Madden Industrial Craftsmen Incorporated

With the economy sputtering and corporations looking to pare their workforces even more, it’s no surprise that job security is a real concern.  But how do you make yourself “layoff-proof?”  How, in short, do you make yourself indispensable?

While no one really is indispensable, there are a number of things you can do to enhance your job security.

First, you need to look at your department as a corporation and yourself as its CEO.  All of your activities should be carried out with the bottom line in view.  Will they be an asset or a liability?  You need to look at the big picture as well, how your activities and department fit in with the entire company.

You need to take responsibility for your career and moving up the ladder, taking a proactive stance and not just relying on a mentor to help out.

Make sure to keep a positive attitude.  Someone who is always worrying about what will go wrong, or who is overly concerned about failure rather than success, will not be seen as an asset to the company.

Learn how to work in a leaner environment.  Show your superiors you can run your department just as efficiently with fewer people.  Learn how to hire consultants and other temporary staffers to help out.

Find a job that you can do better than it’s being done now, or one that is being neglected, and then take on the challenge of doing it.  And make sure to add the additional duties to your job description.

Develop a plan to make others in the organization aware of who you are and what you do.  Some people believe that if they keep their head down they will be overlooked during a downsizing.  That’s not true.

Find out what in areas your boss is weak and become an expert in those areas.

Become a company spokesperson at community events and other gatherings.  By doing this, you become the face of the company to the community, and you develop more contacts.  Make sure you inform your superiors what you are doing.

And, finally, it’s good to remember the old axiom – be a team player.  You should be seen as someone who supports and promotes the department, someone who finds solutions to conflicts rather than causing them.

When you’re looking for the next position where you can showcase your skills and abilities, contact Madden Industrial Craftsmen Incorporate. We have many terrific positions for skilled craftsmen at great companies throughout the Pacific Northwest. Contact us today.

Ah, the performance review. Few like giving them; fewer enjoy receiving them. Still, objective performance criteria can go a long way toward achieving your company’s business goals.

Here are some tips to help you create performance objectives which will help make the performance review process go much more smoothly and happily for everyone.

Make sure your objectives are measurable. Just about every objective can be measured, either by quantity or quality. Decide how you will measure your objectives. For quantifiable (countable) objectives, what kind of “numbers” will you use? are the benchmarks you will use? For the more esoteric (quality) objectives, decide on the different types of benchmarks you’ll use to measure performance. You’ll need to decide what kind of data you will use to measure employee performance and you’ll want to be sure it will provide you and your employees ongoing feedback regarding their performance.

Be specific. What do you really want your employees to achieve? Look beyond actions and focus on results. Being specific makes your objectives clear to your workers and helps keep confusion and disputes to a minimum. If your objectives are complex, aim to break them down into specific sub-objectives. This helps employees focus their efforts on achieving the specific results you seek.

Who is accountable for your performance objectives? Some objectives may be the responsibility of managers, who then should set objectives for line workers. For example, if a foreman is responsible for making sure so many widgets are produced in three months, he’ll want to be sure he creates performance objectives for his team members that  include seeing that those widgets are produced.

Are your objectives realistic? Taking the example above, can your employees make X number of widgets in three months? Efficient businesses know that performance objectives link back to the company’s strategy and business plan. You should set objectives that make your employees stretch and keep them challenged, but your objectives should be attainable.

Speaking of strategy, be sure your performance objectives relate to your company’s business plan and overall goals. Good performance objectives start with the “end in mind.” That is, they create a link between what individual employees are expected to do with the ultimate goal of the company. All objectives should be alignment with at least one other.

Deadlines are gold. Set time frames in performance objectives; deadlines help employees focus.

Contact Madden Industrial Craftsmen Incorporated for top-notch employees eager to meet your objectives. Whether you need industrial workers on a temporary, temp-to-hire or direct-hire basis, we will meet or exceed your objectives every time.

As more and more businesses use more and more temporary employees for short- and long-term assignments — as well as in positions critical to a company’s success — managers and human resources departments in businesses throughout the country are learning the importance of motivating these new additions to their workforce.

Here are some tips to help motivate temporary workers.

First of all, treat them with respect. Nothing says “you’re nothing to this company but working fodder” than just throwing them into their new position without so much as a “Hello, I’m Bob, this is Janice who will show  you around. Good luck!”

Instead, aim to introduce the temporary employee around your company. Show him the breakroom, where the bathrooms are. Tell him a bit about your company and his roll within it.

As you introduce your temporary worker, don’t introduce him as “the temp.” A much more professional introduction — and one that will help the individual feel a part of your team — is to tell those to whom you introduce him his name and the position he’ll be filling at your organization.

Work hard to treat your temporary employees as much as possible just as you do your “regular” employees. Keep them apprised of your company’s goals, challenges and how their work fits your vision for the company. Invite your temporary employees to staff and department meetings and share your organization’s announcements and memos with them.

Talk to the temporary employee about his background. Sure, you hired him to work as a draftsman, but if you speak with him you may find that he recently was laid off from a position as an engineer — could you possibly use some of that expertise?! Ask his opinion when appropriate — he may have some terrific ideas and, at the least, you certainly could get a different perspective on how you do your drafting projects.

Basically, the best way to motivate temporary employees is to view them — and use them — as important and valuable assets to your business. Treat them as you treat your “regular” employees and watch the magic happen.

If you’re on the lookout for top-notch talent in carpentry, welding, machinery, production, HVAC/facilities maintenance and other skilled technical trades in the Pacific Northwest, contact Madden Industrial Craftsmen, Incorporated. We can fill your temporary, temp-to-hire and direct hire staffing needs with excellent workers who meet — and exceed — your expectations. We look forward to hearing from you.

If you hire people full time who were unemployed or working only part time and Uncle Sam will reward you with a terrific payroll tax incentive.

President Obama signed the Hiring Incentive to Restore Employment (HIRE) on March 18. If your company qualifies, under the HIRE Act you could receive payroll tax incentive and a general business tax credit.

Just about every business in the U.S. could qualify. All your company needs to be is a “non-governmental entity.” If you’re a U.S., Federal, state or local government organization, you’re out of luck, although even state colleges and universities qualify for the incentive/tax credit.

Hire someone who starts working for you after March 18 but before December 31, 2010 and you may be exempt form paying the 6.2 percent social security tax on wages to paid to qualified employees. Those qualified employees are those who

Payroll Tax Incentive
Under the Act, employers that hire new employees this year may be exempt from paying the 6.2 percent social security tax on wages paid to qualified employees through December 31, 2010. An employee is “qualified” if she: starts work after February 3 and before January 1, 2011; signs an affidavit that he wasn’t employed for more than 40 hours during the previous 60-day period (which ends the date she starts working for you) ; wasn’t hired to replace another employee (unless that other employee left of his own accord or was terminated for cause; and isn’t one of your family members.

You may claim your payroll tax exemption on your federal employment tax return.

As for the general business tax credit, the HIRE Act allows you to receive this tax credit if you retained the employee for at minimum of 52 consecutive weeks and her wages during the last half (26 weeks) of that 52-week period  were at least 80 percent of her wages of the first 26 weeks of the period.

If the employee stays with you for just 50 or even 51 weeks, you cannot claim the general business tax credit.

The credit is equal to the lesser of either $1,000 or 6.2 percent of the wages you paid to the retained worker during the 52 weeks mentioned above.

If you’re on the lookout for top-notch talent in carpentry, welding, machinery, production, HVAC/facilities maintenance and other skilled technical trades in the Pacific Northwest, contact Madden Industrial Craftsmen, Incorporated. We can fill your temporary, temp-to-hire and direct hire staffing needs with excellent workers who meet — and exceed — your expectations. We look forward to hearing from you.

Mike – Electrician – Commercial and Industrial – Mike is a strong industrial and commercial electrician.  He holds a Journey license for Oregon and Washington.  He has worked in paper mills, saw mills, and has experience with wind turbines.  He has done new construction jobs as well as tenant improvement.  He has run crews at many of his past jobs.  Mike can start to work for you immediately.

 Chris – Maintenance Supervisor – Chris has a strong background in creating and managing maintenance programs. Chris has managed up to thirty skilled trades’ personnel including mechanics, electricians, tool and die makers, and grinders. In addition he oversaw the maintenance for a 750,000 square foot state-of-the-art distribution center.  Chris has outstanding communication skills, longevity at past positions, and is looking for a challenging job. 

 Randy – Carpenter – Commercial – Journey level drywall hanger and concrete carpenter. He is strong at tilt ups and metals studs, and he has done siding, vinyl, and T-111. Randy has all of the needed tools and know-how to hit the ground running with any related job that you might have.  Give us a call to find out more about Randy.

 Bruce – Facilities Technician – Bruce has worked on boilers, air-handlers, chemical pumps, electrical, and other HVAC equipment.  He has also worked on air compressors, forklifts, log loaders, and production equipment.  He also has supervisory experience at a number of his past positions.  Bruce is looking for a long-term opportunity with a solid company. 

 Laborers – We have a number of hard-working, reliable laborers available to go out on short-term or long-term projects.  All of our laborers have related experience, reliable transportation, and are eager to work.  If you need some laborer help for a day or longer, please call us,

Madden Industrial Craftsmen, Inc. and KUIK Radio have teamed up to raise money for Operation Oregon Freedom. What is Operation Oregon Freedom you ask. Operation Oregon Freedom is a special project to raise money for the Oregon National Guard Emergency Family Relief Fund.  Benefiting the families from the Oregon’s 41^st Infantry Brigade and Oregon’s 142^nd Fighter Wing.

When a member of the National Guard goes from part time to active duty, they leave their full time jobs to fulfill their commitment and serve Oregon and The United States. Military pay is significantly smaller and often puts military families in financially challenging positions. The Oregon National Guard Emergency Family Relief Fund is a special program that provides emergency funding to Oregon National Guard families when they need it most. Between May and August 2009…Madden Industrial Craftsmen, Inc. and KUIK is teaming up with other area businesses to sell as many special silicon Oregon National Guard Support bracelets as possible.

We encourage you to help support the member’s of the National Guard and buy you bracelets today. For more information on Operation Oregon Freedom please check out KUIK Radios website here.

When the economy bounces back, many companies will bring on new, permanent staff. Unfortunately, hiring new staff can be scary because you’re basing a long-term working relationship on an impression made in a few moments time. By hiring through us, you have months to evaluate your new addition as opposed to minutes.  By hiring your long-term employees through us, you’ll enjoy a fantastic safety-net-an “Employee Warranty”.  Whether you let us do the footwork and provide you with the right employee or simply have us manage your own hand-picked employees, you’ll enjoy a priceless “New Employee Warranty” simply by running them through us!

If your workload is getting consistently heavier and you think it’s going to keep increasing, it might be time to permanently increase your staff. Permanently increasing your staff can make your business run more efficiently and can help prevent your current staff from burning out. It also means you only have to train them once, as opposed to retraining temporary employees that you bring on sporadically. Our talented recruiters locate the best trades-people your industry has to offer and hand-pick the best match for your company. Our company also provides you with an “employee warranty.” This warranty removes ALL liability from you for expensive unemployment claims if you complete an employee before hiring them direct, as well as from any potential workmen’s compensation claims that occur while they’re being run through us. When you run a new employee through us, we are liable for potential unemployment claims and workmen’s compensation claims-not you. Even better, you’re exempt from this liability until you transfer them to your payroll!

            In addition to protecting you financially, we also handle the extensive preliminary footwork of hiring a new employee such as advertising, recruiting, screening, interviewing, and setting up taxes and benefits. We can also help ensure your employees remain available during your slower times that you need to temporarily cut them lose. If your production suddenly takes a temporary drop off, we can often place your employee on short-term assignments that will allow them short-term work until you can bring them back full-time. Our employee warranty will protect your pocketbook from wrong hiring decisions, and in today’s litigious society, that piece of mind is priceless! Call us today to find out just how easy it is to experience our “Employee Warranty.”

After a decade and a half of solid success in the Northwest, it’s clear that our longevity is due in part to our ability to not just hear what our clients want, but to truly listen to them. Every client is seeking a superstar employee, whether for short, filler assignments, or as a permanent addition to their team. Yet an ideal employee is different for every company. Our recruiters think outside the box and excel in finding out just what type of employee it will take to help your company thrive. First we determine what type of employee you are looking for. Next, as our relationship with you deepens and we understand additional requirements, we then custom-design our employee search around what works best for you. Finally, we add the finishing touches of personalized operating procedures– designed solely for you and your company.

To find the ideal employee, we first have to understand just what constitutes your idea of a “superstar”. Think the perfect employee comes from a cookie-cutter mold? Think again. We understand that the “perfect employee” is unique to each company because everyone’s business is different. Do you need a short-term “fire-starter” that can hit the ground running and jumpstart your project? Does your business require a personality that has a great work ethic, but is content with little room for advancement, instead seeking a corporate “family” to join? Do you need someone that can function well under rotating shifts? Do you want someone who craves overtime, or someone who likes a 40-hour week? Perhaps your ideal employee is the solid, soft-spoken steady worker that never lets you down and follows directions beautifully, or is it the energetic maverick thinker that offers creative strategies? Our goal is not to just find the perfect employee, but to find the perfect fit for your company.  We appreciate that a good fit between employees and clients requires more than hard work;  it requires insight, along with shared work values and goals.

Once we understand what type of employee is required for your business to thrive, we then customize our search to best fit your individual needs. Some clients are pressed for time and prefer for us to do all the footwork and then deliver the perfect employee to their door-step. Others prefer to be in charge of the final decision by speaking with our hand-picked applicants through phone or live interviews. Whatever method you elect, our recruiters and sales staff will inquire to find out the method works best for you.

Furthermore, we can provide on-the-job safety training, forklift re-certification, welding certification through our fabrication shop, per diem management for out-of-town work, and many other areas. We also offer hand-delivered payroll to our employees at your request and we are always eager to have our recruiters tour your business so they can see first-hand what you do on a daily basis. Our top priority is your satisfaction-and by adapting our protocol to your needs while maintaining our high standards, we continually achieve this satisfaction. Call us today and let us help you find your own unique Superstar-you’ll be glad that you did!