Seconday Five

Seconday Five written by Rodney J. Carrol is a memoir of Carroll's experience creating a new trainging program for UPS. Rodney wants to hire 40 or so new guys and not hire anymore for 6 more weeks. The catch is he also wants to hire men on welfare. Carrol himself was on welfare and worked his way up the coorporate ladder to the American Dream of success and he believes that these men are quite capeable to do it themselves.

Corrol believes that these men on welfare are better qualified for the job than someone with a college degree. He believes that welfare workers have more drive and ambition to excel in UPS and will have higher retention rates because of their current situations. He introduces a few people on welfare starting with a man named Billy. Rodney noticed Billy at an interview session and asked Billy if he was a good candidate for the job at UPS. Billy replied as "I have no idea why you would hire me. I'm not the smartest guy you will hire, but because I'm not as smart I'm going to work twice as hard."

Corrol found enough capeable wealfare workers and pitched the plan to other departments and asked who needed workers. None of the other departments would take any of the welfare hires because they were falling for stereo types. I think everyone has fallen for stereo types at some point in their live, it almost like it's a natural biological response. So Corrol decided to fix this with a trainging facility in Secondary Five.

In Secondary Five, workers were separated onto a blue blet and a red belt. They trained there for 6 weeks with the help of mentors. Occasionall other departments would come in and explain to them their benifits that they recieved at UPS like 401K and Health Insurence. They also had little insentives to make sure they showed up to work every day, like a hat or pizza.

While I was working at McDonalds, we had something similar to that. The managers would place stickers with points on items around the shop that needed to be cleaned. When someone cleaned them the stickers were taken off and placed by their name. At the end of the month whoever earned the most points won some sort of gift card. At kroger they have a similar kind of thing but with safety. If we reach so many days without someone getting hurt on the job then we get an ice cream party. Although the rewards at Kroger andMcDonalds aren't as great the concept still works.Overall Corrols system worked and many other companys have picked up on the Seconday Five training idea.