Should I train the new recruit?

[OnePinaColada]

I'm a contractor who has spent many years developing my experience in a particular skill. I'm hired specifically for this skillset.

My manager has hired a new permanent employee but didn't assess her skills properly. She has come into the team and knows nothing. The rest of the perm members who have a similar skillset have been training her to get up to speed but there is so much for her to learn it will take her a at least a year to get up to speed. The manager has refused to give her formal training which she desperately needs.

My manager is a rather difficult character. She is fine with me and the other contractors, however, she is not very nice to other perm team members. So much so, they are all on their notice period. I get along very well with the team members.

My manager has offered me a perm position at the end of my contract which I have not given a decision on. However, she realises the new recruit needs hand holding and wants her to shadow me and for me to train her, especially as the other team members are leaving.

The new recruit spends all her time with the team members and cannot work independently as she simply does not have the skills. Three months in, the team are all starting to get annoyed with her constant interruptions and questions. Nothing wrong with questions at all - but the questions she asks the same questions numerous times and from various different team members. It is evident, even when helping her that she does not understand what she is being told and does not seem to be trying to do things on her own. Also, when others have tried to advise her on a particular approach, she will dismiss or discount it. Again nothing wrong with challenging other's opinion, but she does not give a clear reason or strong justifications for doing so.

As a contract staff I do not train others but will train employees on the work that I have done. This is standard in my industry. I really don't feel comfortable about training her and although the permanent position is a tempting offer, I am irritated that she will be on a similar salary band as me, and I will be expected to impart all my skills and knowledge to her. In fact it is putting me off accepting the perm offer.

Can I reasonably refuse to train her as a contract staff? (Note - I am happy to answer her questions and give a small amount of guidance - but not spend hours/days and have her shadowing me).

[chillied]

I think you need to use the working relationship you have with your manager to raise these issues. You might be able to persuade her to think differently. I don't know why she's bothering to keep new recruit on while getting rid of the rest of the team, for instance.

More or less I would say that you won't take the position if it involves being shadowed yes . It would take up a huge amount of your time. And make you resentful.

[OnePinaColada]

Thanks Chillied. I have raised these issues to my manager and the other team members have also done too as they are now not delivering as much due to the time that they have to spend training her. However, I suspect that my manager does not want to get rid of the new recruit. She has made it clear that she does not rate the existing perm members and openly said she wants to build her own team. The new recruit would be her first new perm hire. I suspect it would then be an embarrassment for her to get rid of the recruit.

Another complexity is that our team is expected to deliver and whilst a grace period is given to any new recruit (perm or contract) - the new recruit is being expected to start producing deliverables - which she cannot do.

[Hoppinggreen]

Will your contract fall within IR35?
If you are subject to a review having managerial or supervisory duties are one of the things that can put you inside it if that’s a concern

[OnePinaColada]

I was outside IR35 before, but now I have transferred to a contract with an umbrella company. I did however, in the new contract agree the projects stated and the deliverables (which did not include training).

[Harrythewho]

I think you all have issues. I would expect you to train another member of staff - your reluctance would concern me - knowledge sharing and staff development is really important to us. The poor training and onboarding of new staff is appallingly bad management. I would be concerned about taking a permanent job for a manager who treats permanent people like shit - what makes you think you’ll be special. If you are not the problem and you sound like you are a bit - get a job elsewhere - with a healthier culture.

[Amelia90]

It's horrible to start a new job, especially when you are not sure of the ropes and she's most probably really stressed. Surely taking time out to offer a little guidance would not hurt you? Think about if it was on the other foot or if this was your daughter, niece? Or if you just started a new role? Patience and kindness goes a long way.

[CantHaveTooMuchChocolate]

If you were outside IR35 before, why did you move to umbrella, did they give you an inside sds for your new contract? If so I’d be more worried about moving from outside to inside at the same company tbh.

If you’re not contracted to train new staff then you can refuse, but if you’re looking to go permanent there then that could affect your relationship with your manager. Not an easy decision, I’d still refuse and be prepared to leave if it doesn’t work out, but if you want the permanent job then you might want to tread carefully.