CWI: Rental Industry Technician CSA (ENG)

With the rapid changes and developments experienced in capital equipment over the past few decades we have reached the point where the skills and the knowledge of our technicians is the critical difference in developing and maintaining our relationships with our customers. This has included changes in machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.

The Rental Industry Technician comprehensive skills assessment covers the four major areas of equipment; Engine, Drive Train, Hydraulics and Electrical. In creating this assessment, we have into consideration the major manufacturers. The Rental Industry Technician assessment recognizes that it is not necessary for these technicians to be able to have the skills to repair and rebuild major componentry.

We have created thirty multiple-choice questions within each of the four categories above. The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, these assessments have been developed to be used to create a specific technical training program for each employee in the repair and maintenance business.

CWI: Service Foreman CSA (ENG)

With the rapid changes we have experienced in our industry, we have reached the point where the skills and the knowledge of our employees is a critical difference in developing and maintaining our relationships with our customers. The changes we face include machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the job function of a Foreman. In assessing this job function we have taken the skills and knowledge and created an assessment questionnaire. We have used as the foundation for this assessment the pretest and final assessment questions from all of the classes offered for the Service Department. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Service Office CSA (ENG)

With the challenging level of technical skills available to a repair and maintenance facility today it has become critically important to have a strong technical skill level working on the floor with the technicians. The Service Office function has become an extremely important task. All the back-office functions are impacted heavily by technology specifically the Dealer Business Systems. Each OEM has also been active in developing systems to process warranties and machine deliveries and they also are involved heavily with telematics.

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the job function of service office. In assessing this job function we have taken the skills and knowledge requirements and created an assessment questionnaire. We have used as the foundation for this assessment the pretest and final assessment questions from all of the classes offered for the Service Department. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Inspectors CSA (ENG)

With the dramatic changes in the equipment in use the determination of the cause of a machine failure becomes even more critical. The design of the inspections required to assist in the Complaint – Cause – Correction structure in a repair and maintenance business has become even more significant. The changes we face from evolving machine design, exotic and special materials and computerization  of componentry requires a highly technical inspection of a machine in order to determine the cause of the customer complaint.

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the job function of an Inspector. In assessing this job function we have taken the skills and knowledge requirements and created an assessment questionnaire. We have used as the foundation for this assessment the pretest and final assessment questions from all of the classes offered for the Service Department as well as the Technician Assessment for a Construction Industry Technician. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Service Lead Hands CSA (ENG)

With the challenging level of technical skills available to a repair and maintenance facility today it has become critically important to have a strong technical skill level working on the floor with the technicians. The Foreman job function has the primary responsibility to provide technical assistance as required, however, the rapid changes in design and automation of the equipment requires there be stronger and more current technical skills available. The function of the lead hand also is required to provide mentoring to more junior skill level technicians as well as assist in “on the job” training.

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the job function of a lead hand. In assessing this job function we have taken the skills and knowledge requirements and created an assessment questionnaire. We have used as the foundation for this assessment the pretest and final assessment questions from all of the classes offered for the Service Department as well as the Technician Assessment for a Construction Industry Technician. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Purchasing & Expediting CSA (ENG)

With the rapid changes we have experienced in our industry, we have reached the point where the skills and the knowledge of our employees is a critical difference in developing and maintaining our relationships with our customers. We have arrived at the point that we must find every part that every customer orders, and do this on the day that they order the parts. Supply chains and transportation logistics are complicated subjects and need specialized skills.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the purchasing and expediting job function. In assessing this task, we have taken all of the classes involved in the Parts Business and created a skills and knowledge assessment questionnaire. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for the Parts Business and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Parts & Service Marketing CSA (ENG)

With the distribution networks supporting construction equipment becoming even more dependent on absorption and contribution margins we have recognized the critical nature of comprehensive and current marketing information. The Dealer Management Systems now offer comprehensive call reporting, machine population and all of the attendant reporting structures on market potential and market capture. The Sales Function requires very strong parts and service marketing.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the parts and service marketing job function. In assessing this position, we have taken all of the classes involved in selling and marketing and created a skills assessment. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for Marketing and Selling. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Product Support Sales CSA (ENG)

Selling is as old as the hills and most people think it is a function that requires you be good with people.  The Sales Function also requires strong back office support. Dealer Business Systems development has allowed the management of territories with market segmentation and call reporting. Territory Potentials and Market Capture have also required we be able to provide office support to the sales force.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the sales support job function. In assessing this position, we have taken all of the classes involved in selling and marketing and created a skills assessment. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for Selling. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Parts Management CSA (ENG)

With the rapid changes we have experienced in our industry, we have reached the point where the skills and the knowledge of our employees is a critical difference in developing and maintaining our relationships with our customers. The changes we face include machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the Parts Management job function. In assessing a Parts Manager, we have taken the 750 questions that comprise the final assessment from all of the classes offered for Parts Managers and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the CSA, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

CWI: Flat Bed CSA (ENG)

With the coming skills gap, now is an exciting time to begin building foundational knowledge for Flat Bed drivers. An often overlooked area in training programs, Flat Bed skills do not have a dedicated professional development pathway.

This comprehensive skills assessment covers the introductory knowledge required in the course of safe operations of Flat Bed trucks. In assessing this position, we have taken a broad overview of the required skills and created a job assessment questionnaire. Industry experts have created this targeted assessment with multiple choice, true/false, or yes/no question selections..

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the flat bed industry.