Manager Trainee - Leadership Program Expectations

One of the main goals of an MT is learn as much as possible about Amarr’s product lines, systems, processes, culture and customers.  While most learning takes place “on the job” there is also a large portion of classroom type of education.  Feedback regarding the learning process or anything else is encouraged during the training program and afterward.
 
Ethics

Embody the spirit of Amarr’s Ethics Policies and uphold all of The Company’s departmental procedures.  Foster a fair and trusting environment for our Team Members and customers.  Do what you say you will do when you say it will be done.

Metrics

MT’s are required to complete a minimum of 8 DAP’s (Developmental Assessment Program) during the 22-week Program for Management Development (PMD).  MT’s are also expected to possess and exhibit superior judgment, communication, organizational, information processing and technical skills. 

Commitment

Throughout the 22 week program, all MT’s are required to spend an average of 15 hours per week completing classroom-style assignments.  Classroom assignments include, but are not limited to completing training modules that pertain to the week’s lesson, participating in a minimum of 8 1-hour online training seminars, reading 3 books, participating with the installation of 3 overhead doors, and attending (2) 1-week sessions in Winston-Salem, NC in our Support Center.  After successfully completing the PMD, all MT’s will be expected to travel with a District Service Manager (DSM) for 3-5 days.

Due to the fast pace of our Door Centers (DC’s), it is not always possible to complete all of the required classroom material during normal business hours.  Accountability for material completion lies with the MT and the MT is accountable for reporting the completion of each training module at the end of the week.  Therefore, personal hours during the evenings and weekends may be required to complete the training material.

Reporting

All MT’s report directly to the General Manager (GM) of the local DC.  Because the DSM is also directly responsible for the MT’s success, there is a strong line of accountability between the MT and DSM.  Weekly assignments are submitted to the NTM and Director of Career Development (DCD).  The NTM and DCD conduct much of the training and assume a support role for the MT.