Managers Resource Guide
Series 100 Certification
Region (In-Person) New Hire Application Training
Series 200 Certification
Guidebook
Additional Resources
Notes
DEVELOP – Stores DEVELOP Program
The Structure of Our Career Training and Development Program
At Dunn-Edwards, we believe that growth is a journey, and the DEVELOP Program is here to support every step of it. Grounded in the Learn, Unlearn, and Relearn framework, this program helps our team stay curious, adaptable, and ready for what’s next.
As leaders in the paint and coatings industry, we recognize that our success begins with our people.
That’s why we invest in your development from your first day on the job to your biggest career milestones. Whether you’re starting in sales, working at the corporate level, or leading teams across the company, we’re committed to helping you grow, evolve, and thrive.
The Learn, Unlearn, and Relearn framework is embedded into the onboarding experience of all new hires and is designed to:
• Support new hires with a structured onboarding process that includes comprehensive training sessions and resource accessibility to maximize their early success and integration into the company culture.
• Develop employees at every stage of their careers with tailored training programs, workshops, and ongoing learning opportunities that cater to their unique career paths and aspirations.
• Prepare managers and future leaders for growth opportunities by providing them with leadership development programs and coaching sessions to enhance their strategic thinking and decisionmaking capabilities.
• Foster adaptability in an evolving industry by encouraging a culture that embraces change, promotes innovative thinking, and provides employees with tools to navigate the complexities of market dynamics.
• The DEVELOP program will ensure that Dunn-Edwards employees remain skilled, engaged, and continuously ready to contribute meaningfully to the company’s long-term success and competitive position in the industry.
The Dunn-Edwards Learning Evolution: Learn, Unlearn, and Relearn
Learn: Equipping Employees with Essential Knowledge and Skills.
The first phase of the training program focuses on acquiring new knowledge and skills to prepare employees for success in their roles.
Key Components of Learning:
• Extensive Onboarding Program: New hires participate in a comprehensive onboarding experience that encompasses company culture, policies, customer service expectations, and role-specific training.
• Role-Specific Training: Whether in retail stores, distribution centers, or corporate offices, employees receive hands-on training tailored to their responsibilities.
• Professional Development: Employees can access ongoing training opportunities, including elearning courses, in-person workshops, and mentorship programs.
Unlearn: Challenging Outdated Practices and Mindsets.
For Dunn-Edwards employees to advance, it's time to embrace new possibilities by releasing old habits, ineffective processes, and limiting beliefs that don't support their growth or the company's success goals.
Key Components of Unlearning:
• Embracing Change & Innovation: Employees learn to adapt to new technologies, workplace processes, and customer expectations.
• Shifting from Task-Based to Growth-Oriented Thinking: Employees unlearn rigid, outdated working methods and embrace continuous improvement and problem-solving.
• Developing Leadership Mindsets: Employees moving into management roles must unlearn individual contributor habits and adopt team leadership and strategic thinking skills.
Relearn: Ensuring Employees Stay Competitive and Adaptable.
Relearning focuses on continuous growth, leadership development, and career progression to ensure employees remain valuable contributors throughout their tenure at Dunn-Edwards.
Key Components of Relearning:
• Upskilling and Reskilling Opportunities: To remain competitive, employees engage in advanced training programs, certifications, and industry workshops.
• Leadership and Management Development: Future leaders participate in supervisory, management, and other training programs and classes to equip themselves for leadership roles.
• Customer-Centric Training: Employees enhance their customer service and relationshipbuilding skills to address evolving consumer needs.
DEVELOP – Stores: Program Overview
The DEVELOP Training Program – Stores equips both new and existing store employees with essential knowledge, skills, and competencies for success in their roles It offers training and career development opportunities throughout the company. This guide outlines the program’s goals, training for new hires, management roles, and support
DEVELOP includes on-the-job training, real-world work experience, self-directed modules, flexible resources, internal and external activities, and interactive workshops that encourage active participation. The program will be divided into several certification training series, with each series building upon the previous one
They include:
• Instructor-led workshops – Structured guidance from experienced trainers
• Retention quizzes (via LMS) – Knowledge checks to reinforce learning
• Interactive guidebooks and assignments – Practical exercises for skill application. To be utilized in conjunction with the module training.
Program Objectives
• Present a comprehensive paint industry training in sales and operational skills that fosters innovative thinking.
• Facilitate the introduction and enhancement of product and industry knowledge to enable new hires to assist customers with confidence.
• Create an interactive training environment that enhances motivation and engagement while promoting career advancement across the company.
• Strengthen Dunn-Edwards' talent pipeline by developing qualified candidates for future promotions.
• Ensure all employees understand job expectations and skills before pursuing promotions.
• Preparing employees for leadership roles.
DEVELOP – Stores: Program Overview
• Implement a clear development framework that defines expectations and enforces accountability in training and mentorship.
Store Management Responsibilities for Training New Hires
As a Store Manager, you play a critical role in ensuring new hires have a successful start and stay on track throughout their onboarding and new hire training journey. Your involvement directly impacts the effectiveness of our training program and the readiness of your team.
Below are your responsibilities and expectations:
• First-Day Training Requirement: Beginning in the second week of employment, new hires are required to dedicate a minimum of 90 minutes on their first scheduled day (for 8 weeks) to start their self-directed training modules. Please ensure this time is planned and uninterrupted to support early engagement and learning.
• Weekly Verification of Training Completion:
Store Managers are responsible for reviewing new hire progress and verifying the completion of assigned training modules and guidebooks on a weekly basis oversight ensures that new hire employees remain on track and retain the essential information necessary for their new role.
• Ongoing Manager Responsibilities
As a manager, your role in supporting new hires through the DEVELOP – Stores Training Program is essential. Your ongoing responsibilities include, but are not limited to:
o Introduce the Program
Provide newly hired employees with a clear and engaging overview of the entire program and its role in supporting their career goals and success.
o Support Progress
Offer tools, guidance, and encouragement that new hires need as they complete each training certification plan.
o Check In Regularly
DEVELOP – Stores: Program Overview
Conduct weekly check-ins to reinforce learning and address any questions that may arise.
o Reinforce Key Topics
Engage in meaningful conversations about essential training topics with new hires to support them in applying what they've learned in their roles.
o Evaluate and Share Feedback
Evaluate the effectiveness of the training and share insights or suggestions with the Corporate Training team to support ongoing improvement.
Teach-Back Observation and Review Expectations
As a manager, you are responsible for confirming that new hires not only complete their selfdirected LMS training but also understand how to apply it on the job. This confirmation takes place through a brief, structured teach-back conversation.
Teach-backs enable you to assess how well the employee has grasped key concepts, address any questions they may have, and provide real-time coaching. These conversations aren’t formal evaluations; they’re meant to reinforce learning, connect training to real tasks, and build employee confidence.
What You’re Expected to Do:
1. Ask the employee to complete a teach-back.
Shortly after they finish a series of LMS modules, meet with your new hire to review what they’ve learned.
2. Identify the training topic.
Identify a specific LMS topic or course that the new hire recently finished in the series. This will be the primary focus of your discussion
3. Select key areas to cover.
Pick two or more important concepts from the training course.
4. Ask 2–3 open-ended questions per topic.
Use “how” or “why” questions to encourage the employee to think and apply what they’ve learned. Avoid yes/no questions.
DEVELOP – Stores: Program Overview
5. Request a hands-on demonstration (if applicable).
If the training includes practical tasks (e.g., mixing paint, using tools, identifying surfaces), have your new hire demonstrate them for you. Observe accuracy, technique, and confidence.
6. Provide real-time feedback.
Use the conversation as a coaching opportunity. Acknowledge what they’re doing well, clarify anything they misunderstand, and support their growth.
Focus your feedback on:
• How well they understand and apply the training
• Their communication and confidence
• Any safety or technical concerns
7. Determine if follow-up is needed.
If your new hire is having trouble, take the next steps that make sense. This might involve peer shadowing, a refresher training session, job aids, or reviewing the LMS training module.
Note: All teach-back notes and next steps should be recorded in the appropriate section of the DEVELOP – Store Guidebook.
Internally Promoted Employees
The DEVELOP – Stores Program is designed to support employees throughout all stages of their growth, from onboarding new hires to developing advanced leadership skills. While new employees undergo basic training modules, employees who are internally promoted follow the same learning path as new hires in their respective roles.
Internally promoted employees will be assigned job-specific training guidebooks aligned with their new positions. These guidebooks provide structure, consistency, and practical guidance as employees transition into higher roles within the organization.
Like new hires, managers will review the guidebook progress weekly to ensure that development goals are on track and employees are applying essential learnings at work. After completing the guidebook, participants will move on to the next certification in the DEVELOP–Stores program.
DEVELOP – Stores: Program Overview
Assigned Self-Directed and In-Person Training Completion Audit Expectations
As a Store Manager, you are responsible for ensuring that all newly hired employees complete their assigned training within the required weekly timeframes. This includes both self-directed modules and in-person sessions during:
• The initial four-week period (Series 102-105)
• The final four-week period (Series 106-109)
To hold everyone accountable, the following steps will be taken if these training requirements are not met:
• First Occurrence: You will be given a documented written warning.
• Second Occurrence: A written reprimand will be issued.
Please make training completion a weekly priority and follow up with your new hires regularly to avoid any compliance issues. Please notify your ROM if you encounter any challenges in meeting these expectations.
Your dedication to adhering to these expectations contributes to a uniform, effective onboarding and training process for new employees throughout the company.
Training Structure
The DEVELOP - Stores Training Program comprises several training courses Although the program primarily targets new hires, managers can also enroll current employees.
Self-Directed and Compliance Training Modules
A General Certification Training Plan sequenced in modules via LMS starting in week two. These modules cover essential role-based and mandatory Compliance Training, reinforcing legal, safety, and ethical standards. Store management oversees weekly module completion, with Regional Operations Managers and Area Managers receiving regular progress reports to ensure accountability.
DEVELOP – Stores: Program Overview
New Hire Regional In-Person (Hands-On) Application Training
A two-day, in-person training session on paint application will be conducted to establish a fundamental understanding of product systems, application techniques, and best practices within the industry. This training is required and does not necessitate completion of the self-directed training series 101-109 prior to attendance. Corporate Trainers will organize and coordinate with new hire managers
Regional Training Series – In-Person Career Advancement Training Classes
As part of the DEVELOP-Stores program, all newly hired or internally promoted CSL-Store Managers must complete their training through the Regional Training Series 200. These inperson classes are designed to reinforce core knowledge and improve leadership and operational skills. In each region, the Area Manager(s) and Regional Trainer(s) will cofacilitate and present the sessions together to ensure consistency, engagement, and hands-on support for all upcoming training classes
Support Resources
As a manager, you will assume additional responsibilities and receive increased support from the Regional Operations Manager, Area Manager, and Corporate Trainers. The Training Department is available Monday through Friday, 7:30 AM to 5:00 PM.
Contact information:
Email: training.department@dunnedwards.com
Phone: (323) 826-2627 (Response by end of business day)
DEVELOP – Stores: Training Program At-A-Glance
Employee Certification Training Plan Overview
Assigned Checklist or Workbook
Series 101
New Hire Onboarding and Orientation
Series 102 -109 – Stores
General Certification Training
Foundational Operational and Product Training
100 Series – Stores
Position Specific
Certification Training –Stores Position Specific Training
100 Series – Stores
Regional In-Person Training Classes –Stores
200 Series – Stores
Career Advancement
Certification Training –
Regional In-Person Training Classes
200 Series – Stores
Career Advancement
Certification Training –(Regional In-Person Training Classes)
200 Series – Stores
Career Advancement
Certification Training –Regional In-Person Training Classes
200 Series – Stores Career Advancement
Certification Training –
Regional In-Person Training Classes
Foundational Paint Knowledge and Application Training
Series 201: Understanding Resources and Managing Store Operational Efficiencies
Day: Monday
Start Time: 8:30 AM PST Onboarding Day: Tuesday – Friday Orientation and On-the-Job Training
Training will be Certification Plan with modules automatically assigned weekly from Week 2-9.
This training to be printed via the Training Department SharePoint page to all new hire and internally promoted employees.
This training class will be held over two consecutive days and will be presented regionally.
This training class will be offered regionally. The class will last one day and may require some pre-work.
Store Manager
Self-Directed/Store Management
Self-Directed/Direct Manager
Scheduled and presented by Corporate Trainers
Scheduled and presented by Area Managers
Series 202: Management Essentials: Inspiring Performance (Financial)
Series 203: Management Essentials: Seeing the Big Picture
This training class will be offered regionally. The class will last one day and may require some pre-work.
This training class will be offered regionally. The class will last one day and may require some pre-work.
Scheduled and presented by Area Managers
Series 204: Management Essentials: Preparing for Opportunities
This training class will be offered regionally. The class will last one day and may require some pre-work.
Scheduled and presented by Area Managers
Schedules and presented by Area Managers
DEVELOP – Stores: Program Overview
All newly hired store employees and those promoted internally will be responsible for completing the DEVELOP Store Training Program.
The employees in the following positions must attend and complete the following training certification series:
Please note: Although attendance at Certification Series 201-204 is not mandatory for the listed positions, it is highly recommended for individuals pursuing managerial or leadership roles. Moreover, employees must complete their certification training sequentially before enrolling in additional training courses.
Quizzes
DEVELOP – Stores
General Certification Training Series 100
Review quizzes and exams will be administered throughout the DEVELOP training program. Training materials provided by the company or employee notes will be allowed during quizzes and exams. Although these quizzes are open book, all employees must be familiar with the training materials. However, observing or allowing another employee to observe while taking a quiz or exam is prohibited. Receiving any coaching from others during a quiz or exam is also forbidden. Likewise, coaching an employee to take a quiz or exam is not permitted
Expectations
• All quizzes and final exams are open-book
• 80% or better is required to pass
• Management must allow time for all team members to complete all quizzes and final exams during regular business hours.
Note: Non-exempt store team members are not permitted to work on training materials outside of their regular work hours.
Failing a Quiz or Final Exam
• Employees will have three attempts to complete and pass each quiz or final exam. If a passing grade of 80% or better is not achieved, they will be given another chance to retake the quiz or final exam.
o This can be done immediately
• After the third attempt, the quiz or final exam will be locked, and no further attempts will be allowed until the following has been completed:
o The employee’s manager must schedule a meeting with the Area Manager and the employee regarding the importance of passing training quizzes.
o Management must verbally counsel the employee.
o The Area Manager must then email a request to unlock the assessment to: training.department@dunnedwards.com.
DEVELOP – Stores General Certification Training Series 100
Stores – Series 101 Onboarding and Orientation Overview
Effective onboarding and training create a foundation for long-term success. After completing onboarding paperwork, all new team members must begin the DEVELOP – Stores Guidebook. This structured guide walks employees through role-specific training, helping build confidence, understand expectations, and prepare for their responsibilities. Position-specific training isn’t optional; it’s required. Every employee is expected to understand company policies and demonstrate the skills needed to perform their role successfully. Managers are responsible for leading new hires through each step of the certification process. This includes tracking progress, offering guidance, and ensuring consistent support is provided throughout training. Job-specific guidebooks are to be worked on concurrently with the module training.
Managers must walk new hire employees through each certification milestone and verify completion to reinforce our culture of learning, accountability, and performance from day one.
Important: A position-specific guidebook is available for download on the Training Department SharePoint site. Please print the guidebook and review it beforehand so you're ready to lead discussions and answer questions when your new hire arrives.
Your Role in New Hire Orientation
As a Store Manager, you’re expected to lead the in-person orientation personally (see the Training Department SharePoint page for the link) for every new hire during their first week. A key part of this includes introducing the Position-Specific Certification Guidebook.
It is essential to allocate time to engage with your new employee, establish clear expectations, delineate the training process, and affirm your role in their professional development. Your initial involvement plays a crucial role in constructing a robust foundation for their success.
During the orientation meeting, Store Manager:
• Cover all orientation-related materials for all new hires.
• Clearly outline expectations for training and performance.
• Walk through each required module and section of the certification plan.
• Discuss deadlines for completion and any position-specific timelines.
• Review the course audit section of the Certification Workbook to track module completions and ensure training is on schedule.
DEVELOP – Stores
General Certification Training Series 100
Documentation and Accountability
• Ensure that all training progress and completions are clearly and accurately documented in the guidebook
• Managers must verify and sign off on completed modules only when the new hire has demonstrated full understanding and competence.
• Maintain the integrity of the certification process by upholding standards and addressing any concerns or discrepancies promptly.
Regular Check-ins and Feedback
• Schedule recurring check-ins (e.g., weekly, bi-weekly or monthly) with the new hire to:
o Review progress
o Discuss experiences with the training
o Provide performance feedback
o Identify opportunities for additional development or coaching
• Celebrate key training milestones to boost morale and reinforce continued engagement.
DEVELOP – Stores
General Certification Training Series 100
Overview
The General Certification training classes are designed to equip new employees with the foundational knowledge and skills required for their positions within the company. Over the course of eight weeks, Series 102-109 will be released, offering a comprehensive overview of Dunn-Edwards' operations, products, and safety training. Each module is structured to build upon the previous one, enabling employees to gain the essential information they need to succeed. Moreover, each training module includes a timed component, giving managers an estimated duration for these self-paced sessions.
Store – Series 102
General Certification 102 is a crucial component of our new hire training program, designed to immerse new employees during their second week of employment. This training series covers essential knowledge about the store environment, business operations, and the technology that underpins daily tasks.
Estimated Completion Time: 15 hrs.
DEVELOP – Stores
General Certification Training Series 100
Store – Series 103
In Series 103, modules aim to enhance understanding of Dunn-Edwards’ paint systems and the wide variety of operational services. These modules will equip new hires with the essential knowledge to assist customers confidently and effectively, enabling them to select the right products and services for their specific painting requirements.
Estimated Completion Time: 10 hrs.
Preparation and Patching
Introduction to Mr. Dunn
Intro to Color & PCA Services
Intro to D-E Store Services
Substrate Identification Point of Sale II
Color Pro Part I**
1 Episode 1
Note: Content subject to change.
Note: Color Pro I is a 60-day training program tailored for the Production Area. While it is part of Series 102 in the General Certification training, it does not imply that completion of Series 102 Certification concludes the program.
DEVELOP – Stores
General Certification Training Series 100
Store – Series 104
Series 104 modules build on the knowledge from Series 103, offering new hires deeper insights into operational standards, procedural excellence, and customer engagement techniques. This training will enhance the ability to serve customers while adhering to DunnEdwards’ protocols and best practices.
Estimated Completion Time: 8 hrs.
General Certification Modules – Series 104
Intro to D-E
Interior Paints (Features-and-Benefits)
Intro to D-E Exterior Paints (Features-and-Benefits)
Merchandising Playbook/Standards
Delivery Standards/Driver Safety
Writing a Delivery Ticket
Understanding the Contractors’ Needs
Teamwork Makes the Dream Work
Personal Protective Equipment (P.P.E.)
Compliance Training IT Training
Legal Basics
The Inside Man Season 1 Episode 2 Sedgewick
Note: Content subject to change.
Store – Series 105
Series 105 highlights various products and their essential role in the painting and coatings industry. It aims to enhance understanding of these products that improve paint offerings, equipping new hires with the knowledge to better serve customers and support project success.
Estimated Completion Time: 5 hrs. General Certification
How To Read a Product Data Sheet Roller Covers
Make D-E a Career
Intro to Brushes
Product Data Sheet & Safety Data Sheet Training
Introduction to Airless Sprayer and Spraying IT Training
The Inside Man Season 1 Episode 3 & 4
Note: Content subject to change.
DEVELOP – Stores
General Certification Training Series 100
Store – Series 106
Series 106 builds upon the foundational knowledge gained in Series 105 and introduces various products. It aims to enhance comprehension of Dunn-Edwards Deluxe and UltraPremium paint lines while introducing the fundamental values that guide the company's customer interactions.
Estimated Completion Time: 4 hrs.
The Inside Man Season 1 Episode 5 & 6
Note: Content subject to change.
Store – Series 107
Upon completing Series 106, participants will gain a comprehensive understanding of DunnEdwards Premium and Professional paint lines and develop strong skills to convey and apply the company’s values in customer interactions. This training will enhance product knowledge and empower new hires to connect meaningfully with customers, reinforcing the company’s commitment to excellence and integrity in all aspects of our business.
Estimated Completion Time: 4 hrs.
The Inside Man Season 1 Episode 7 & 8
Note: Content subject to change.
DEVELOP – Stores
Career Advancement Certification Training Series
100
Store – Series 108
Series 108 explores trends and technologies in specialty and industrial coatings, covering applications, formulations, and specifications for challenging environments. Participants learn about various coating characteristics such as durability, chemical resistance, and environmental factors. The training emphasizes surface preparation, application techniques, and best practices for optimal industrial performance.
Estimated Completion Time: 4 hrs.
The Inside Man Season 1 Episodes 9 & 10
Note: Content subject to change
Stores – Series 109
Training Series 109 concludes the General Certification Training for New Hires. This session equips participants with essential selling skills to engage customers and close sales, transitioning from selling individual products to comprehensive, value-driven solutions. Trainees will enhance their ability to identify common paint issues and provide informed solutions, boosting their credibility and customer service skills.
Estimated Completion Time: 4 hrs.
Note: Content subject to change.
In-Person Application Training Outline
New Hire Regional In-Person (Hands-On) Application Training
A two-day, in-person training session on paint application will be conducted to establish a fundamental understanding of product systems, application techniques, and best practices within the industry. This training is required and does not necessitate completion of the self-directed training series 101-109 prior to attendance. Corporate Trainers will organize and coordinate with new hire managers.
The in-person application training will meet the following objectives:
• Awareness of Substrates: Participants will learn about different surfaces (substrates) that can be painted, such as wood, metal, plaster, and drywall. Participants will learn how to identify and prepare each substrate to ensure optimal paint adhesion and finish.
• Knowledge of Preparation and Application Tools: Participants will be introduced to tools and equipment necessary for preparing surfaces for painting, such as sanders, scrapers, and primers, and application tools like brushes and rollers.
• Familiarity with Related Products: The course will expand on ancillary products used in painting projects, such as caulking, sealers, and masking tapes. Understanding when and how to use these products is essential for professional results.
• Product Application Best Practices and Techniques: Lastly, the training will provide hands-on experience with best practices and techniques for applying paint. This will range from brushwork and roller skills to mastering the use of a paint sprayer, along with tips on achieving a uniform finish and troubleshooting common problems.
By the end of the training program, participants will have a well-rounded understanding of a painting process from start to finish, enabling them to execute painting projects with skill and confidence.
In-Person Application Training Outline
In Person Application Training (2-Day Overview)
Day 1: Overview
Attendees will gain an introductory understanding of Personal Protective Equipment and job site setup that will contribute to safe operations during a painting project Participants will also learn about substrates and surfaces that are commonly painted, as well as the tools and best practices for using them. Attendees will be introduced to proper application techniques using different application tools.
Day 1: Class Schedule
Courses
• Personal Protective Equipment
• Jobsite Set-Up
• Identification of Various Substrates and Surfaces
• Patching Holes in Substrates
• Applying Drywall Mud and Texture
• Levels of Drywall
• Caulking Application
Subjects Covered
• Proper use of PPE for best performance results
• Proper jobsite set-up promoting a safe work environment
• Discuss potential safety hazards with architectural coatings.
• Overview of P.P.A.C. (Preparation, Protection, Application, and Clean-up)
• Drywall, baseboard and other types of substrates that require different paint systems
• Where different substrates are used on projects and why
• Proper preparation for patching holes in a substrate
• Tools required to complete the job correctly
• How to mix and apply joint compound
• Sand and clean-up joint compound (proper clean-up reuired for best results.)
• Applying two different spray textures
• Explaining the levels of drywall and the importance of them
• Best practices for caulking and why it is used
• Paint Application and Best Practices
In-Person Application Training Outline
• Brushes – Variations of brushes and the application techniques used by painting professionals.
• Rollers – Variations of rollers, general methods/techniques and overview of application equipment used.
• Equipment – Various types of spray equipment, general knowledge and techniques used.
• Introduction to proper mil thickness in a paint coating system
• Priming prepared surfaces
• Hands-On Application Training
• Guidance on using tools for painting, with a focus on best practices for their use and maintenance.
• Revisit substrates previously prepared for correct results.
• Primer performance and expectations/cleanup of tools.
Day 2: Overview
In-Person Application Training Outline
This workshop expands on our learnings from day one and highlights topcoats used for common paint jobs. Participants will be able to apply paint with a brush and roller to primed substrates, learn the sequence for painting interior and exterior surfaces, and be aware of what gloss levels to use. Attendees will also have a better understanding of the importance of proper mil thickness with a paint system.
Day 2: Class Schedule
Courses
• Hands-On Application Training
• Painting a primed surface
• Importance of wet Mil Thickness
• Paint Gloss
• Interior and Exterior Paint
• Taping off smooth walls and painting Flat and Semi-Gloss paint on baseboards
Subjects Covered
• Proper sequence for painting (Interior and Exterior).
• Using painting tools and correct application techniques.
• Painting Green: Understanding formulation of lowVOC and zero-VOC paints and their environmental benefits.
• Importance of keeping the job-site clean.
• Features and benefits of paint systems when applied at the proper mil thickness
• Potential issues with paint systems when not applies at the recommended mil thickness
• Painting with different gloss types
• Interior and Exterior substrate project-specific recommended gloss ranges.
• How to tape-off a wall to ensure clean lines.
• Using the correct tape per requirement.
• Techniques used for painting woodwork.
DEVELOP – Stores Career Advancement Certification Training Series 200
This training series equips CSL - Store Managers with the tools and confidence to excel in their roles, aligning performance with company standards and business goals. Whether transitioning into a leadership role for the first time or continuing their career progression within the organization, participants will gain valuable insights into operational excellence, people management, and professional accountability.
Key Features
• Management Skills Training: Focus on developing effective communication, problem-solving, decision-making, coaching, and performance management skills.
• Compliance & Operational Excellence: Reinforces knowledge of company policies, safety protocols, inventory control, and financial accountability.
• Performance Readiness: Prepares participants to meet and exceed performance expectations, drive results, and model core values.
Delivery Format & Schedule
• Regional Access: To maximize participation and accessibility, Series 200 will be offered regionally across all operating areas.
• Quarterly Sessions: Training will be held quarterly, ensuring continuous opportunities for learning and advancement throughout the year.
• Presented by Area Managers: Sessions will be scheduled and facilitated by Area Managers, offering trainees direct guidance and support from experienced leaders.
Program Benefits
• Builds leadership confidence in newly appointed CSL - Store Managers
• Promotes consistency in training and performance across all regions
• Reinforces a culture of accountability, engagement, and growth
• Prepares employees for future advancement opportunities
DEVELOP – Stores
Career Advancement Certification Training Series 200
Certification Training – Stores (Series 201):
Management Essential: Understanding Resources & Managing Store Operational Efficiencies
Overview
In this training course, you will learn about key areas of our business and the resources available for effective management. At our stores, having a well-trained and developed team, ensuring proper merchandising, managing inventory control, and maintaining compliance standards are just a few essential considerations. These operational standards are vital for running a profitable and efficient business, ensuring that Dunn-Edwards remains an excellent place for employees to work and customers to shop.
Training Class Outline
• Managing Performance – UKG
• Talent Dashboard
• Performance Appraisal Reviews
• Skills Training:
Managing self-performance
Understanding performance metrics for your current position and positions you aspire to become
Track personal wins and losses to help maximize your performance and potential
Understanding the performance management of others through feedback and ensuring consistent performance and operational standards
• Merchandising – Dunn-Edwards Playbook
• Store Planogram Expectations and Compliance
• Bulk Stack Expectations
• Store Signage
• Additional Resources and Expectations
DEVELOP – Stores
Career Advancement Certification Training Series 200
• Skills Training
o Properly merchandised stores result in elevated sales
o Properly merchandised stores directly impact service levels and the customer experience, which in turn impacts customer loyalty
• Inventory Control – SAP
o How is merchandise replenished
o Identifying appropriate inventory levels Material Requirements Planning (MRP)
o Best utilizing and understanding SAP functions and inventory controls
o Skills Training:
How stock levels and inventory control impacts customers
Inventory practices impact the financial bottom line
SAP functions to operate efficiently today and in the future as your business grows
• Compliance Standards – ROM Audit
o Your responsibility in ensuring Dunn-Edwards stores meet compliance standards and promote a safe working environment
o Skills Training:
Ensuring customer and employee safety and protecting company assets are fundamental responsibilities of all D-E employees
Utilizing the ROM audit to understand compliance, our expectations, and how managing this is vital to store operations
• Financials – Profit & Loss Statements (P&L)
o Basic introduction to P&L and Store Ranking Reports
o Skills Training:
Understanding and interpreting the data represented in these reports
Understanding your daily impact on the financial performance of your store and the company
DEVELOP – Stores
Career Advancement Certification Training Series 200
• Creating Customer Loyalty
o Understand the “Big Picture” of customer service
o Unmatched service that creates memorable experiences leads to loyal customers
o Understanding the power of loyal customers versus satisfied customers
o Empowering employees to use good judgment
• Skills Training:
o Phones – 5 ring maximum expectation
o Meeting customers at the front door
o Having purchases ready to carry out when you see contractors/customers pull up
o Always loading customers’ cars and providing paint trays (walking out paint)
o Asking about their current projects/jobs
o When someone asks where something is – take them to the product
o Smiling and engaging in conversations
Capitalize on every opportunity to EXCEED an expectation for service
o Being flexible and always going above and beyond
o Never fall back on ‘Company Policy’
o Say ‘YES’, or at minimum, always provide alternative solutions
o Can you provide a solution that would make someone say? “You wouldn’t believe what Dunn-Edwards did for me!”
Certification Training – Stores (Series 202): Management Essential: Inspiring Performance (Financials)
Overview
Maximizing financial performance is a vital duty for managers. They must consider various metrics, including profit margins, compensation, and expense management. The skills gained in this class will assist managers in applying financial strategies and making informed decisions, allowing them to drive continuous improvement and innovation within their organization. Effective leadership also requires the ability to communicate successfully across diverse roles, departments, customers, and beyond, to influence their achievement of specific goals.
DEVELOP – Stores Career Advancement Certification Training Series 200
Training Class Outline:
Financial Analysis
Understanding the key financial levers that drive financial performance, discovering the cost of doing business, how to manage controllable expenses, and how to maximize store profitability. Understand how to read, interpret, and apply financial documents to make strategic and sound decisions.
Understanding Financials
• Revenue
• Cost of Sales
• Margins
• Operating expenses
• Profitability
• In-depth analysis of available financial and KPI reports
o Skills Training:
Monthly/Yearly Store Ranking Reports
Profit and Loss Statements (P&L)
Evaluate the financial health of a store
Financial Goal Planning
Financial review is essential; it’s important to take the time to set realistic financial goals and, more importantly, monitor those goals to ensure that your business meets its potential. Measurable goals are critical for evaluating progress in any situation. A goal is more likely to be achieved when it is specific and quantifiable
• Identify what to do with newfound financial opportunities:
o Define where to focus or gain Return on Investment (ROI) – On people, planning and effort
o Define SMART Goals (Specific, Measurable, Attainable, Realistic, Timely)
o Do an internal and external SWOT (Strengths, Weaknesses, Opportunities, Threats)
o Forecast and make better strategic decisions
DEVELOP – Stores
Career Advancement Certification Training Series
200
• Skills Training:
o Communicate financial goals
o Improve your written and verbal communication skills
o Develop a business plan and vision
o Create employee engagement buy-in
Certification Training – Stores (Series 203):
Management Essential: Seeing the Big Picture
Overview
Effective leaders at Dunn-Edwards improve performance by understanding their business, planning for success, and enhancing operational efficiency. A key trait is the ability to see the ‘Big Picture,’ helping shift from manager to leader. This course develops skills to execute financial strategies, make informed decisions, and develop budgets. Participants will learn initiatives that foster improvement and innovation, along with techniques for managing change. After conducting a financial assessment, setting and tracking realistic financial goals is vital to ensure your business reaches its potential. Measurable objectives are essential for monitoring progress; clear, quantifiable goals increase the likelihood of success. Delegation enhances productivity, quality, stakeholder satisfaction, growth, and employee motivation, making it crucial for management and leadership roles.
Training Class Outline:
Understanding Your Business
• Managing day-to-day effectively
• Short and long-term execution
• Skills Training:
o Nippon’s Management Philosophy and its Role in Cultivating Culture and Operational Success. Executing both day-to-day operations and long-term strategies to achieve short-term and long-term goals (The more I prepare, the luckier I seem to get)
o Applying Dunn-Edwards' Guiding Principles of Leadership starts with understanding the ‘Why?’’
Developing engaged and empowered employees who understand the ‘Big Picture’ fosters employee growth, supports personal development, and
DEVELOP – Stores
Career Advancement Certification Training Series 200
builds buy-in, ultimately improving the company's financial performance. Overcoming Adversity
Everyone encounters failure, but effective leaders find ways to learn from it and overcome challenges.
Communication
Alright, I understand my business what's the next step to involve others? Open, honest conversations and effective coaching build loyalty and trust, helping each team member feel appreciated and valued. This approach will support you in coaching those who underperform, inspiring them to contribute more effectively. Skills Training:
Provide clear direction to achieve goals and offer constructive feedback.
Effectively delegate responsibilities and tasks to promote growth and performance.
Strategize by leveraging strengths and opportunities. Engage in necessary and critical conversations with employees.
Certification Training – Stores (Series 204): Management Essential: Inspiring Performance
Overview
You've been working hard, showing dedication and strong leadership, all in preparation for your next promotion. Now, what’s next? The intimidating interview! When you're aiming for the next promotion, you need to bring your ‘A’ game. It's essential to communicate your qualifications clearly, highlight what sets you apart from other candidates, and effectively showcase who you are and why you're the best fit for the opportunity.
Presentation skills can determine your career success, so it’s crucial to work on improving them. These skills impact your personal and professional relationships, help you communicate effectively with others, and ensure you make a positive impression on your audience Interviewing is a skill that requires practice. The skills you learn in this class will help you prepare, make a strong impression, and sell yourself throughout the interview process from writing letters of interest and resumes to the interview itself.
DEVELOP – Stores
Career Advancement Certification Training Series 200
Training Class Outline
Presentation Skills – Preparing for Public Speaking and Written Presentations
• Preparing for a presentation
o Define objectives, facilitating, and presenting
o Time management and preparation
o Presenting or interviewing (online or over the phone)
• Skills Training
o Creating an impactful presentation
o Speaking (voice control, eye contact, etc.)
o Establishing a connection with your audience
Preparing Yourself – Professional Documents:
• What to expect in the interview process?
o Interview best practices and techniques
o Verbal and non-verbal communication
o Projecting confidence
o Body language
• Creating impactful letters of interest or cover letters
• Building a resume
• Post-interview (best practices)
• Skills Training
o Positioning yourself before an opportunity exists
o How to write an effective cover letter/letter of interest
o How to write a powerful resume
o The art of selling yourself
o Best practices (during and after) the interview to set yourself above the other candidates
DEVELOP
– Stores Guidebook
Welcome to Dunn-Edwards!
Welcome to the Dunn-Edwards family! We're thrilled to have you on board as a new team member. You’re about to begin an exciting learning journey that will help you thrive in your role and grow your career with us.
The DEVELOP – Stores Training Program is designed to equip you with the knowledge, skills, and hands-on experience necessary to approach your work with confidence, while also preparing you for future opportunities within the company.
In this guide, you’ll find information about the program's goals, what to expect during your training, how your manager will be there to support you, and the various resources available to help you every step of the way. Welcome aboard – let’s get started on this journey together!
Our culture is guided by a set of values that shape how we work every day:
• First and Foremost, Problem Solve: Every problem is an opportunity – Be a solution-seeker.
• Be a Good Collaborator: We are stronger when we work together.
• Fuel Productivity: It’s not about being busy, it’s about moving forward.
• Show You Care: Doing things right speaks louder than words ever could.
• Get It Done: Hard work and determination are the keys to success.
As you begin your journey here, you’ll see these values in action every day. They shape how we serve our customers, support one another, and create a thriving future together. We can’t wait to see the contributions you’ll make as part of the Dunn-Edwards family.
DEVELOP – At A Glance
At Dunn-Edwards, we view growth as an ongoing journey. Our DEVELOP training program is built on the Learn, Unlearn, Relearn framework and equips employees with the skills and mindset to stay adaptable and thrive in a changing industry. From the first day on the job to major career milestones, we invest in helping our people succeed.
• Onboarding Support: comprehensive training sessions, ensure early success and
• Continuous Learning: programs, workshops, and professional development opportunities aligned with their career paths.
• Leadership Preparation: Managers and future leaders benefit from targeted leadership programs, mentorship, and coaching to build strategic thinking and decision skills.
• Adaptability & Innovation: foster a culture of curiosity and innovation, encouraging employees to embrace change and providing tools to navigate evolving market challenges.
The DEVELOP Program ensures every employee or leadership – engaged Dunn-Edwards’ long-term success and competitive edge.
Blended Training
The DEVELOP training was designed with you in mind. We have built a program that includes hands-on in-store training, self-directed training modules for you to follow at your own pace, and regional in-person product training.
Self-Directed Training Modules:
Starting in your second week, you’ll begin working through self-directed online training modules in conjunction with your in-store training. These modules cover essential topics such as safety, compliance, and job-specific knowledge. These modules are mandatory and must be completed on time. Your store manager will monitor your progress, and Regional Management will receive weekly reports to ensure you stay on track.
Your training has been intentionally designed to be completed over several weeks. The schedule is structured this way so that you can absorb the material in manageable sections, apply what you learn, and build confidence before moving on to the next topic.
To support your learning, managers will conduct in-person role-playing or teach-back activities to reinforce key points and verify your understanding
Guidebooks to Enhance Your Knowledge of Your Individual Store Location:
Members of your store management team will collaborate with you to guarantee a comprehensive understanding of store functions. You will acquire firsthand knowledge of store safety compliance, be introduced to the software utilized by the company, and more, with ongoing support from your store management team. A member of store management will initial each training component upon completion.
Regional In-Person Product Systems and Application Training Classes:
You’ll attend a two-day hands-on training session focused on product systems and application techniques. This class is designed to give you a deeper understanding of how to use our products and deliver excellent service in your role. Your Regional Corporate Trainer will work with your manager to coordinate and schedule your attendance. This class will be offered at a designated regional training location
Note: Attending this training class does not require completing your assigned LMS modules. Although both are necessary, they are scheduled separately to promote your overall growth and allow you to acquire practical experience sooner.
Career Pathing
All newly hired store employees and those promoted internally will be responsible for completing the DEVELOP – Store Training Program. Employees in the following positions must attend and complete
mandatory for the listed positions, it is highly recommended for individuals pursuing managerial or leadership roles. Moreover, employees must complete their certification training sequentially before enrolling in additional training courses.
Series 201: Understanding Resources and Managing Store Operational Efficiencies
Series 202: Management Essentials: Inspiring Performance (Financial)
Series 203: Management Essentials: Seeing the Big Picture
Series 204: Management Essentials: Preparing for Opportunities
Job Description – Customer Service Lead
The Customer Service Lead (CSL) at Dunn-Edwards assists the store management team with ensuring a distinctive shopping experience for all guests and executing store operations during scheduled shifts. Responsibilities as a Customer Service Lead include modeling outstanding customer service and selling skills, allocating staff and resources to keep the sales floor stocked, organizing sales floor and stock areas, and building trusted partnerships with our painting professionals. The Customer Service Lead, in the absence of the Store Manager and Assistant Store Manager, takes full responsibility for all store operations.
Customer Service Leads interact with customers via phone and in-person to offer expert advice, while also processing and completing transactions. In addition, the Customer Service Lead is responsible for upholding Dunn-Edwards store vision of fast and reliable service. The Customer Service Lead continuously learns about the industry, products and services through DunnEdwards Learning Network and various job certification programs that better assist in answering questions and making proper recommendations, as well as building a foundation for potential advancement opportunities as Dunn-Edwards continues to grow.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
• Making a connection with customers, asking questions about their project, then giving options and advice on meeting those needs
• Ensure delivery of product as needed meets both Dunn-Edwards’ and customers’ quality and service expectations
• Conduct self in professional manner - always acting as a positive extension of the DunnEdwards brand
• Efficiently take customer orders through various methods (email, phone, in-person) and process through point-of-sale
• Adheres to and assists Store Management team with compliance to company safety and regulatory standards at all times
• Utilize basic computer skills for various functions including opening and closing store procedures
• Clean and maintain all areas of store and equipment as assigned
• Assist with maintaining proper merchandise inventory levels
• Must have the ability to communicate clearly both written and verbal
• The ability to stock and merchandise products according to planogram
• Meet expectations of core competencies related to the position: Accountability, Attention to Detail, Customer Focus, Decision Making, People Development
• Must be capable of performing specifically assigned job duties at, or below, current classification including tinting paint
• Additional duties as assigned
• Must be able to legally drive company vehicle
Your Manager’s Role
Your manager is your greatest resource. They are there to help guide you through your training, answer any questions, and help you build the foundation of your career here at Dunn-Edwards.
Manager’s responsibilities include:
• Guiding you through each part of the training
• Tracking your progress and helping you stay on schedule
• Ensure your learning experience is effective and tailored to your specific needs.
• Creating opportunities for you to demonstrate key skills in a practical setting
• Providing access to resources for asking questions or getting clarification, including one-on-one support and connections to subject matter experts
Need Help?
You’re not alone. Throughout your training, you’ll be supported by your Store Manager, Area Manager, and the Training Department.
Contact the Training Department if you have questions or need help:
• Training Department Hours: Monday–Friday, 7:30 AM – 5:00 PM
• Email: training.department@dunnedwards.com
• Phone: (323) 826-2627 (We’ll get back to you before the end of the business day)
Employee Name:
Start Date:
Employee Number:
Manager:
Store Location:
Onboarding and Orientation
Manager’s Only: Work with your new hire as they progress through the training modules. Ensure they stay on track and are retaining important information. Work through both the training checklist and the job-specific training contained in this guidebook, signing off as you are satisfied with your new hire’s progress. All topics need to be completed by the end of series 109. You will also find space on pages 11 and 14 to add any additional topics discussed.
Please note: Any additional training information is for documentation purposes only.
Day 1:
Onboarding
Orientation
Note: All onboarding and orientation items must be completed on Day 1.
Topics:
Onboarding Process
£ Onboarding Complete
£ Employee Number Assigned
Orientation Overview
£ Store Personnel Introductions
£ Benefits (Medical, Vision, Dental, Life & 401k)
£ Benefit Hub
£ Open Enrollment
£ Vacation/Sick Time Accruals (Per pay period)
£ Tuition Assistance Program
£ Dress Code/Name Badge
£ Schedule Posting Location
£ Attendance Policy
£ Store Shadowing
Customer Service Lead: Week 1 Training Checklist
Week 1
Series 101:
Software
Topics:
UKG Pro
£ Credentials
£ First Login
£ Password Changed
£ Clock In/Out Procedure & Expectations
Brainier Learning Management System (LMS)
£ Credentials
£ First Login
£ Password Changed
£ Accessing Assignments
£ Quiz Expectations (80% to pass, open book)
Point of Sales (POS)
£ Create Login Credentials
£ What is a Non-Carded Account
£ What is a Carded Account
£ Forms of Payment Accepted
£ Gift Cards vs Merchandise Cards
£ Return Policy
Safety Training Store Safety Discussions
£ Store Evacuation Plan
£ Fire Extinguishers and Locations
£ First-Aid Kit
£ Eyewash Stations and Use
£ Shut Off Valves
£ Store Use Ladders
Store Functions Phone Expectations
£ Greeting
£ Answer Within 5 Rings
£ Phone Intercom
£ How to Put Calls on Hold
Manager Initials Date __________
Manager Initials
Customer Service Expectations
£ Retrieve Calls Manager Initials
£ Defined and demonstrated by store management
£ D-E Customer Service Contact Info
£ Importance of Customer Relationships
Manager Initials Date ___________
Customer Service Lead: Week 2 Training Checklist
Week 2
Series 102
Self-Directed
Module Training
Series 102 LMS Training – Completed in LMS
Software UKG Pro
£ Submit Timecard
£ Missed Punch Form
£ Access Employee Handbook
£ Open Enrollment Brainier
£ Catalog Lessons Point of Sales
£ Opening/Closing Drawer
£ Received on Account (ROA) Process
£ Approval Codes
£ Will Call Best Practices
£ Shopify Helpdesk
£ Contact Information (phone & email)
__________
__________
Store Safety
Store Safety Discussions
£ Waste Drums (Dates, Paperwork & Log)
£ Spill Kit (Location and How to Use)
£ Legal Paint Disposal
Safety Best Practices
£ Unsafe Working Environment
£ Proper Lifting Technique
£ Proper Hand Truck Use
Initials Date __________
£ Proper Pallet Jack Operation (Manual) Manager Initials Date __________
General Training Training Topics to be Explained by Management
£ Monthly Training Expectations
£ Introduce Dunn-Edwards Upper Management
£ Color Pro Training Expectations Manager Initials Date __________
Customer Service Lead: Week 3 Training Checklist
Week 3
Series 103
Self-Directed
Module Training
SharePoint
Software
Driver Safety
Note: Skip this section if not applicable to your location.
Series 103 LMS Training – Completed in LMS
Contents on SharePoint Page
£ Department Pages
£ Standard Operating Procedures
£ Mr. Dunn
£ Merchandising Playbook
£ Color-Ark Pro
UKG Pro
£ Paystub location
£ Vacation/Sick Time Accruals
£ Vacation Requests
Brainier
£ Password resets done through Helpdesk
Driver Safety
£ DOT
£ Elite Extra
£ Driver Onboarding for Dual-Facing Dash Cams
Additional Training Training Topics to be Explained by Management
£ Instant Savings (Explain the program)
£ Pump Display Expectations (Locked)
£ Store-to-Store Transfers
£ Perfect Palette and Brochures
£ Awardco
£ Store Standard Operating Procedures
£ Competencies for Position used in Reviews
Initials
__________
Customer Service Lead: Week 4 Training Checklist
Self-Directed Module Training Series 104 LMS Training – Completed in LMS.
General Training Topics £ Bi-Annual Reviews £ Factory Deliveries
£ Company Store (m2companystore.com)
£ Repair Centers in your region
Managers: Please list any additional training topics covered in the last 4 weeks. This is important for documentation purposes.
Customer Service Lead: Week 5 Training Checklist
Self-Directed
Customer Service Lead: Week 6 Training Checklist
Customer Service Lead: Week 7 Training Checklist
Week 7
Self-Directed Module Training
Teach Backs
Have your employee demonstrate proficiency in the following topics
Series 107 LMS Training – Completed in LMS
UKG Pro
£ Submit Vacation Request
£ Paystub Location
£ Access Employee Handbook
Safety Training
£ Store Evacuation Plan
£ Eyewash Station
£ Fire Extinguishers and Locations
Point of Sales (POS)
£ Return Policy
£ Gift Card vs. Merchandise Cards
Customer Service Lead: Week 8 Training Checklist
Week 8
108
Self-Directed
Training Series 108 LMS Training – Completed in LMS
Teach Backs
Have your employee demonstrate proficiency in the following topics
Customer Service Expectations
£ Importance of Customer Relationships
General Store Training Topics
£ Instant Savings
£ Pump Display Expectations
£ Repair Centers in your Region
__________
Customer Service Lead: Week 9 Training Checklist
Week 9
Series 109 Topics
Self-Directed Module Training
Teach Backs
Have your employee demonstrate proficiency in the following topics
Verification:
Series 109 LMS Training – Completed in LMS Manager
Safety
£ Store Ladder Use
£ Proper Hand Truck Use
£ First-Aid Kit
General Store Training
£ Bi-Annual Reviews
£ Factory Deliveries
Managers: Please list any additional training topics covered over the past 5 weeks. This information is important for documentation purposes.
Employee Questions and Notes:
Customer Service Lead: Job-Specific Training
Manager’s Only: Work with your new hire on their job-specific skills in conjunction with their modular training. Ensure they stay on track and are retaining important information. Sign off on each section once you are satisfied with your new hire’s understanding of each job-specific skill. All topics need to be completed by the end of Series 109.
Job Specific Training
Point of Sales
Customer Service Lead Training Topics: Verification:
£ Opening Procedures
£ Closing Procedures
£ Approved Purchasers
£ Manager Approval Code
£ Bank Deposit Procedure
£ Acceptable Forms of Payment
£ Gift and Merchandise Cards
Manager Initials
Date __________
Safety/Reporting
£ Best Practices (timeline to report injury)
£ Injury Reporting Process and Expectations
£ Sedgwick
£ Closest Urgent Care Facility
£ Closest Hospital
£ Waste Drum Expectations
Store Playbooks
£ Inventory Playbook
£ Hazmat Playbook
£ Merchandising Playbook
Manager Initials
Date __________
Manager Initials
Date __________
Customer Service Lead: Job-Specific Training
Job Specific Training Customer Service Lead Training Topics: Verification:
Important Contacts
£ Helpdesk
£ Epic Group
£ Store Equipment Service and Maintenance (SESM)
£ HERO
£ Sedgwick
Audits
Opening/Closing Store
Notes:
£ ROM
£ PCA
£ PCI
£ Production Area
£ Safety (emailed to store)
£ Alarm Code (Turning On & Off)
£ Cycle Counts
£ Colorant Cycle Counts
£ Pump Cycle Counts
£ Email Expectations
£ Daily Paperwork Retention
£ Access Store Safe
Manager Initials
Date __________
Manager Initials
Date __________
Manager Initials
Date __________
Customer Service Lead: Job-Specific Training
Job Specific Training Customer Service Lead Training Topics: Verification:
Operations
£ Text Requests
£ Credit Card Authorization Form
£ Repair Centers in Area
£ Industrial Tint Centers in the Area
£ Instant Savings
SAP Functions Inventory Functions
£ MD04 – Material Availability Snapshot
£ ME27 – Create a P.O.
£ ME22 – Change or Delete a P.O.
£ ME51N – Create 3rd Party Requisition
£ MB1B – Transfer Material
£ MB0A – Receive Factory Truck
£ MB5T – In Transit Report
£ MB51 – Material Movements
£ ZRIP2 – Open Sales Orders
£ ZCODE – Account Approval and Info
Notes:
Manager Initials
Date __________
Manager Initials
Date __________
Customer Service Lead: Job-Specific Training
Job Specific Training Customer Service Lead Training Topics: Verification:
Production Area
£ HERO Basics
£ Purging
£ Calibrations
£ Filling Colorant
£ Basic Tinting
£ Checking Colors
£ Spill Kit Location
£ Completion of Color Pro I
Manager Initials
Date __________
Resources
Notes:
£ Samsara (If Applicable)
£ Elite Extra (If Applicable)
£ HubSpot
£ Text Requests
£ SharePoint Page
£ Competitive Crossovers
£ 3rd Party Vendor Information
Date __________
Additional Comments
Acknowledgement
I have confirmed that the employee has finished all the required training.
Manager (Print):
Manager (Signature):
Completion Date:
Guidebook Upload
All new hire managers are required to upload a completed copy of the New Hire Guidebook to the Learning Management System (LMS) once training is finished. This serves two purposes:
• Training Record: The upload ensures that the new hire’s training is documented, accessible, and tracked for compliance.
• Future Reference: Completed guidebooks will be used as reference materials for future new hires. They provide valuable examples of training progress, documentation, and expectations, helping set consistent standards across the organization.
Note: Managers must complete the upload of this guidebook within three business days of the completion of the 109 modular training.
Certification Plans
Welcoming new employees to your store is an exciting opportunity to foster growth and success from day one. An essential part of this process is guiding managers and new hires through the certification plans in the Learning Management System (LMS), ensuring a smooth and productive training experience.
Managers: During onboarding, regularly check your new hire’s certification progress in the Learning Management System (LMS). Guide them to access their certification plan and review their assignments frequently. Provide support by answering questions and offering feedback about their learning journey.
Employees: Log in to the LMS and explore the different ways to access your certification plan. Use the assignments icon on your Brainier home page to find and select your plan, and pay attention to which sections are open or locked. Stay proactive in tracking your progress and contact your Store Manager if you need assistance or clarification during your training.
Option 1
• On your LMS dashboard, click the assignments icon on the screen's left side.
Certification Plans (cont’d)
• You will find "Certification Plans" at the bottom of the list
• Select the correct Certification Plan.
• The sections in orange are open; the sections in black are locked.
Certification Plans (cont’d)
Option 2
• You can access the Certification Plan by clicking the assignment icon on the left side of the dashboard
• From the list, choose “Assigned”
Certification Plans (cont’d)
• You will find the Certification Plan in your to-do list
• Clicking on the task from this screen will bring you to the Certification Overview and start page.
• This will function like all Brainier assignments.
Certification Plans (cont’d)
Options 3
• You can find the Certification Plan by scrolling to the bottom of your home screen.
• Here you will find all Assignments listed. Search for the desired title.
• This method will also function like any other Assignment and take you to the Overview and start page
DEVELOP – Stores
DEVELOPED BY OPERATIONS AND THE TRAINING DEPARTMENT
INTERNAL USE ONLY
REVISED: OCTOBER 2025
