Learning and development process for Jig and Fixture Makers: a bench path for fitters and designers
Fitters learn fixture work by doing, with no structure, and designers learn from the last job. A simple path makes helpers useful sooner and keeps designers in a small shop.
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Share your requirementsWhy learning and development process matters in jig and fixture makers
A helper in a fixture shop is shown how to hold a plate, then how to scrape, then how to fit a locator, when time allows. There is no list, so progress depends on whoever is nearby and how busy the week is. Designers in small shops have no senior to learn from. They design in isolation, and the first time they see the fixture used is when the customer calls with a problem.
A short path helps both. For fitters, a list of tasks from clamping and marking out to fitting locators and proving a fixture on a test part, signed by a senior. For designers, regular visits to the bench to see a fixture built and, where possible, to the customer's line to see it used. A monthly hour where fitter and designer review one job that went wrong brings the two sides together.
How to set it up
1. List fitting tasks in order
Write the tasks from marking out and drilling to scraping, fitting locators and proving on a test part. Keep it to a page and show it to helpers.
2. Sign off task by task
A senior watches and signs. Do not move a person to the next task until the previous one is done to standard. Record dates with a learning and development plan.
3. Put designers on the bench
Each designer spends a set time each month at the bench for a fixture they designed, and in return a fitter sits with them on the next design review.
4. Review one job a month together
Pick a job that needed a change at proving. Fitter, designer and prover note what could have been seen earlier. Keep a one line lesson for each.
5. Visit the customer line where possible
Arrange a visit to see a fixture in use. The designer sees how the part is loaded and what the operator does, which is information no drawing carries.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- List helpers with the tasks each has signed and see who has been on the same task for long.
- Ask designers when they last saw one of their fixtures in use.
- Count reviews of a problem job held in the last quarter.
- Ask a helper what they will be doing next and who will teach it.
GullyHR can do this with you. Read how we approach learning and development process in general, or share your requirements and we will tell you where to start.
Questions owners ask
Use a task list, a named senior and sign-offs, with real jobs as the practice. Start with marking out and drilling and move up only when the quality is steady. Review monthly.
It already pays for it in rework and slow helpers. Use short sessions on live jobs and the quiet hour after a delivery, so training is part of the work and not a separate cost.
Pair them with the best fitter and prover, arrange visits to customers and hold regular reviews of problem jobs. An outside mentor from the trade, even once a quarter, can also help.
We set up the interview and hiring process for jig and fixture makers
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.