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The Plater Training program is designed to prepare trainees for the position of Plater. The training period is twelve (12) months. Trainees will work under the guidance of a Team Leader or an experienced Plater, who are designated Trainers for this program.

Smith & Wesson will then select trained and certified Plater trainees from this program based on the needs of the business.

Prerequisites

• This training program is available to Smith & Wesson employees who have been employed at least ninety (90) days, who are considered to be in good standing, and who have no suspensions within the past twelve (12) months.

• The Plater is considered a safety sensitive position. Candidates for the Plater Trainee Program will be required to submit to a drug screen prior to transferring into the program and may be subject to periodic random drug screens as outlined in the Smith & Wesson Drug and Alcohol Management and Control Policy.

• Candidates must complete an application for the position in ADP and, if chosen for final interviews as part of this program, are required to obtain a positive reference from their supervisor on the Referral Form included as part of this training program document. The Referral Form is required in order to be considered a final candidate for the Plater Training Program.

• Candidates for this training program will interview with the appropriate member of Human Resources, and the hiring manager for the department. Selection of the successful candidate will be based on a number of factors:

u Prior skills/work experience

u Current job performance

u Current attendance record

u Recommendation from current supervisor

u Results of the interview

• Employees who are selected to participate in the training program must accept the offered position (with a few exceptions for personal or medical reasons), or will forfeit job opportunity privileges for a one (1) year period.

• Generally, the successful employee will be moved to his/her new position within thirty (30) days. The move may occur more quickly if both departments are in agreement.

• Once an employee completes the training program, he/she will be considered to occupy a "skilled" position. He/she must then wait two (2) years after completion of the training period to be eligible to move out of the department to another open position. The employee may apply to a position within the same department on a different shift after a period of one (1) year.

• An employee in the Plater Training Program who fails to demonstrate the necessary skills and abilities for this position, after an evaluation during the first 30 days of training, will be removed from the position. He/she will be placed in any available open position or, if none are available, will be separated from employment with Smith & Wesson (this alternative job placement may be in a position with a different pay grade and/or on a different shift).

• Employees who are selected to participate in the Plater Training Program, regardless of their current rate of pay, will be paid based on the pay schedule outlined below:

Pay Schedule Outline

Period

Measurement

Compensation

Start

Meets Pre-requisites

$21.67

4 months

See Evaluation Checklist

$22.61

6 months

See Evaluation Checklist

$23.93

12 months

See Evaluation Checklist

$27.38

Program Evaluations

• Program evaluations will be administered every three months, plus or minus one week of the projected test date.

• A successful evaluation, and movement to the next scheduled pay rate, allows for no more than two failed characteristics for the number of tasks evaluated, and is measured over the course of one regular workday. All evaluations are performed by the Mentor and/or Department Supervisor using the attached program evaluation checklist.

• Once a Plater Trainee has attained the next level of training, it must be consistently maintained before the next level evaluation can be administered.

• If a Plater Trainee fails a skills evaluation, the Department Supervisor will meet with the Trainee, determine the skills for which he/she needs additional attention, and conduct targeted training on those skills over a two (2) week period. The Trainee will then be re-evaluated on the skills for that training period. A second failure generally results in removal from the training program. The trainee will be placed in an open position, if one is available, in accordance with standard Human Resources training practices.

Revised 07/09/2021