In 2011, BNSF rolled out a plan to hire more than 4,000 new employees-one of the most ambitious hiring plans ever for the company. Of the new hires, the majority of them (about 2,400) were being hired into the company's Transportation group as conductors. The hiring was essential to fill vacancies due to retirements and to respond to the increasing business volumes BNSF is shipping. While these new people helped BNSF continue providing the level of service that meets customer expectations, they were also equipped with the knowledge, tools, focus, and skills to work safely. According to a Training Services department spokesperson, "Safety permeates all of our training programs, and with an influx of new employees, we want to be sure the concepts are clear and effective."
As new hires come on board, BNSF provides training through multiple methods, including on-the-job training in the field with input from experienced employee mentors and safety assistants or safety coordinators.
Formal training is provided for many positions at the company's Technical Training Center
(TTC) in Overland Park, Kansas, as well as in the field. New hires at BNSF had an interim period before they officially become conductors. During this period, candidates needed to successfully respond to an interview panel, pass safety and rules exams, and complete either a 13- or 15-week intensive training program (depending on the location) that included classroom and on-the-job training. The program culminated in a final exam which, when passed, qualified students as conductors.
United Transportation Union (UTU) training coordinators helped with the first week of training and paired students with experienced conductors who mentor students during the on-the-job training segment. One of UTU's training coordinators explained that he set the tone on his territory by focusing most of his instruction on safe work practices: "I particularly focused on the Deadly Decisions- and consequences of at-risk behaviors."
Once the new hires were paired, the experienced conductors played a significant role in conductor training, teaching 9 to 10 weeks of the 13- to 15-week program.
Because so many new employees joined BNSF as conductors, 42 Transportation trainers delivered training at 71 locations across BNSF's system. To meet the increased volume of training needed for Transportation, BNSF implemented cross-training for all Transportation trainers. The trainers became qualified to train locomotive engineers and conductors, as well as to provide training on simulators and rules and remote train-control operations. In other words, the Transportation trainers were cross-functional, which effectively increased training capacity while also expanding individual trainers' areas of specialty. The cross-functional approach allowed BNSF to efficiently meet the needs of the company, while still maintaining the integrity of the core program with safety at the center.
1. What methods does BNSF use as part of its comprehensive training system for new hires?
2. Explain the company's team approach to training.
How does cross-training the company's trainers benefit BNSF?
3. What is the purpose of explaining during interviews BNSF's safety practices and on -the-job working challenges?