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0. Properties - Meeting Date: Unknown - Meeting Type: Other - Note Type: Summary - Attendees: Scott Warner, Steve Wade, Nathan Harpel 1. Meeting Summary We reviewed warehouse labor performance, attendance, and near-term staffing coverage, with a focus on UPS and LTL picking/packing capacity as containers and backorders ramp. Key discussion centered on balancing productivity with role flexibility and compliance. Augustine is productive and has good attendance, but she remains functionally limited: cannot log into systems independently, very limited English, and likely capped at UPS picking/packing. That creates risk in a variable workload where we need cross-functional coverage. Before making a final decision, we will pull her last two weeks of packing-only metrics and require she learns to log in herself. If she cannot meet basic system use without hand-holding, we should replace her with a more flexible candidate and accelerate development of Karin to backfill coverage. We will fast-track Karin on packing and keep evaluating end-of-line coverage. Conley is filling a current need scanning at end-of-line; we need a 90-day evaluation to determine if he can do more than scanning. We also need a clean, current read on headcount and budgeted openings as we juggle temps and full-time conversions. I will get the official number. Attendance and quality remain mixed across the floor. We need immediate coaching with Yumika on punctuality and with Diana on attendance. Christian Ayers and Sandy both have elevated error activity; Sandy also shows potential cognitive/attention issues that are impacting speed and accuracy. We will engage HR (Lisa) for a note to file and explore a fit-for-duty assessment with proper documentation and HIPAA safeguards. Operationally, we anticipate cutting back two temps once we clear the current wave, but container arrivals trigger large next-day order spikes, so we must preserve flexibility. That makes cross-training and English instruction sufficiency important criteria in recruiting, and it underscores the risk of adding additional single-function constraints. We also flagged an IT/compliance gap: temps and limited-English workers without individual system access are using shared or proxy logins. That must stop. We will provision proper credentials and enforce the no-shared-login policy. 2. Attendee List - Scott Warner - Steve Wade - Nathan Harpel 3. Action Items - Pull last two weeks of Augustine's packing-only metrics and assess performance without picking mixed in. (Owner: Nathan Harpel) - Require Augustine to learn and use her own Windows/SAP login; have Nora teach the login workflow this week. (Owner: Nathan Harpel; Support: Nora) - Decide keep/replace plan for Augustine after reviewing her packing-only metrics and confirming login capability. (Owners: Steve Wade, Nathan Harpel) - Fast-track Karin on packing for coverage; schedule training and certify readiness. (Owner: Nathan Harpel) - Maintain end-of-line coverage and schedule a 90-day evaluation of Conley to determine capability beyond scanning. (Owner: Nathan Harpel) - Confirm current warehouse headcount and budgeted openings, including temp lines; share official numbers from the staffing spreadsheet. (Owner: Scott Warner) - Coach Yumika on attendance, punctuality, and expected productivity. (Owner: Nathan Harpel) - Address Diana's attendance issues in a documented discussion. (Owner: Nathan Harpel) - Continue coaching Taylor on error reduction; track progress. (Owner: Grace) - Prepare and submit a note to file for Sandy's performance concerns; engage HR for guidance on a fit-for-duty assessment with appropriate documentation. (Owner: Steve Wade; HR Partner: Lisa) - Reinforce policy that all workers must use individual system credentials; no shared or proxy logins. Coordinate with IT to provision any missing accounts for temps and new hires. (Owner: Scott Warner; Support: IT Helpdesk) - Plan staffing around container-driven backorder spikes; tentatively reduce two temps once caught up, with a readiness plan to flex back up. (Owner: Steve Wade) - Monitor Gloria's area and plan cross-training to mitigate productivity risk if/when we lose her. (Owner: Steve Wade) 4. Relevant Timelines - By Friday the 13th: - Finalize the decision on Augustine after reviewing two weeks of packing-only performance and confirming independent login capability. (Linked to actions: Augustine evaluation, Karin fast-track) - Ensure Karin is far enough along on packing to cover if Augustine is released. (Linked to action: Fast-track Karin) - Within this week: - Nora to teach Augustine system login; Nathan to verify success. (Linked to action: Login training) - Coaching discussions with Yumika and Diana on attendance/punctuality. (Linked to actions: Yumika and Diana) - Submit note to file for Sandy and engage HR on fit-for-duty process. (Linked to action: HR escalation for Sandy) - 90-day mark (date TBD): - Evaluate Conley for broader responsibilities beyond end-of-line scanning. (Linked to action: Conley evaluation) - Ongoing/rolling: - Headcount confirmation and alignment with budget. (Linked to action: Headcount) - Staffing flex plan around container arrivals and backorder surges. (Linked to action: Staffing plan) - IT account provisioning and enforcement of credential policy. (Linked to action: IT/Compliance) 5. Additional Notes - Productivity snapshot: - Augustine is near the top on picking; packing numbers need isolation for a clean read. - Overall picker error rate at 0.39 was one of our best months, but UPS packer error feedback can lag by 2+ weeks; avoid premature conclusions on new packers. - Emily showed improvement, partially influenced by end-of-line 'scan load' time that carries no productivity metric. - Recruiting and role flexibility: - We have too many single-function constraints; recruit for cross-functional capability and require ability to receive instruction in English. - HR/Compliance: - For Sandy, ensure robust documentation and HIPAA-sensitive handling if we proceed with a fit-for-duty assessment. - Eliminate any shared or proxy system access. Provision logins for all; this is both an IT security and governance requirement. - Medical restrictions: - Dave's restrictions are reportedly lifted; ensure documentation is current and place him where needed, including packing if able. - Risk planning: - Prepare for the productivity gap if Gloria exits; invest in cross-training and throughput resilience now.
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