Fall / Winter
1: Manager Development
A newly hired Manager in Training (M.I.T.) begins the training process by studying our Operations Manual. In bi-weekly meetings with one of our New Hire Coaches the M.I.T. will focus on learning to apply our Estimating and Marketing techniques while gaining practical knowledge from our returning Managers.

2: Business Presentation
Upon completion of the Operations Manual and consultation with their New Hire Coach the M.I.T. will prepare and present a Business Plan to their Support Executive. The Business Plan represents the M.I.T.'s goals in terms of production volume and profitability with a week-by-week breakdown of activities.

3: Sales Training
Sales Training is a three day seminar type training program focused on giving the M.I.T.s the knowledge and techniques necessary to prepare and present a professional house painting bid. The basic selling and customer satisfaction issues covered here go far beyond what most small business owners ever receive.

Spring
4: Field Training
While seminar training deals with generalities, field training handles specifics. Our Support Executives and New Hire Coaches spend their Spring Break helping the M.I.T.s turn their newly acquired book knowledge into accomplished skills by assisting and giving feedback on the M.I.T.’s first estimates.

5: Sales and Marketing
Starting with Spring Break the M.I.T. will spend about ten to twenty hours a week marketing for and presenting bids to potential customers. This is done primarily during evenings and weekends and is flexible around the M.I.T.’s schedule. Field Advisors and Support Executives continue to assist throughout the spring on an as needed basis.

6: Ops Meetings
Operations Meetings are weekly opportunities during the spring term to set and review weekly estimate goals with the Support Executive. Ops Meetings are a group experience with other local area M.I.T.s that are conducive to peer review, feedback, and sharing of ideas for successfully building the business.

7: Painter Recruiting
Painter recruiting starts as soon as the M.I.T. joins the program. Three solid workers can make your whole summer come together so M.I.T.s start networking among friends and acquaintances right away. Final crew positions are filled in early May.

8: Manager Paint Training
While the technical aspects of paint and house painting are covered in great detail at Sales Training, Managers learn the practical aspects of paint application by actually painting a special project in late spring. We train the Painters as well in a separate program just before the summer begins.

Summer
9: Production
By achieving the spring goals they set for themselves in the Business Plan the M.I.T. becomes an official Branch Manager. June 15th is the usual kick-off day for production and from that point on the Branch Manager becomes a real Small-Businessperson. Painters will need to be managed to produce jobs efficiently, with good quality, and with attention to the budget. Customers will need frequent commincation to ensure their expectations are met and exceeded. The initial customer base will need to be expanded to fill the summer schedule through referrals and new marketing blitzes. Daily contact with the Support Executive helps translate our experiences into a successful business for the Branch Manager.

10: Payroll Meetings
Weekly Ops Meetings in the spring change into bi-weekly Payroll Meetings in the summer. As a Branch Manager you and your Production Foreman would turn in your completed jobs and payroll request forms. Here you would also receive an account statement detailing your results so far.

11. Mexico Trip
Managers who achieve $50,000 in volume (as opposed to the average of $40,000) earn a free, all-inclusive, four day trip to Mexico. This group event is hosted by Student Painters and provides a nice cool down from the fast-paced summer.