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to get brochures and posters from our customers that employees can see.” Goals are set daily and discussed the


next day in the Iron Bunker. New hires receive a specific course of graduated work training and experience before they are turned loose on the shop floor, including 30, 60 and 90-day reviews to keep them on track. On-the-job train- ing includes three phases: a review of standard operating procedures, training on tasks and procedure, and trainer signoff that the person is competent and can complete the task indepen- dently. Lead Hands receive online human resources and safety training. In addition, engagement surveys keep management informed of how the program is going.


Accountability and Rewards Employees have begun writing


their own job descriptions, with spe- cific details, and they receive train- ing, exams and regular reviews to


keep up their in-house certification. Te goal for the company’s owners is to ensure the right staff is in the best place to apply their skills and talents effectively. “We have seen our profitability


go up, so we’ve tried to concentrate on a lot of different areas at the same time, with changes in personnel and managers,” said Davies. “Employees are the key to business success these days. It starts at the top and must filter down to the shop floor. Tis requires commitment at all levels. Te number one reason people leave their jobs is their boss, not their pay or conditions.” Te benefits are many. Productiv-


ity and profitability had declined through the early 2000s despite periods when product demand spiked. Te improvements have become increasingly clear, benefiting the company in numerous ways, such as its ability to reinvest. Phase two of


Lethbridge’s expansion is underway today, and in the end the metalcaster will run two distinct, automated operations with current technology in every area of production. “We’ve gotten very low on inter-


nal reject rates,” Davies said. “Tings like being able to make on-time deliveries have improved through the process. And we track our productiv- ity rates and have seen improvement in that, so we are setting new goals and new targets. “ With a molding system reengi-


neering and installation complete, phase two is underway with a com- pleted addition and relocated coring. Lethbridge is installing a second sand system and new melting equip- ment dedicated to a second opera- tion. A new attitude and engaged approach to the work, companywide, will help ensure Lethbridge Iron Works keeps pouring iron far into the future.


August 2014 MODERN CASTING | 29


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