LWS: Basic Electrical CSA

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This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing electrical tasks. In assessing this position, we have taken all of the classes involved in the electrical business and created a job assessment questionnaire. We have taken the over 900 questions, from the pretest and final assessment, from all of the classes offered. We have taken all of these questions and boiled them down to one-hundred essential questions. Each question has an answer within a multiple-choice selection, true/false, and yes/no.

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 electrical teams.

LWS: Electrical Evaluator CSA

The men and women in the electrical evaluation team are routinely confronted by on-the-job challenges due to a myriad of complexities and safety considerations involved. These ever-changing challenges have reached a point where the skills and knowledge of employees now make a critical difference in developing and maintaining electrical systems. The challenges electrical evaluator face includes, but are not limited to: ensuring safety, accessing areas, identifying hidden issues, interpreting technical data, timing constraints, effectively communicating and documenting workflow, and keeping abreast of new technologies.

To address these challenges, the Comprehensive Skills Assessment or CSA covers all electrical subject matter required in the course of performing an electrical evaluation. In assessing this position, we have taken all of the classes involved in the electrical business and created a job assessment questionnaire. More than 900 questions from the pretest and final assessment of all classes were boiled down to one-hundred essential multiple-choice, true/false, and yes/no questions comprising the CSA.

The results from the CSA 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.

The genesis of the CSA has been to enable employers to create a specific employee development program for each employee in the electrical evaluation team. In addition, it can be used in the annual performance review for each employee. It can even be used as a foundation piece of information related to wages and salaries for the electrical systems evaluation team.

LWS: Electrical Auditor CSA

The men and women in the electrical audit team are routinely confronted by on-the-job challenges due to a myriad of complexities and safety considerations involved. These ever-changing challenges have reached a point where the skills and knowledge of employees now make a critical difference in developing and maintaining electrical systems. The challenges electrical auditors face includes, but are not limited to: ensuring safety, accessing areas, identifying hidden issues, interpreting technical data, timing constraints, effectively communicating and documenting workflow, and keeping abreast of new technologies.

To address these challenges, the Comprehensive Skills Assessment or CSA covers all electrical subject matter required in the course of performing an electrical audit. In assessing this position, we have taken all of the classes involved in the electrical business and created a job assessment questionnaire. More than 900 questions from the pretest and final assessment of all classes were boiled down to one-hundred essential multiple-choice, true/false, and yes/no questions comprising the CSA.

The results from the CSA 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.

The genesis of the CSA has been to enable employers to create a specific employee development program for each employee in the electrical audit team. In addition, it can be used in the annual performance review for each employee. It can even be used as a foundation piece of information related to wages and salaries for the electrical systems audit team.

LWS: Product Support Sales CSA

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.

LWS: Inspectors CSA

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.

LWS: Service Lead Hands CSA

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.

LWS: Technical Communicator CSA

With the rapid changes in design and automation of the equipment we become more dependent on our ability to communicate with our customers, suppliers and employees and answer the questions posed to us. This technical communicator also is required to provide training and mentoring to the 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 technical communicator. 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.

LWS: Product Support Sales Management CSA

Selling is as old as the hills and most people think it is a function that requires you be good with people.  Sales requires very serious organizational skills. Not just a personality. From the rapid changes we have experienced in our industry, we are at 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 leadership involved with the sales team is critical. The challenges in maintaining a motivated, skilled work force is not easy.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the sales job function. In assessing this position, we have taken all of the classes involved in selling 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 and Marketing. 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.

LWS: Parts & Service Marketing CSA

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.

LWS: Purchasing & Expediting CSA

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.