A major utility company operates across three business units: Distribution, Transmission, and Major Underground. Each unit employs Helpers to support apprentices and journeymen/linemen with ground assistance. Historically, Helpers underwent five weeks of onboarding before joining a crew—a significant investment for a role lasting only six to twelve months.
The legacy training program was designed primarily for the Distribution unit, which had a dedicated facility for teaching climbing and other Distribution-specific skills. However, the program did not address differences in tools, equipment, or procedures across the other business units. Consequently, Helpers assigned to Transmission or Cable Splicing crews relied on inconsistent, unstructured on-the-job training. This lack of standardization diminished the perceived value of the Helper role in those units, as Helpers were less prepared to perform expected tasks.
The utility partnered with Mosaic to redesign the Helper Training Program, aiming to create a structured and standardized onboarding experience across all business units. Mosaic began by identifying the essential knowledge a Helper should have on day one. By removing non-critical topics, the company reduced classroom training from 25 days to 18. The new program includes two weeks of general new hire training applicable to all units, covering Safety, HR, Local Union Membership, and Safe Driving. Afterward, Helpers join unit-specific groups—Distribution, Transmission, or Cable Splicing—where they receive targeted instruction on relevant tasks, tools, and equipment through a mix of classroom and field-based training.
Once the 18-day training concludes, Helpers are assigned to work crews with project checklists divided into three milestones over six months. Crew leaders evaluate Helper performance at each phase using structured observation checklists. This documentation allows the company to identify issues early and offer additional training or make informed decisions about continued investment in the employee’s development.
In 2018, the utility completed its first pilot of the revamped Helper Training Program. Feedback from executive leadership and crew leaders was positive. Key outcomes included: