Proper Training For Certification/ReCertification
According to NCCCO and Liberty CRC, Training Is The Key to Knowledge & Safety In Our Industry
How do we stand apart? We don’t. Look at any company anyone buys something from. Do you know the name of the company? They do but why? Do you like the product? They do, as they have used it or someone told them to use it. Was it a referral? That was and is our sales plan. Our company is only good because of the people in it. I started it with a passion for teaching. I love it when I see a guy or gal’s light come on indicating they got it. In the CCO article it talks about load charts. They are so sophisticated now with multiple 3 ring binders. They can be grossly overwhelming. So back to why Liberty? Well, I’m a crane operator, the operations manager is a crane operator, Bryan our instructor is a crane operator and all 4 of us have taken and passed NCCCO written and practical exams. We own cranes, 4 to be exact. We work in and around cranes every day. We are successful because of word of mouth advertising. We do what we say we’re going to do, when we say we’re going to do it. This year we conducted 28 NCCCO classes. Each class averages 6 students with one class having 28 in it. We think we have a decent pass rate but we never kept score as the CCO prohibits us from advertising it. So if we can’t brag about it, why bother tracking it.
I got my CCO card in 2000 and have maintained it since. I was a member of the Rigging Gear Certification Taskforce. I assisted a member of CDAC during the creation of Sub Part CC.
I do as much as I can so you and I are successful. If we teach you how to run a crane well, that just helps everyone. So, last time…Why us? Ask any one of our hundreds of customers.
Excerpt from The Original Article on NCCCO.org “Why Training Is Key“
Training is the Key to Unlocking the Certification Door
Ask a real estate agent for the three most important factors in making a sale, and the response you’re likely to hear is “location, location, location.” Ask an industry professional for the three most important factors predicting success on the CCO certification examinations, and the response you’re likely to hear is “training, training, training.”
While other factors, such as experience, clearly have their place in defining an operator’s proficiency, reports from employers, test site coordinators, and training professionals around the country indicate that the candidate who goes into the testing room with the benefit of structured, professional training has a much greater chance of success than his untrained counterpart.
But how, as an employer, do you obtain that training?
The National Commission for the Certification of Crane Operators (NCCCO) does not offer training so as not to compromise its objective measurement of a candidate’s knowledge and skills. Nor is NCCCO in a position to approve or endorse any particular training firms or programs. That would require a review procedure outside NCCCO’s mandate.
Nevertheless, NCCCO recognizes the critical role that training plays in certification’s role of elevating operator proficiency. Accordingly, NCCCO maintains a dialogue many firms, organizations, and individuals that have endorsed the CCO certification program and who are actively training operators in preparation for their CCO certification examinations.
Based on this experience, NCCCO has prepared some guidance on sourcing training.
Start with the Handbook
An excellent place to get started in the training process is the NCCCO Candidate Handbook for the certification being sought. Although NCCCO does not reveal actual test questions, for obvious reasons, no one need be in any doubt about the general content of the examinations. CCO Candidate Handbooks specify all of the “knowledge areas” identified by subject matter experts and validated through surveys as being critical to safe workplace conduct (i.e., the minimum a certificant needs to know, along with a list of reference materials. These publications, including the required reading of OSHA and ASME standards, are used to develop test questions, and together provide an excellent body of study material.
With a curriculum and reference sources in hand, how do you then go about identifying a source of training? Among the first questions you’ll want to ask is: Do I have the resources to develop and teach an in-house program, or would I be better off hiring a professional trainer? Apprenticeship programs, or training courses provided through labor unions’ locals, may also prove to be an excellent source of quality training.
The commitment necessary to develop an in-house training program can be formidable; it takes time, funding, and expertise. Once established, however, an in-house program allows scheduling of employees for training to be done entirely at your convenience. Using some of the industry-specific textbooks and audio-visual materials available can accelerate the process. Some training firms also offer “train-the-trainer” courses that include tutoring in teaching techniques, as well as materials that may be used as the basis of your in-house program.
Hiring a professional training firm may prove to be an easier solution, but scheduling can be more challenging. Also, bringing future new-hires up to speed will require you either send them to school or wait until it becomes cost-effective to bring a trainer back in. However, this approach does mean you will be able to conduct “refresher” training for other employees at the same time…