All 10 states and committees in the region were polled. The following responses were received. SLA's - Maine, Vermont, New Hampshire, Connecticut and New York. Committees - Vermont, New Hampshire, Connecticut, New York and New Jersey.
1. Does your state have a formalized training program?
- Maine SLA - The Maine BEP has a six week OJT for each new referral. Each training program focuses on the needs of the individual and is designed accordingly. Occasionally, additional training is needed for the individual to demonstrate the capability to become a BEP manager.
- Vermont SLA - Training programs are highly individualized. Once a candidate is identified, the candidate and I sit together and review their educational and business backgrounds, I create a program to ensure that they will be taught the skills necessary to run their facility.
- Vermont Committee - Not necessarily, but we do extensive work with proactive techniques instead of reactive techniques, We work with our counselors to find out if there are any visually impaired clients who may wish to enter the vending/food service industry.
- New Hampshire SLA - No
- New Hampshire Committee - No
- New York SLA - Yes!
- New York Committee - Yes
- New Jersey Committee - Yes
- Connecticut SLA - CT has a two week evaluation period. If that is successful it is followed by a 12 week training. Training is tailored to the needs of the individual. The is a training guideline to complement the OJT.
- Connecticut Committee - Agency staff is assigned to work with the referral. Facility managers may have a role in the on the job training process.
2. Please provide a listing of training topics covered.
- Maine SLA - We have a trainer's manual that is used as a guide. Each trainee brings a different mix of strengths and weaknesses, so training is set up to meet his/her needs and provide them with the appropriate training. I can send you a copy of this outline if you like. It covers all the basics of the facility, i.e. opening/closing, preparation procedures, equipment, customer relations, inventory, purchasing procedures, book work and taxes. The trainee is expected to be able to operate the facility by the end of training.
- Vermont SLA - I use the MSU's Training Guide as a basic outline of areas that must be included in the training of any new candidate. "The Model Curricula For Training Managers and Facility Operators in the Business Enterprise Program" MSU/ Jan. '93
- Vermont Committee - NRA sanitation course, promptness, Cleanliness, General Maintenance, State and Federal Laws, Customer Service, General knowledge and the hierarchies format of our state program.
- New York SLA - BEP Legislation, Customer Service, Sanitation, Safety, Purchasing/Receiving, Storage, Inventory, Merchandising, Labor Relations, Retail Tobacco Sales, Management, Manager Selection.
- New York Committee - Customer Service, Purchasing, Storage, ServSafe, Inventory, Hiring Practices, Sanitation, Safety, Employee Relations, Merchandising, Vending Machines, Paperwork i.e., daily reports, monthly reports, inventory, banking. The Manual is supplemented by the following courses: ServSafe-NRA (Licensing Requirement), Safety in the Workplace-NRA, HR Issues, Customer Focus, Interviewing Skills, Effective Management Skills, Sexual Harassment in the Workplace, Budgeting, Food Cost Analysis (Food Service Candidates), Computers (Daily Reports, Monthly Reports, Inventory, Internet)
- New Jersey Committee - ServSafe Sanitation, Management and Supervision, Marketing and Merchandising, Cost Analysis, Cost Control, Upward Mobility, Purchasing and Procurement, Vending Machine Services, On The Job training, General Accounting, Chapter 97.
- Connecticut SLA - ServSafe, Business Reports, Taxes, Inventory Control, Merchandising, Customer Service, Menu Preparation, Retail Pricing.
3. What is the standard number of weeks for initial training?
- Maine SLA - See answer to question 1.
- Vermont SLA - 8-12 weeks
- Vermont Committee - Minimum 4-6 weeks, maximum 3-5 months. Each facility has an individualized training program based on the person and the type of facility.
- New Hampshire SLA - 16 weeks OJT
- New Hampshire Committee - Depends on how soon SBVI needs to fill an open location.
- New York SLA - Retail: approximately 3 months academics; 2 to 3 on-site. Food Service two months academic; six on site.
- New York Committee - Retail 3-5 months. Food Service an additional 5-7 months.
- New Jersey Committee - 18 weeks
- Connecticut SLA - The standard is 12 weeks but it is tailored to the individual.
- Connecticut Committee - 12 weeks but modified as needed
4. Who teaches the training course?
- Maine SLA - Mostly the training is performed by licensed managers with experience in the BEP. Recently, the BEP staff has done some training pertaining to book work. The managers have found that after a long day in the facility, neither the trainer nor the trainee have time or energy to absorb the book work We have been experimenting with it by using a mock set of invoices and cash out sheets for the trainee to fabricate the weekly report sheet required by the BEP. So far, we have found the training very useful. Trainees come to our office and we find a quiet space for them to be able to focus on the required task.
- Vermont SLA - Learning is derived from various sources; OJT with various licensed operators, self study coursework with NRA and Hadley, one-on-one with local vending technicians, one-on-one with me.
- Vermont Committee - The program coordinator oversees the overall and some hands on training, but the majority is self study, OJT and or OJT with the vending company they are working with.
- New Hampshire SLA - Coordinator and Asst. Coordinator
- New Hampshire Committee - SBVI Staff and on site training with existing operators,
- New York SLA - Whitson Food Service, Huntington Station, New York.
- New York Committee - Whitson Food Service
- New Jersey Committee - Richard Posner
- Connecticut SLA - BEP Staff, sometimes with the assistance of a BEP Manager doing some OJT.
- Connecticut Committee - State Staff and licensed operators.
5. How often do you offer the training program?
- Maine SLA - The program is offered when there is a need and we can coordinate with the trainer's schedule. Usually we can set up training quickly when we have a trainee expressing interest in the program.
- Vermont SLA - Currently we recruit candidates when we have an opening. However, all the people who are involved in Vermont's Vending Facility Program have been meeting as a group to brainstorm about how to increase our outreach efforts.
- Vermont Committee - We in Vermont offer in our budget a line item that is for training so that an operator may take advantage of it when they choose. Whether it be for a conference, seminar, or to take advantage of an educational opportunity.
- New Hampshire SLA - As Needed
- New Hampshire Committee - Only when a perspective vendor is interested.
- New York SLA - On average 3 times a year
- New York Committee - About 3 times a year
- New Jersey Committee - Continuously
- Connecticut SLA - The is no set class as such. Training is provided as a referral is available. This can be prior to a vacancy.
- Connecticut Committee - on an as needed basis.
6. How many trainees do you instruct per year?
- Maine SLA - The average is about 2-3.
- Vermont SLA - We have never instructed more than one candidate at a time.
- Vermont Committee - Depends on how many new facilities open up and if there are any successful qualified applicants that apply.
- New Hampshire SLA - 1 to 2
- New Hampshire Committee - On average about 1
- New York SLA - Optimally 18 Retail; 10 Food Service
- New Jersey Committee - Approximately 12
- Connecticut SLA - The number fluctuates but is about 6.
- Connecticut Committee - 5 to 6
7. What follow up is provided during the first year of operation?
- Maine SLA - The BEP staff generally go weekly site visits for the first three months and then bi-weekly for the next three months. We can recommend specialized training if we see the need. This training would most likely be provided by someone outside the BEP. For example, a consulting firm or organization that possesses the desired specialty.
- Vermont SLA - I am in very close contact with new candidates - daily then weekly for about 4 months. I try to do an official 6-month performance and facility review. Monthly site visits occur until the 12 month manager's performance evaluation; routine site visits level off to every 4-5 weeks. (naturally, more frequent visits occur whenever either the new operator or I think they are needed, It's a team effort).
- Vermont Committee - Transition to full time work is handled by the program coordinator, through daily and or weekly visits to ensure that the training received in the transitional period was adequate, along with any on-going OJT.
- New Hampshire SLA - Periodic visits to location, inspections, review of financial statements.
- New York SLA - After one month the training staff meets with the local BEP Supervisor and the Facility Specialist to review the initial placement. Intervention can and will continue on an as needed basis.
- New York Committee - Facility Specialist helps with the initial set up of business and follows up according to manager's needs.
- New Jersey Committee - 90 day evaluation period. Frequent supervision by the Field Rep.
- Connecticut SLA - New managers are followed very closely by the Field Rep. The manager must show proof of tax and other business payments. The facility reports are reviewed with the supervisor. There are frequent visits. We assist with initial menu planning. We encourage the use of a payroll service, where applicable.
- Connecticut Committee - Agency staff provides frequent inspections. Committee members may also visit the location to offer assistance.
8. Is there a trial working test period? If so, how long?
- Maine SLA - Maine has a six month probationary period. At that point, we determine whether or not the individual should continue in the BEP. If we feel there have been performance issues during that period but we see potential in the individual, we can extend the probationary period.
- Vermont SLA - We have not done this in Vermont. One "License to Operate a Vending Facility" is issued.
- Vermont Committee - No, Vermont does not offer a probationary license.
- New Hampshire SLA - Usually a 1-2 week assessment of skills.
- New York SLA - Newly placed managers are on a six-month probation.
- New York Committee - Yes, 6 months minimum.
- New Jersey Committee - Yes, 90 days.
- Connecticut SLA - We have a 6-month working test period. This period could be extended to a maximum of 12 months. Conversely, it does not have to last the full 6 months if the operation is below standards.
- Connecticut Committee - Yes, 8 months
9. Is upward mobility training offered? If so, what topics are covered?
- Maine SLA - We try to provide training once a year at one of our statewide manager's meetings so everyone has an opportunity to attend. The training topic is determined by requests received from managers. Some of the recent training has been on health inspections, issues a blind manager may encounter in the workplace, communication, organizational skills for blind people and blindness sensitivity training for sighted individuals.
- Vermont SLA - At the time, the Division for the Blind pays for the course, the transportation, the books, the technology, ect. We (DBVI) encourage training. I pass along all the training, marketing, ect. Brochures that I receive - to all licensed operators.
- Vermont Committee - The benefit to the operator and to the vending program. Also see question #5 for continual training program.
- New Hampshire SLA - Regional Training offered by Region I and/or II.
- New Hampshire Committee - If requested by a vendor. I went to Crane-National for machine repair training at my request. I am not aware of any other.
- New York SLA - Yes. There is a manager development program. The courses offered at present are: ServSafe Re-certification, Safety in the Workplace, Interviewing Skills, Sexual Harassment in the Workplace, Effective Management Skills, HR Issues, Customer Focus.
- New York Committee - Yes. Sexual Harassment, Customer Focus, Safety, Interviewing, Effective Management, Human Resources, ServSafe.
- New Jersey Committee - Yes. The CBEO has implemented NRA Pro-Management Certification Course, ServSafe, Supervision, Marketing, and Cost Control.
- Connecticut SLA - Some training is provided at the managers' meetings. Instead of the manager going to a class, if it is a direct need of the operation, staff will provide the training on site. We do provide computer training as requested.
- Connecticut Committee - The state pays for managers to attend conferences and seminars related to the program.
10. How many managers request upward mobility training?
- Maine SLA - This varies but we generally get two or three requests for different trainings to be provided at the managers' meeting. However, as I stated before, each manager that attends the meeting receives training. The training is taken into consideration when managers are competing for a facility.
- Vermont SLA - Licensed Operators and I discuss this each year when we meet together to do a performance evaluation. We discuss goals; both personal and job related. If there's a course out there that he/she is interested in and can increase their skills, build their self confidence, we want to do this.
- Vermont Committee - None
- New Hampshire SLA - 1 in 10 Years
- New Hampshire Committee - I don't know of any.
- New York SLA - 20 on the average
- New York Committee - 15 to 20
- New Jersey Committee - 30 percent
- Connecticut SLA - If defined as those who want training to take over a different type of facility, then the answer is none. Additional training to cover current topics is given at the meetings.
11. Please share your thoughts on how training might be improved.
- Vermont SLA - Having training standards set nationally; having a national training school that I can send perspective candidates. Our world is changing very rapidly and it is difficult to keep on top of every new technique, etc.
- Vermont Committee - It is Vermont's philosophy that not only each region but all fifty states have the same basic requirements to allow visually impaired persons to become licensed. That should be for each state and then if each region wanted to set up a training center facility for the regional topics and discussions. This would be more productive as a whole across the country. We should start making lists of each state, how many "vendors" they have, they type of building/plant/factory they are in and how many people work there. This is just so that we as vendors can get an idea of what other states offer as far as size and maybe even complexity of their program in case there was an operator relocating to there state where there may be an opening. To take this a step further we could have a Randolph-Sheppard bulletin board or web site, which has all the open locations across the country.
- New Hampshire SLA - Availability of certified food service instructor(s), a dedicated training facility with quality equipment, an up-to-date flexible curriculum.
- New York Committee - More manager participation in upward mobility training.
- Connecticut SLA - Improvement starts with the basics. We need to have a solid training program coupled with initial oversight of new managers. We need to set standards for the operation of each facility in our programs. This is only part of the solution. There need to be a recruitment of managers to fill potential openings. We need to be able to have the full training period before being put on-line. I believe that for the present time, the training need to remain localized, hands on and to the point.
Search Our Site
This is a very thorough search and may take a while.
Please press "Search" only once. |
and 
