Staffing Definitions & Terminology

Environmental Evaluations – Comprehensive workplace evaluation conducted by highly trained professional staff to determine necessary training, safety requirements regarding and accommodation as it relates to: Hearing and Acoustics, Ergonomics, Physical Requirements, etc. Additional Industrial Survey used to point out hazards and potential risks in all types of work environments including Clerical, Construction, Industrial and Food Services.

Work Life Balance Assessment – Combination of interviews and surveys to assist employees in understanding the forces at play in daily schedules. Self-surveys include evaluation of personal values, identifying stress and prioritizing areas in terms of importance.   The use of a priority scale, implemented by a third company (not the employer), gives employees a safe opportunity to refocus on work at work, and the family at home. This increases productivity and reduces unnecessary stress.

Employee Retention Programs – Interviews and Surveys identify employee motivators or “triggers” in various work environments that are then used to create Reward Programs to earn Paid Time Off, expand or modify bonus plans, design team building exercises, communicate new ideas and point out necessary changes. Successful programs not only reduce turnover, but many also serve as Recruiting Tools.

Behavioral Testing – the measurement of personal characteristics. Assessment is an end result of gathering information intended to advance psychological theory and research and to increase the probability that wise decisions will be made in applied settings. The approach taken by the Staffing Specialist in personality assessment is based on the assumption that much of the observable variability in behavior from one person to another results from differences in the extent to which individuals possess particular underlying personal characteristics (traits). The assessment is used to define these traits, to measure them objectively, and to relate them to socially significant aspects of behavior in the workplace.

Random Drug Screen Management – Third Party Management of the selection and testing process associated with a Random Drug Screen Program. The implementation and management by an outside service eliminates not only the tracking, paperwork and Human Resource responsibilities with random drug testing, but also eliminates the potential for discrimination claims by employees on the basis on being targeted internally by a team member, Manager or HR Generalist.

Workforce Satisfaction Surveys – Web-based and in person surveys of current and former employees to identify trends in various work environments. Surveys are used to identify issues prior to creating larger problems. Increased level of participation and honest due to the design and management by outside vendor, allowing for open communication without fear of retaliation.

Disaster Recovery – Regional mobilization of experienced workforce teams for the purpose of quickly responding to a natural or human disaster. Workers are trained to cleanup and restore closed buildings/facilities due to water damage, fire damage, storm damage and perform mold remediation.

Payroll Production – Accounting functions associated payroll are generated with multiple options, including Employee Leasing; whereas the staffing company will assume additional responsibilities for the employee including Workers Compensation and traditional employer contributions.

Performance Evaluations – 2 week, 30, 60 and 90 day evaluations are performed in the form of Self Evaluations and Supervisor Evaluations in increase communication and creativity, as well as reduce turnover. Statistically, most employees experience some type of misunderstanding or instruction within the first two weeks…resulting in production errors and/or turnover. By evaluating and “coaching” thru the first ninety day period employees are much more likely to work well with others, perform at higher levels and refer other qualified candidates.