If you have 10 experienced riggers and only four actually need instruction, do not start by buying 10 full classes. Rig Right Texas helps employers separate who needs training, who may already be ready for an NCCER assessment and practical exam, and who only needs focused preparation before a retest. Send us the crew size, credential requirement and deadline. We will help build the plan around the work.
Training is for learning. Assessment is for verifying existing skill. We help you decide which path makes sense before you put the whole crew in a classroom.
These are the questions employers usually ask when they are trying to get multiple riggers trained, assessed or documented before the next project.
Yes. Rig Right Texas can organize group rigging training for employers, including Basic Rigger, Advanced Rigger preparation, hands-on practice and other rigging-related needs. The schedule depends on the crew size, experience level, location and deadline.
Not necessarily. If an employee already knows the craft and only needs the appropriate NCCER assessment and practical exam, the employer may be able to schedule testing instead of purchasing a full training class.
Yes. One group may include new riggers who need instruction, experienced riggers who are ready to assess and employees who only need focused preparation before a retest. We can organize the request around those different needs.
No. OSHA places responsibility on the employer to determine that the rigger is qualified for the specific rigging work being performed. A recognized credential can support that process, but it does not replace the employer's job-specific determination.
OSHA: Qualified Rigger guidance →You may have one employee who has never rigged a load, another who has spent ten years under the hook and another who already passed part of an assessment but needs help with one area before retesting. Putting all three people into the exact same training plan usually wastes time and money.
Start with what the project requires and what each employee already knows. From there, we can help sort the workforce into the right next step: full training, assessment and practical testing, or focused preparation.
Basic Rigger training can give newer workers a structured introduction to rigging practices and hands-on work.
Experienced employees may be better candidates for the appropriate assessment and practical exam.
Advanced Rigger preparation can focus on advanced rigging concepts, calculations, lift planning and hands-on skills.
Focused preparation can help an employee work on the specific topics or skills that need improvement before retesting.
The most expensive employer training plan is the one that assumes everybody needs the same thing.
Use training when the employee needs instruction, practice or a stronger understanding before being assessed or assigned more responsibility.
Use an assessment and practical exam when an experienced craft professional already knows the work and the employer needs skill verification or a specific NCCER certification path.
If the employee needs to retest or is weak in a specific area, use focused preparation instead of automatically repeating everything.
Employers can schedule one service for one group or combine training, assessments and hands-on testing into a broader workforce plan.
For employees who need a stronger foundation in rigging before they are expected to take on rigging responsibilities or move forward in the credentialing process.
For employees who already have rigging experience and need structured review, calculations, lift-planning concepts and hands-on preparation before the Advanced Rigger assessment process.
If employees will be giving signals to crane operators, they need to understand the signals used, equipment limitations and the responsibilities that apply to signal-person work.
If your employee already knows the craft, assessment may make more sense than putting that person through a full class. We can help organize assessment scheduling for employer groups.
Written knowledge and hands-on ability are different things. Practical examinations allow the applicable certification process to evaluate performance in addition to written knowledge.
If an employee needs to retest, focus training on the areas that need work instead of assuming the employee needs to repeat an entire program.
Have mixed experience across one workforce? Send the headcount, job requirement and deadline. We can help separate the crew into training, testing and focused-prep groups.
If moving the entire crew creates more problems than it solves, ask about employer-specific onsite rigging training. Availability depends on location, crew size, equipment and the training requested.
If the same employees also need Fire Watch, Bottle Watch, Confined Space, OSHA, CPR or other safety training, we can discuss coordinating the needs under one employer relationship.
Rigging training is easier to manage when the schedule, hands-on work and testing are planned around the crew instead of treating every employee as a separate customer.
Give employees time to work with rigging equipment, practice the concepts being taught and connect classroom material to the work they are expected to perform.
Group training can be organized through Rig Right Texas so the employer is not managing separate registrations, schedules and contacts for every employee.
Ask about bringing eligible rigging training closer to your workforce. Onsite availability depends on the course, location, equipment, group size and testing requirements.
You should not have to figure out 20 individual registrations before you know which employees actually need training.
Tell us how many employees you have, their general experience level and what the project or company requires.
Identify who needs training, who may be ready to assess and who needs focused preparation before retesting.
Discuss group dates, shifts, hands-on requirements, onsite possibilities, travel and testing logistics.
Employees follow the agreed training or testing plan while your company keeps one point of contact for coordination.
This distinction matters. NCCER offers Rigger, Advanced Rigger and Signal Person certification pathways using assessments and practical examinations. OSHA, however, does not say that one specific third-party rigger card automatically qualifies a worker for every rigging job.
For construction crane work covered by Subpart CC, the employer must determine that a rigger is qualified for the specific work being performed. The type of load, rigging equipment, lift complexity and worksite conditions all matter.
Signal persons have separate qualification requirements under OSHA. Employers must make sure signal persons meet those requirements before they give signals.
NCCER states that its Rigger and Signal Person certification programs use assessments and practical exams developed with industry experts and designed around OSHA Subpart CC and ASME B30 requirements.
Read NCCER's certification overview →OSHA explains that the employer must determine whether a rigger is qualified for the specific rigging work to be performed. A certificate can be evidence of qualification, but OSHA does not require one particular rigger card.
Read OSHA's Qualified Rigger FAQ →Under 29 CFR 1926.1428, employers must ensure a signal person meets the qualification requirements through a qualified evaluator and that the required documentation is available.
Read OSHA 1926.1428 →NCCER describes its Rigger curriculum as covering safe rigging practices, lifting operations, load dynamics and lift planning, with a three-level curriculum tied to current industry requirements.
Read NCCER's Rigger curriculum overview →Rig Right Texas works with employers that need riggers trained, assessed or prepared for the next level while still keeping production, mobilization and project deadlines moving.
That is how we want the employer relationship to work. If somebody needs training, train them. If an experienced rigger is ready to assess, test them. If somebody only needs help with one gap, focus there. Then organize the schedule around the crew instead of making the crew work around 20 separate registrations.
If you know the required credential or project requirement, send us the roster, experience level, location and deadline. That gives us enough to start sorting the right path.
Yes. We can help employers organize group rigging training. The best setup depends on the number of employees, their experience, the training requested, hands-on requirements, location and deadline.
Not automatically. Training is for employees who need instruction or preparation. An experienced craft professional who already knows the work may be able to move directly to the appropriate NCCER assessment and practical exam. We can help the employer separate training candidates from assessment candidates.
Yes. Employer groups can be coordinated for NCCER assessments and practical examination scheduling. Send the credential needed, headcount, location and deadline so we can discuss testing logistics.
Yes. If your workforce has mixed experience levels, the employer plan can separate employees by the level of training or assessment they actually need rather than forcing everyone into the same path.
No. OSHA requires the employer to determine whether a rigger is qualified for the specific rigging work being performed. A recognized credential can support that determination, but the employer still has to consider the employee's knowledge, training, experience and ability for the actual lift and equipment involved.
Rig Right Texas can help employers with Signal Person training and qualification-related testing needs. OSHA has specific signal-person qualification and documentation requirements, so tell us what your project or company needs and we can discuss the appropriate path.
Onsite employer rigging training may be available depending on the course, group size, facility or jobsite, equipment and training requirements. Send the location and crew size so we can determine what is practical.
Yes. If the same workforce also needs Fire Watch, Bottle Watch, Confined Space, OSHA, CPR or other safety training, include that in the employer request so we can discuss how to organize the needs together.