Personnel Team Management

For more minor offenses, managers should use Store Ops > Incident Reports to keep track of tech-related issues. This includes but is not limited to: tardiness, not following repair procedure, poor customer interactions, ect. Action does not need to be taken every single time, but this allows management to objectively track the frequency of occurrences.

When necessary, managers should take immediate corrective action using the form linked below. Managers should feel free to discuss the issue, and suitable action, with JB3.

JB3 will pre-screen applicants, and set up interview times that best coincide with the existing store schedule. It is highly encouraged that both the Store Manager and Assistant Manager be present for these interviews. If neither is confident in performing an interview, please contact JB3 to perform the first couple, with Store Manager and Assistant Manager present.

Properly training new hires is essential to the stability of the store. One of the most significant impacts you can have as a manager is properly training new hires, so they develop good habits and get up to speed quickly. All the pertinent new hire information is included in the packet below. New hire paperwork must be sent to JB3 ASAP.

Performance reviews let technicians know how well they are performing. It is a great opportunity to pat them on the back, as well as give areas that may need improvement. Bi-yearly performance reviews for non-probationary techs are highly encouraged. New hires should receive a performance review around the 90-day mark, or whenever it is felt they are "self-sufficient". Best practice for new hires is to set a Google Calendar, or some other reminder, 75 days from their first day in-store. This gives you roughly 2-weeks from the reminder date to complete their performance review.