor to physically track or verify they're trained.

I've considered options like punch cards, checklists for each supervisor, individual employee reports, etc. but wanted to see what other folks had done for this. Goals for the system would be that it be accessible for supervisors and employees on the floor without internet/app access and easy to understand to where gaps are. Really, I need a true old school method, but alas, I've always been more technology oriented and haven't run into this issue before. Any suggestions would be appreciated!

Just a little celebration post... Started a new job today and I was super stressed about it, overthinking about clothing choices, bathroom choices, having to correct people on my pronouns, etc etc. Instead, besides a little kerfuffle with my paperwork from some issues with my name change (a Kafkaesque hell), I didn't even have to have to tell anyone my pronouns, correct anyone, or anything.

I thought I'd really come to terms with not really passing, between my voice, mannerisms, face shape, etc, but apparently something is working. In the past, I've gotten people who still used she/her for me despite knowing better and only ever knowing me by my chosen name, but to have multiple strangers use he/him without any notice ahead of time or disclosure is...such a huge deal. And I really thought I was miles away from it. I guess I was just looking a bit too closely. Just wanted to share something positive!

I'm looking for a new car within the next two weeks, due to losing my work car when I'm changing jobs. I think I've decided I want to go with a full electric car, and I'll be able to charge at home. Though I'll have to buy the hookup, the wiring is already set up for it. But actually making a decision is tougher than I thought.

This car will be my daily driver and primarily a commute car (roughly 60 miles round trip). We also own a Kia Telluride, which is our road/family trip car. So primarily looking for efficiency, comfort, and not being a pop can of a car.

I've test driven a Subaru Crosstrek Hybrid, Ford Mach-E, Kia Sportage Plug-in, Kia EV6, Kia EV9, and Subaru Uncharted. My personal favorite was probably the Uncharted, but the EV9 was also good, it's just way more car than I anticipated. I was planning smaller, definitely not a third row, but the EV9 surprised me.

I liked the Uncharted a lot but my husband hated it - it felt too cramped and awkward for him. I'm also a bit anxious about it being the first model year for reliability, and then buying new, I'm worried about depreciation. I'd love to try a Solterra or Trailseeker, but there's no Solterras around except 2023 used ones, which may still be worth it? There's one potential Trailseeker available at a farther dealer, but I'm worried my husband will hate it anyway because it's just a Subaru issue and the size won't super matter.

I liked the EV9 a lot, and I'm just thrown because I was planning a small commuter car, not what feels like a road tank. It drove great, was comfortable, etc. but I'm having a hard time with the huge car feel. That said, the cargo option is nice.

Finally, I did like the Ford Mach-E when I test drove that, but I'm also coming from a Ford, so I'm wondering if part of that is just familiarity with Ford. It's also the priciest one on the list, though buying used takes it down to a more reasonable range.

I'm also having trouble with the new/leased/used debate. If I went with the Uncharted, I'd have to get new, so then it's a lease/finance decision, while the others, I'd likely lean more used. It just feels odd to me to not build equity in a car, and some friends have had lease horror stories.

Idk, I'm just getting overwhelmed at this point, and was hoping other folks might have some helpful insight or comments. I need to make a decision this week probably and I'm stressed about making the wrong one.

Hey all,

I'm at a point in my career where I'm not quite low enough to be entry level, but don't have experience enough to be a manager or higher. This means the jobs I keep finding are often one-man gigs, usually covering a whole company. I'm wise enough to avoid any of them that don't even mention safety culture or programs, but I find quite a few that at least say they want that. But the last job I took was a two-year long nightmare of an object lesson in why what a company says they want doesn't always line up with what they actually want.

I'm on the job hunt again now, looking to move on from an IH only position, and I'm trying to figure out what the best questions are to gauge their actual interest in and investment in building their safety program, versus just saying that they want one. Some examples I came up with are:

-How does safety currently interact with other departments? How are they kept in the loop about new projects or changes?

-What sorts of safety culture building activities have you done in the past?

-How has your company dealt with struggles between productivity and safety before? (And pressing for examples)

I also ask about what metrics they're using, because if I work for another place with one of the "X days since injury" signs I'm gonna office space the damn thing.

Tl;dr: any suggestions on how to find out during interviews if a company actually walks the walk, especially if they're newer to the culture development stage?