Davidson County Facilities Maintenance manages a diverse portfolio of facilities from commercial office spaces and residential buildings to critical government spaces like EMS bases, the Health Department, and the Sheriff’s Department. The team acts as skilled craftspeople, handling everything from general maintenance to constructing new structures from the ground up.
This wide scope of work demands cross-trade expertise, creating significant challenges for a public-sector organization with limited resources. But instead of letting those limitations define them, Davidson County chose to innovate.
The Old Way: A Roadblock to Technician Growth
Before partnering with Interplay Learning, the department faced a familiar challenge. While a tiered promotion system existed, there was no standardized way to assess knowledge or track professional growth.
The solution at the time was to send technicians to external training programs, which came with major drawbacks. “Not only were the course fees expensive,” recalls Safety Coordinator Robert James, “we spent more on travel and lodging than on the training itself.”
Training opportunities were also rare. “Most of the time, that training would only come around once a year if you were lucky,” Robert adds. “We can’t afford to send more than one person at a time due to the nature of our work environment.”
Pulling a technician away for multi-day training often disrupted schedules and left critical work undone. The team needed a solution that was effective, ongoing, flexible, and affordable.
A Modern Solution: On-Demand, Integrated Training
That’s where Interplay Learning came in. Its on-demand platform offered a comprehensive library covering what Robert calls the “Mighty 5”: HVAC, electrical, plumbing, carpentry, and safety.
Unlike the one-off crash courses of the past, Interplay’s training is always available, allowing technicians to revisit materials and practice rare scenarios as often as needed. “Some calls they might only get once in a career,” Robert explains. “Interplay helps them build the muscle memory and confidence to stay safe and prepared.”
Interplay also integrates safety directly into each technical module.“I can teach safety from an educational standpoint,” Robert says, “but from a hands-on standpoint, Interplay’s platform filled that crucial gap.”
Climbing the Ladder: A Smarter Way to Grow Skilled Technicians
The team’s innovative use of Interplay centers on a structured Career Ladder, a clear, measurable path for technicians to develop their skills and advance their careers.
Technician I to Technician II: Complete 80 module hours of Interplay training in the beginner or intermediate level courses in addition to code classes.
Technician II to Technician III: satisfy Tech II requirements and complete 120 module hours of Interplay training in the beginner, intermediate, or advanced level courses, along with code classes.
This system gives technicians a tangible goal and a clear understanding of the steps required to achieve it. As Robert explains, “Interplay teaches the fundamentals behind real troubleshooting. You’ve got to have an educational foundation, which does not come from just hands-on experience.
Each technician begins with a Welcome Assessment to identify knowledge gaps. Robert and the maintenance managers then build personalized career paths, ensuring every hour of training is relevant and impactful
With 90% of training now done in-house, technicians no longer need to travel or disrupt their schedules. They’re given 10 hours of paid administrative time per week, allowing them to learn at their own pace and apply new skills immediately.
“We can now provide always-available training, letting our technicians learn while at work, on their own schedule, and from any device with an internet connection.
Davidson County’s “Superstars”
The real power of this approach lies in its impact on individuals. Two standout technicians, David Boggs and Daniel Craver, show what’s possible when people are given the time, tools, and support to grow.
The First to Climb the Ladder: David Boggs
Already a Technician II when Interplay launched, David saw the opportunity and took a systematic approach to his training.
“He was diligently plugging away at courses,” Robert recalls, “especially the ones that addressed his weak spots.”
David became the first technician promoted to Technician III under the new system, a milestone that validated the program and inspired others to follow.
From Janitor to Aspiring HVAC Pro: Daniel Craver
Daniel joined the team from a janitorial role, with no formal trades experience but a passion for hands-on work. He quickly rose on the training leaderboard, within Interplay, often surprising Robert with what he was learning:
“Wow, I was shown to do it this way, and I never knew it was wrong,” he’d tell Robert.
Daniel’s dedication has him on the fast track to advancement. He’s being developed as the department’s next go-to HVAC technician, and Robert sees his promotion to Technician II as imminent. “Nothing stands between him and promotion but time, he came in green and has just taken the bull by the horns.”
A New Culture of Confidence and Safety
For Robert, the most meaningful change has been the shift in mindset. Before Interplay, technicians often hesitated or asked for backup. While honest, displaying the lack of confidence or hesitation could be dangerous in high-risk situations.
“When I see people who are confident in performing the tasks put in front of them and eager to take on new tasks without hesitation, that is where the real story of success begins.”
Now, technicians have a trusted resource they can turn to anytime. They can review modules, refresh their knowledge, and approach tasks with confidence.
That confidence directly impacts safety.
Robert shares a story of an HVAC technician working on the County Sheriff’s department. After completing Interplay’s courses, the technician spotted an improperly secured electrical conduit. It wasn’t an immediate hazard, but he knew from training that vibration could cause long-term damage. He secured it properly, preventing a future service interruption and reinforcing the team’s proactive safety culture.
“We want our people to notice the small things before they become much larger issues, and that’s a skill that only develops through systematic training. Our people are more competent and capable of doing work now than before Interplay.”
Building a Stronger Future, One Technician at a Time
Davidson County Facilities Maintenance has done more than implement a training platform; they’ve reimagined how public-sector teams grow, learn, and lead. By investing in structured development, personalized learning, and integrated safety, they’ve created a culture where technicians feel empowered, valued, and prepared.
“We’re not just checking boxes,” Robert says. “We’re building people up, and that makes the difference.”
That focus on people is already strengthening the department’s future. With many senior staff members approaching retirement, Interplay is helping Davidson County retain talent by giving newer team members a clear path to promotions. As Davidson County continues to invest in its people, it sets a powerful example: when you give your team the tools, time, and trust to grow, they’ll rise to the challenge and beyond.
