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Electrical Lineworker – Job Training

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The Electrical Lineworker Training Program is a 10-week course designed to prepare you for a challenging, interesting, and high-paying career as an electrical lineman.

At the CFCC Electrical Lineworker Training Program you will learn the skills and knowledge required of an apprentice lineman:

• Setting & climbing poles
• Installing cross arms, hardware, lines & transformers
• Using tools & equipment of the trade through field experience
• Overhead & underground construction practices
• Electric theory & practice
• Safety and teamwork
• Commercial driving

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An “In-demand” Trade

The Carolina Energy Workforce Consortium (representing North and South Carolina) is addressing a serious shortage of electrical lineworkers. They estimate that the industry will need approximately 800 new linemen each year for the next 5 years. The 2016 median wage for experienced linemen was $60,800/year.

Course Specifics

• The Electrical Lineworker Training Program is designed to train persons that wish to become entry-level electrical lineworkers for private and public utility companies and related employers.
• Students will learn the academic and field skills necessary for entry-level workers.
• Safety is stressed in every aspect of the job.
• Students will receive Flagger and OSHA 10 safety training.
• The course is limited to 60 students. Spaces are available on a first-come, first-served basis.
• Resume and job interview assistance is available.
• Job placement assistance is available. Employers will be on-site to interview graduates following the graduation ceremony. The course is 400 hours and 350 hours are credited to your apprenticeship with your future employer. Utility companies have new employees complete a 4-5 year apprenticeship. Therefore, this 10-week course reduces apprenticeship duration once in a job.

Program Information Guide

Details	North Campus, 10 weeks, 400 hours
Course Location	Rooms 131 and 135 NE Building CFCC North Campus 4500 Blue Clay Road Castle Hayne, NC 28429
Current Offering	Class Dates January 9, 2023 – March 17, 2023, M-Th, 7:30 am – 5 pm and 6 hours of assigned online work on Fridays. *Class is currently full. Email [email protected] to get on the waitlist. Mandatory Orientations Orientation is required for dropping off copies of required documents, filling out paperwork and to use this time to ask any questions you may have about the program. You do not have to attend both orientations. 8 – 10 AM or 4 – 6 PM on 1/3/23 Orientation Location Room 131 NE Building CFCC North Campus 4500 Blue Clay Road Castle Hayne, NC 28429
Next Offering	April 3 – June 14, 2023, M-Th, 7:30 am – 5 pm and 6 hours of assigned online work on Fridays Mandatory Orientations 8 – 10 AM or 4 – 6 PM on 3/27/23
Future Offering	Jul 5 – September 13, 2023, M-Th, 7:30 am – 5 pm and 6 hours of assigned online work on Fridays Mandatory Orientations 8 – 10 AM or 4 – 6 PM on 6/28/23

Class Times

The Electrical Lineworker Training Program is a 10-week, Monday-Thursday training course. Each week consists of 40 hours of training. Each day is 7:30 am – 5 pm with a 1-hour lunch. Lineman work outside in all weather conditions and the training program will be no different. Major holidays are observed.

Costs

*Students must pay the $290.00 registration fee to secure a spot in the class. Students must purchase lineman boots prior to the class start date (costs vary). Scholarships and Grants may be available for students to apply for during the duration of the course. These are awarded in the form of a reimbursement; amounts may vary. There is no tuition for this course – only the registration fee. The prices below are approximate.

Apply for a Scholarship

Requirements

Weight under 275 lbs

Students must have lineman-style boots prior to class start date

• Composite or steel toe
• Slip-on or lace-up
• 8″ – 10″ height preferred
• Recommended: double shank

DOT Physical & Drug Screen

• NC DMV CDL Info
• Can be done at your local provider or at Arcpoint Labs

Clean criminal background preferred – no need for copy or proof
Individual employers have the right to select applicants in accordance with their specific policies and procedures. Criminal background checks are completed by most employers. Therefore, CFCC cannot guarantee employment upon graduation.

Current tetanus vaccine recommended – no need for copy or proof

On designated orientation days, please bring COPIES of the following:

1. Copy of High School Diploma, Transcript or GED
2. Copy of Valid Driver’s License – can be out-of-state
3. Copy of Medical Certificate – Showing proof of completed DOT physical. Must be kept on your person daily throughout entire class from start to end date. No exceptions.
4. Copy of DOT Drug Screen Results – Can be emailed to me by provider. Drug screen must be completed within 30 days of the start date of class.
5. Copy of Class A Commercial Learner Permit
   • Study sections 1, 2, 3, 5 & 6 in the CDL Manual to study for your permit. The following tests must be passed with an 80% or higher: General Knowledge, Combination Vehicles & Air Brakes.
   • Students must have their Class A Commercial Learner Permit prior to the first day of class or they cannot attend the class. The permit is required because we train and test students for their Class A CDL during the program. We accept out-of-state permits.
   • Download the CDL Prep app if you have an iPhone or DMV Genie if you have an Android.
6. DD Form 214 for Veterans

Dress Code

Long-sleeve work shirt/T-shirt – no tank tops or T-shirts with offensive images/content

Long pants or jeans

Work boots – Lineman style, composite or steel toe/double shank, slip-on or lace-up, 8″ – 10″ height preferred

• J. Harlen boots
• Red Wing – local in Wilmington, NC
• Tomlinson Sales Co. – local in Wilmington, NC
• Recommended brands are Hall’s or Hoffman

No jewelry – no earrings, necklaces, rings, facial piercings, etc.

Hotel/Housing Information

The Reserve at Forest Hills

• 3-month leases available with utilities included in rent
• Furnished and unfurnished options available
• Call for more information: 910-763-7663

The Creek at Forest Hills

• Short term leases available
• Call for more information: 910-415-1902

The Hampton Inn Wilmington – University Area/Smith Creek Station

• $94 for CFCC students
• 124 Old Eastwood Rd, Wilmington, NC 28403
• Speak with Kim Hale, Area Director of Sales 910-509-0003

Other

• Extended stay hotels
• Airbnb
• Campgrounds
• Realty companies in the local area may also be able to search for extended stay options
• Google search: “student housing in Wilmington, NC” for more available options
• Please visit the CFCC Lineworker Training Housing Facebook Group if you are interested in finding a classmate to room with.

Power Line Worker Level 1 Trainee Guide
ISBN: 0132571099

*Textbooks can be purchased at the CFCC North Campus bookstore.

Power Line Worker Level 2: Distribution Trainee Guide
ISBN: 0132730340

*Textbooks can be purchased at the CFCC North Campus bookstore.

Tractor Trailer Driver Training Manual
ISBN: 9781680084931

*Textbooks can be purchased at the CFCC North Campus bookstore.

AHA 2020 Heartsaver First Aid CPR AED Student Workbook
ISBN: 9781616698270

*Textbooks can be purchased at the CFCC North Campus bookstore.

Request Information

Contact Information

Email: [email protected]

• Emily Holt

  Director, Workforce Readiness, EWD
  910-362-7358

• Vanessa Escaldi

  Coordinator, Workforce Readiness, EWD
  910-362-7065

For help with your G. I. Bill, please contact:

Rachel Cavenaugh
Financial Aid Director
910-362-7317
[email protected]

WIOA Scholarships

Call or visit your local NCWorks Career Center today to learn if you qualify for WIOA sponsorship! Eligibility factors apply. Ask to speak to a WIOA Title I Specialist.

Locations

NCWorks Career Center – New Hanover
1994 S. 17th Street,
Wilmington, NC 28401
910-251-5777

NCWorks Career Center – Pender
904 S. Walker Street
Burgaw, NC 28425

NCWorks Career Center – Brunswick
5300-7 Main Street
Shallotte, NC 28470

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  Tamworth-NH
  
  R-018873
  
  

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  R-019139
  
  

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  Plymouth-MA
  
  R-018996
  
  

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  R-018998
  
  

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  Troubleshooter-Day Shift

  
  Nashua-NH
  
  R-017537
  
  

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  Lineworker II-NH

  
  Newport-NH
  
  R-018483
  
  

• 
  

  Lineworker II

  
  Newport-NH
  
  R-018485
  
  

• 
  

  Lineworker II

  
  Portsmouth-NH
  
  R-018500
  
  

• 
  

  Working Foreman, Line, Transmission

  
  Hooksett-NH
  
  R-018579
  
  

• 
  

  Overhead Hot Stick Troubleshooter

  
  Somerville-MA
  
  R-017723
  
  

• 
  

  Transmission Lineworker

  
  Hooksett-NH
  
  R-013177
  
  







Line personnel – what is it [and how to work with them]

05.2019″> 05/30/2019

Recruiters often start their professional journey with the selection of line staff. Who are these specialists, what to look for when looking for them, and why a high turnover of personnel can ruin everything?

Line personnel are employees who perform basic functions in any company, especially in production and trade. Often this is the most numerous part of the team, which is divided into the following categories:

• No special education or work experience. It is enough for such employees to take a short internship or an introductory course directly in the company. These are sellers, cashiers, couriers, call center operators, consultants, security guards.
• With special education. Performing work in such positions requires special knowledge. These are builders, cosmetologists, hairdressers, sales managers, masseurs, drivers.
• With specialized education. These are doctors, teachers, bank employees, that is, positions that simply require a sufficiently high level of knowledge in their field to work. nine0014

Causes of turnover

The main problem in recruiting line personnel is high staff turnover. The first reason for this is low wages. For such workers, the income level is clearly marked “on the bank” and in most cases does not provide for any bonus system. This is especially true for workers without education and experience. However, they view their work as temporary and can often treat it lightly and irresponsibly. The second reason is that people quickly get tired of monotonous work. And if the employer himself can reduce the turnover for the first reason, then the recruiter should pay more attention to the second reason. After all, it is he who must understand how a particular job is suitable for a particular candidate. nine0005

Tips for recruiters and employers

• Work with universities. Students know firsthand what line staff is. Young people always want to quickly gain work experience. Yes, and additional income will not be superfluous. Therefore, they often consider such positions as a launching pad. By establishing work with universities, you can get interested potential employees. Whether a student wants to develop in your company when he has already gained experience will depend only on the policy of the management and the approaches being implemented in the HR direction. nine0008
• Implement a referral system. Employees who already work in the company become a kind of “advocates” of the brand. And, for sure, they can advise someone from their acquaintances for open positions. To motivate potential job seekers to be more willing to talk about vacancies, you can introduce a financial bonus for a “brought” friend who successfully passes the interview.
  
• Take care of the employee. Standardized work schedule, office location, compliance with labor laws – all this can affect the departure of line personnel. The recruiter should discuss in advance all the “dangerous” areas with a potential employee and take care to resolve the issues that have arisen. Perhaps you have transportation for those who live far away, or processing is additionally paid. nine0014
• Tie bonuses to the period of work in the company. The situation when a cashier gains experience and leaves for another store, where he was offered more loyal conditions, happens all the time. Financial motivation is still one of the most powerful for line personnel. So, if an employer wants to form a really strong team, then it is worth introducing a system of bonuses depending on the duration of work in a particular position.

Recruiter Mathematics

When recruiting, a recruiter needs to take into account a kind of mathematics. According to ManpowerGroup statistics, on average only 8-10% of candidates will meet your requirements. So let’s say you need to hire 50 salespeople. To do this, it is necessary that 5,000 people receive information about the vacancy. In this case, 500 candidates will reach the interview, and only 50 of them will come up. At the same time, it is important to develop your candidate base. Manually, this can be laborious and involves many routine tasks, including cox

wounded numerous resumes. For this, professional recruitment software has long been used. In CleverStaff HR-CRM, you can store thousands of resumes and use the auto-selection function to find those who fit a specific request in a couple of minutes. Interested? Then you are here.

Total

Almost everyone needs line staff. Such employees often perform basic functions in order for the business itself to work according to an established scheme. It can be difficult to close such positions, but following our advice and certain “mathematics” of the selection, there will be everyone. Good luck with your search! nine0005

search, selection and features of hiring

Reading 6 min. Views 11.2k. Posted by 16.03.2020
Updated 06. 09.2022

What do you think unites a doctor, an engineer, a cleaner and a cashier? They have different professions, different employers, working conditions and pay … Read our article: it contains the answer.

Content

1. The concept of line personnel
2. Unskilled and qualified line personnel
3. Difficulties in hiring
4. Features of line staff management

Let’s imagine the structure of any organization, any running business. At the top is the CEO (head of the company), then there are the heads of departments, employees who perform the bulk of the tasks are subordinate to them. This lower link in the hierarchy is the line staff.

On the example of a school: the principal is at the top, then comes the deputy director (one or more head teachers), teachers and attendants (cleaners, security guards, cooks) report to him. In this structure, teachers and service staff are line staff. nine0005

On the example of the administration: at the top – the head of administration, then – deputy heads, then – department heads and, finally, department employees (accountants, engineers, lawyers, personnel officers) and service personnel (drivers, security guards, couriers). Here, the line staff is the personnel of the departments and the service staff.

That is, the line staff performs that part of the work that can be felt here and now: the architect designed the shopping center, the cleaner washed the floors, the teacher explained the topic of logarithms to the students. Employees in higher positions work with what the line staff has created. nine0005

Unskilled and skilled line personnel

Unskilled work refers to work that does not require special knowledge. It is enough to pass a short internship or a trial period. There are many such candidates among former or current students, pensioners who are looking for a part-time job.

A student is looking for a summer job. He has several vacancies to choose from:

• cashier;
• seller;
• operator;
• security guard; nine0014
• handyman.

His mother advised him to become a cashier. She herself worked for him when she was on maternity leave.

Any organization needs unskilled workers and regularly recruits them. But the problem is that this is where the biggest turnover of staff is. They know that career growth is almost impossible, so they are ready to immediately change jobs if they promise higher wages or the same earnings, but with better working conditions.

Qualified employees are those who have a special education and a certain level of qualification. Among such professions:

• welder;
• hairdresser;
• builder;
• makeup artist;
• massage therapist;
• sales manager;
• driver etc.

These professions already require work experience and even skill: a welder who makes accurate seams and a massage therapist who relieves back pain in one session are highly valued and highly paid.

Highly qualified personnel are employees with higher education:

• doctors;
• lawyers;
• engineers;
• teachers;
• architects;
• economists.

Work experience, recommendations and professionalism are also important here. Career growth is already possible in this category: a teacher can develop into a head teacher, and then become a school principal. An economist in a large company can eventually become a department head and even a deputy general director, lead a business line. Due to this, the search and turnover of highly qualified line personnel is less, but still present. nine0005

Difficulties in hiring

Finding line staff is not as difficult as retaining it. Such employees have a low salary without bonuses, they often consider their work as temporary, so they move from one place to another in the hope of finding the perfect job, for them the search is a common thing. There are plenty of these candidates on the labor market, and the employer knows this, even uses it. Even teachers and doctors at the initial stage of their careers have low salaries, which is why many decide to change their type of activity. Line personnel, especially in the service sector, are less likely to receive bonuses and career advancement. nine0005

Another reason for employee turnover is monotonous work. As a rule, this applies to unqualified personnel. Few people will not get tired of solving crossword puzzles all day, sitting in the place of a security guard or washing the same floor day after day.

Thus, the personnel department of these organizations is always busy. They spin in a continuous wheel: one employee has left, a replacement must be found, another has come, it is necessary to bring him up to date, train him, etc. Questions and answers change cyclically. nine0005

According to Glassdoor for Employers, when selecting a job, line job seekers pay attention to the following aspects:

• salary and compensation;
• career opportunities;
• location;
• work-life balance;
• company culture and values.

Interesting fact! 10% of vacancies remain with little or no chance of being closed, 20% are posted on websites not to find employees, 40% of employers are looking for people other than those who are written about in vacancies, 70% of responses do not have time to be viewed by employers, but 90% of organizations complain that it is impossible to find employees, and their selection is a heavy burden.

A separate personnel officer was hired in the district hospital, who will deal with the hiring and firing of employees, because the turnover is very high. Cleaners and security guards change almost every month. Doctors and nurses leave less often, but there are still not enough line workers. As a result, the workload of the staff is growing, some can not stand it and quit.

HR specialist conducts interviews several times a month, selection of candidates is his main function. He has another difficult task ahead of him: among these applicants, you need to select those who are interested in the work and will treat it responsibly, and not wait until they offer a better place. That is, you need to find a middle ground between irresponsible applicants who agree to a low level of payment, and reliable candidates who are not satisfied with such an offer. nine0005

The hospital’s HR specialist was also tasked with finding a way to motivate and retain line staff and improve the quality of services provided.

Features of linear staff management

At the beginning of the article, we considered the issue of the linear structure of the organization. It can be seen from it that the line personnel are managed by the heads of departments. Employees obey and follow the instructions of their leader. And he, in turn, has his own boss, to whom he reports. nine0005

Department leaders have the difficult task of being responsible for the actions of others. Due to the high turnover and low motivation of line staff, this is not always easy to do.

The management of the PRMarket advertising agency understands that without stable and motivated employees, you won’t go far. Therefore, the company’s employees have developed a system of motivation: a full social package is issued for skilled workers, bonuses are awarded for the initiative, and salaries increase with each year worked. For all employees in the company, a free lunch and a relaxation room with easy chairs and video games are provided.