Production Trainer

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The job of the trainee whose main responsibility is the clean side production floor will consist of the following: monitoring and reporting attendance, monitoring efficiency, monitoring breaks and lunches, monitoring policies related to personal drinks, food and linen on the floor, etc., perform quality audits. Any and all other job responsibilities delegated by any member of management must be followed through immediately.

Principal Responsibilities

Guide New Hires to achieve and maintain successful performance for their positions.

Mentor New Hires regarding plant operations and Crown policies.

Instruct New Hires to work and act in a safe manner.

Principal Tasks*

Training

After New Hire has received initial training from his/her supervisor, review the training with the New Hire to ensure proper understanding.

Development

For the first day of the New Hire/s, meet with the New Hire once an hour to discuss performance, technique, and work life at Crown.

1. Evaluate the performance of New Hire in terms of production standards, downtime standards, and rhythm and pacing of the department. For positions without firm production standards, evaluate the performance of the New Hire in terms of job understanding, and rhythm and pacing of the department.

Evaluate the technique of the New Hire in terms of inefficiencies, incompletion, quality control, and safety.

Address work life with the New Hire, including such concerns as plant operations, company policies, and interactions with co-workers, managers, and other Crown personnel.

1v. While observing a New Hire at work, notify management if the New Hire's machine is not working properly.

For the remainder of a New Hire's initial employment period, meet with the New Hire at least once a day to discuss performance, technique, and work life at Crown.

Provide corrective training to the New Hire as needed.

Welcome the New Hire into the company by spending break time and lunch time with the New Hire for the first couple of days. Be sure to introduce the New Hire to some co workers so that New Hire has the opportunity to meet others in the company.

Assessment

Regularly inform the supervisor of the New Hire' s progress and the actions that you have taken to develop the New Hire.

Whether or not the EE is insufficient, sufficient, or exceptional.

Does he/she show interest and initiative in their efforts on the job?

Can they follow the rules and processes on the floor?

Are they able to reach the production standards?

Notify management if you have concerns regarding the New Hire.

Present your final evaluation of the New Hire to the supervisor in order to facilitate the final decision regarding the New Hire's employment.

List of secondary responsibilities:

Help the supervisor or manager on duty in complete attendance recording.

Help the supervisor or manager to monitor EE's:

For example, but not limited to - Chains, loop earrings, work appropriate clothing presentation, closed-toed shoes, hair tied up/back, no acrylic nails, etc.

Wear the appropriate PPE if needed.

Monitor for any personal items on the floor.

No food on the floor for any reason

Drinks are only allowed if it has a tight closed lid like water bottles.

No use of cell phone and/or chargers (even for the checking of time) on the floor.

Help the supervisor or manager on duty in monitoring employees to follow policies and best practices on the floor daily which include but are not limited to:

Clean bins for linen production

Audits of paperwork done by each trainer throughout the day which include:

Rewash, Stain and ragout audits.

Production numbers for all departments

Check off sheets for each trainer.

Linen brought to the build area by the trainer.

Assist in monitoring all employees' break and lunch times.

Help the supervisor or manager on duty to monitor housekeeping in every department.

Help the supervisor or manager on duty to make sure that scheduled dock times are met within a half hour.

Make sure the Salesforce items that will be checked by the supervisor are completed by the end of the shift.

Achieve responsibilities and perform all tasks in a respectful and professional manner. Do not speak negatively about the company or to an employee or member of management.

Congratulations on becoming a trainer for Crown! You will receive the following:

Your rate is and benefits will change effective date of change.

Crown polo shirt, be proud of what you have become and represent Crown well.

If at any point the company or you decide that you will no longer be a trainer, your rate will be reduced to the department you will be working in, as well as not be able to wear the company polo shirts.

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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