[Rick Carver]

John
I also listen to all input from others in operation regarding if this newbie will work out and maybe he wont etc.
But,,, when our operation started growing, and we became very systemized and efficient, it was clear that some times newbies were not having the needed attention.
Things were being missed and took a little longer for the new guy to catch on, and when looked at closely, actually, took less time from the operation/crew he was on to have a go to person ready.

Really simple things like for example,,,
where to meet in the morning,
where are the bath rooms, how to fill out your time sheet and where to turn them into, how to fill out fuel logs, where are the fuel logs and time sheets located, how to use the fuel stations, where are the keys for the flleet and who has the lock box key for the fleet keys, what is our bonus system and how does it work, where are the supplied water containers and where are they filled, what tool lockers are assigned to who and who has those keys, where to store your lunch box, how to sign up for our uniform program, etc.etc.

Explaining company policy and signing the tax forms and policy books is completed with an admin person. However it always seem to be more effective if the go to guy spent a little one on one time going over the disciplinary policy and even going over the company culture and what the new guy can expect in more detail then some of the managers had time for.
Everyone is different in his or her own way, however I always tried to make sure that the company was straight up the same for everyone, no special treatment EVER except for bringing in new folks.
Starting a new job I feel is intimidating enough, so being put under the wings of a mentor/go to guy I feel just helps the process along of becomming a new full time employee.
With all the easy stuff I listed above to learn, and with the IN FIELD job, safety first issues, and just trying to fit in,,,,
well,,,,it just works for us,,,,,,
Thanks for your input John.