MASBO News - 2016 - (Page 24)

FACILITIES MANAGEMENT By Chuck Morris W ith so many Facility Management people retiring these days, and a number of former Facility Managers being asked to come back, I just had to cover this topic once again. I am aware of a number of openings coming up and there is a fear that there are not enough people trained and with good credentials to fill these spots. Is that really the case? As a group, we have been discussing how we are going to fill vacancies for many years. Many tradespeople left the educational facility environment to ply their skills in the north in the oil and gas industry. The gap between what we can pay and what the oil and gas industry offered cannot be bridged. In an effort to keep as many certified people as possible, we made efforts in different areas, trying to improve the work environment. The jobs our skilled tradespeople have are, for the most part, very good jobs. There should not be a lot of stress involved in their daily work life. Once in a while there may be pressure to complete a task as soon as possible, but those days are few and far between. What else could be done? We looked at training as an example; when a tradesperson is hired to work in a school district facilities environment, they usually come with minimal experience, except in their respective trade. We regularly provide training for the incumbent to learn about security systems, phone systems, P/A systems, maintain wet and dry fire sprinkler systems, cross connection health issues and more! All at a cost to the district but allowing the individual to expand their knowledge and put the new found skills into practise, for you! We cannot stop there, because as many of us have seen, once trained and skillful with all the new found training and certification, skilled tradespeople It is a challenge to explore how to keep people and how to provide adequate training so they can better serve the employer. become very marketable. How do we keep the highly skilled person on staff? This becomes a public sector versus private sector challenge and we in the public sector seldom win. What else can we do? Your abilities as the manager and director need to be on high alert as you do not want to lose staff after spending time and dollars upgrading them to better serve your district. You want to keep them and keep them happy. Firstly, content employee is typically a productive employee. Second, and as important, is your succession planning. Who will replace you when you want to retire or move on? Though someone from the inside might not fit the bill when compared to outside applicants, there is always the possibility they might work well. Many districts have hired from within and have found that was a good choice. So training is part of the equation and not just for your skilled workforce. If one of your employees is successful and is promoted into a manager position, the learning curve begins again. We have all been there. In fact, training and learning your role and new skills happens nearly every day. It is what enhances your career and makes your everyday work life that much better. I do not see the workload lightening in the near future but with the new skills your method of doing things may allow some tasks to be taken care of in an easier fashion and perhaps a little quicker. It is a challenge to explore how to keep people and how to provide adequate training so they can better serve the employer. It is also a challenge to 24 * Read this issue online at understand your role in all of this. Think outside the box if you become stymied. Encourage staff, speak to them, find out about their favourite pastime. Show you care. Create beneficial dialogue with each of them. Sometimes that dialogue will sound different amongst many of them but have the same end result. Our jobs will not get easier. You may make inroads that allow you to do certain things at a more comfortable level. Share your knowledge. There is no sense in keeping it a secret. Sharing with staff shows you care, shows you are not concerned about someone knowing more than you do. In fact, they probably do know more than you do! That is why they are there in the first place. Mentor to find out if some may just be a good fit down the road for your chair! Let's help keep a ready supply of skilled people who are promotion material and ready to take on new challenges. It is comforting to know that for the past number of years Educational Institutions have developed courses to better equip many individuals for the time when they apply for a Facility Manager/Directors vacancy. ■ Chuck Morris is the Past President of the School Plant Officials Association of B.C. (SPOA), now the Educational Facility Managers Association of B.C. (EFMABC) and a Lifetime member of that fine organization. He is a certified Educational Facility Manager (CEFM) and a member of the Applied Science Technologists and Technicians of B.C. (ASTTBC), holding a certification in Mechanical, specializing in Fire Safety, etc. He holds a Red Seal certification in the Plumbing trade.

Table of Contents for the Digital Edition of MASBO News - 2016

MASBO 2015–2016 Executive
2015–2016 Committees
Message from the MASBO President
Message from the Executive Director
Honourary/Life Members
Pre-Conference Workshop
MASBO’s 3 “Cs”: Collaboration – Culture – Climate
Establishing Cultures of Trust
MASBO Welcomes New Executive Members
Tom’s Next Chapter
Farewell, Roy!
“We Are Canadians” The Evolution of the Canadian School Business Officials’ Leadership Group
MASBO “PAL” Program – Supporting a Positive Organizational Culture
Workers Compensation Board of Manitoba New Rate Model
School Divisions Form Co-operative to Share CIMS Software and Hardware
Fundamentals of Investigation
Facilities Management
Products & Services Marketplace
Index to Advertisers

MASBO News - 2016