Our People

As team members, we are interdependent. Our hiring process ensures that new team members are ready, willing, and able to support existing team members.

Ultimately we hire for attitude and train for skill.

 Before being hired, all candidates go through ‘reliability processing’ and then ‘Asset onboarding’, which includes the following:

– First interview

– Criminal record check

– Drug and alcohol testing

– Second interview.

*Job offers extended to reliable candidates / Asset onboarding*

– Technical knowledge quiz

– Remedial technical knowledge training

– A intensive indoctrination on ‘How we do it here.’

– A intensive indoctrination on ‘How we lead team members here.’

Once someone has been selected and has joined the team, they are given a copy of the responsibilities associated with their role and an operations manual that clearly explains how they are to go about their new duties. New members are also formally paired up with a mentor who can provide advice and guidance on various topics.

Every 6-12 months, a leadership team member will conduct a performance review to ensure that all team members fulfill the well-defined responsibilities associated with their role.

If a team member is falling short in some way, then an action plan will be formulated with the team member and the leadership team members to get the member up to speed.

From the beginning, we conduct professional development meetings every 12 months with our team members. This is a time for the members to express their career goals to the leadership team; that way, we can all do our part to facilitate their career development.

Our Culture

– You are your BROTHERS KEEPER, do whatever is necessary to take care of each other.

– How we do anything is how we do everything; the DEVIL is in the DETAILS.

– If we don’t know, we ASK. If we do know, we TEACH.

– If we need help, we ASK. If a team member needs help, we GIVE.

– Work is a place for LEARNING and OVERCOMING obstacles TOGETHER.