Okay, you've got a significant problem. You're paying a high rate for someone who isn't performing to the required standard and is costing you time and money correcting his mistakes. Here's a breakdown of the situation and potential solutions

The Problem:
Technical Deficiencies

The grounding/bonding mistakes, missing screws, GFCI omissions, and inability to troubleshoot are serious safety and code violations. These reflect a fundamental lack of electrical knowledge.

Lack of Speed/Efficiency

Taking eight hours for two Cat6 cables is unacceptable. His slowness is significantly impacting your profitability.

Supervision Burden

You're essentially having to double-check and fix his work, which defeats the purpose of hiring someone at his pay rate. This is costing you valuable time and money.

Cost vs. Value

$60/hour is a premium rate, and you're not getting a premium performance. You're paying for expertise that isn't there.

Potential Liability

His mistakes create a liability risk for your business. Incorrect wiring can lead to fires, shocks, and other dangerous situations.

Communication Breakdown

While you've told him to pick up the pace and call with questions, it's not translating into improved performance.

The Positives (Minor but worth acknowledging)



Good at Pipe Bending

This is a valuable skill, but it doesn't outweigh the critical shortcomings.

Elevator Knowledge

This specific knowledge is useful for those rare occasions, but again, not enough to justify the ongoing issues.

Pleasant Demeanor

Being likable is important for team dynamics, but it's not a substitute for competence.

Possible Solutions & Recommendations


Honest and Direct Conversation (Again, but more structured)



Documentation is Key

Before you talk to him again, document specific instances of his errors, the time you spent correcting them, and the associated costs (materials, wasted time). This makes the conversation less emotional and more factual.

Performance Review

Frame the conversation as a formal performance review. Be clear and direct about the areas where he's falling short.

Specific Examples

Use the documented examples to illustrate your points. "On the [date] job at [location], you forgot to install the GFCI breakers as required, costing me [amount] in time and materials to correct."

Clear Expectations

Outline the specific improvements you need to see within a defined timeframe (e.g., one month). "I need to see a significant improvement in your understanding of grounding and bonding within one month. This means you must demonstrate that you can correctly identify and install grounding and bonding conductors according to code."

Training/Resources

Ask him if there are specific areas where he needs more training or resources. While you shouldn't have to train him extensively at this pay rate, understanding his perceived knowledge gaps can be helpful. Offer to provide those resources within reason.

Consequences

Be very clear about the consequences of not meeting the expectations. "If I don't see significant improvement in these areas within one month, I will need to re-evaluate your employment here."

Document the Conversation

Keep a written record of your conversation, the expectations you set, and the agreed-upon timeframe. Have him sign the document to acknowledge that he understands.2.

Consider a Probationary Period

If you see some potential and are willing to invest the time, put him on a formal probationary period. Lower his pay temporarily during the probation (e.g., to a rate commensurate with his current skill level). Provide focused training or mentorship (perhaps by a more experienced electrician on your team). Regularly review his progress and provide feedback. Be prepared to terminate his employment if he doesn't improve within the probationary period.3.

Change of Role

Since he is good at pipe bending, you might consider a role more focused on that task and less on complex electrical work. This depends on the needs of your business and his willingness to accept a different role, and a corresponding decrease in pay.4.

Cut Your Losses

Honestly, based on what you've described, this may be the most prudent option. The mistakes he's making are fundamental, and the amount of time and money you're spending to correct them is unsustainable. The liability risk is also a major concern.

Important Considerations



Legal Compliance

Make sure any disciplinary action or termination is done in accordance with local labor laws. Consult with an employment lawyer if you have any concerns.

Documentation is Crucial

Keep detailed records of his performance, your conversations with him, and any disciplinary actions taken.*

Don't Delay

The longer you wait to address this issue, the more costly it will become.

In summary, you need to take decisive action. His lack of knowledge and efficiency are costing you money, time, and potentially exposing your business to liability. Either he improves dramatically and quickly, or you need to let him go and find someone who can meet your expectations. Flag for review