Cuts to CSX Peer Training Leave New Hires Without Dedicated Mentors

For many of the mentors in CSX’s peer training program, their role is a source of pride.

These old heads strive to pass along their experience and expertise to new hires, knowing they would have been better off if an official mentor had been there earlier in their own careers.

Two weeks ago, one of them (whose name we are withholding to prevent any possible repercussions) was notified that his position was being cut due to lower revenue after a rough quarter for the Fortune 500 Railroad. He wasn’t the only one.

“I proceeded to tell them that doesn’t really paint a pretty picture in my eyes from a company that preaches safety,” he said. “And you’re basically cutting the safety department.”

Training cuts come with consequences

While a large portion of the cuts to the peer training program seem to be hitting smaller terminals, the effect is the same: safety and structure for new hires is sacrificed to save a few dollars.

Local 1760 Chairman Andy Wirth estimates that this is the third time in roughly three years that the railroad has cut mentors at his terminal.

“It basically shows us as a smaller area that they don’t really care about us,” Wirth explained. “We don’t matter as much as a large terminal. It’s really disheartening that you can’t put your money where your mouth is as far as these guys’ safety and their careers.” 

The mentor agreed.

“It’s kind of depressing for a company that year after year preaches safety, and we just kind of put a hold on it to make up for lost revenue.”

Structure suffers as managers drop the ball

But safety isn’t the only aspect of training that’s affected by the cuts. Structure and organization are not what they once were.

The recently cut mentor would make a checklist of everything that he wanted to discuss in meetings with his trainees.

With meetings scheduled before his role was eliminated, his latest agenda was ready to go, but now managers were leading the discussion.

Attendees weren’t impressed.

“Every one of them said it was a disaster,” he recalled. “I had for this last meeting probably 15 or 16 things that I wanted to talk about, and they all proceeded to tell me that only two out of the 15 were talked about.”

The cuts have also resulted in scheduling issues.

“Since we lost our mentor this last go around, our trainees have had issues with their schedule,” Wirth pointed out. “They have issues, but there’s no feedback as far as ballast-level coaching that they were supposed to get from the frontline managers who were supposed to take over the role.” 

More than just a training program

For Don Roach, SMART-TD’s Michigan Safety and Legislative Director, eliminating these positions leaves a huge void for new hires.

“The education piece and the knowledge of basic railroading skills, basic knowledge of regulations and why they’re in place for their safety…that’s one of the key things that’s lacking when they cut these mentor positions,” Roach explained. “Usually, it’s a union person in these roles for the most part.”

There are rumblings that the mentor’s position could be brought back if the second and third quarters are strong, but nothing has been confirmed.

Right now, he’s taking solace in the relationships that he’s built and the knowledge that he passed down to his trainees.

“I already had a guy call me, and he goes ‘If it wasn’t for you, I probably would have quit.’ That means a lot to me,” he emphasized. “It’s just something I like to do is to teach the guys, because I realize how hard and different this job is when you get hired, and it’s something I wish I had when I started.”