Onboarding and probation for Door and Window Manufacturers: a first month for each role
Fabricators learn at the bench and installers on sites. A first week and a probation review set to each role stop new hands learning on live customer jobs.
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Share your requirementsWhy onboarding and probation matters in door and window manufacturers
New hires in a door and window plant learn on real orders. A new fabricator cuts profile from a live cut list, a new measurer goes to a site alone and an installer helper carries glass up to the fifth floor in the first week. Errors in these tasks are costly because every piece is made to size. Hands who struggle are not told, and some leave without a word.
A good start separates practice from live work. Fabricators begin with cutting scrap profile and a first piece check before live orders. Measurers go on three or four visits with a senior and are checked on their first sole measurements. Installation helpers learn glass handling and kit before working at height. A probation review at the end of the first month decides to confirm, extend or move, with a written reason.
How to set it up
1. Prepare a start sheet by role
Fabricator, measurer, glazing crew and installation helper each get one page: pay day, hours, hazards, week one tasks.
2. Start with practice
Fabricators cut scrap and weld a practice frame. Measurers shadow a senior. Helpers practise glass carrying on level ground.
3. Assign a buddy
Pick a steady senior with low remake numbers. Give a small allowance for the first weeks.
4. Check the first live work
A senior checks the first piece a fabricator makes and the first measurements a measurer takes. Record what is right and what needs work.
5. Hold a month one review
Supervisor, buddy and new hand discuss tasks done alone, remakes and attendance. Write confirm, extend or move, with a date for the next review.
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.
- Ask a recent joiner what they did on their first day and who taught them.
- Count remakes made by hands in their first three months.
- Check how many new installers went above the ground floor in week one.
- List the probation reviews held in the last year and the result.
GullyHR can do this with you. Read how we approach onboarding and probation in general, or share your requirements and we will tell you where to start.
Questions owners ask
Set the length with your advisor and policy. Use checkpoints inside it, such as a first piece check in week one and a review at the end of the first month, so problems come up early.
Not at first. Send them with a senior for several visits, then check their first sole measurements against a repeat before the frame is built. A wrong measurement costs more than the time to check.
Glass handling, the kit and the rules for working at height, in that order, on safe ground. Move to upper floors only when a lead has watched and signed them off.
We set up the interview and hiring process for door and window manufacturers
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.