Hpe program rating #3 training

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Information about Hpe program rating #3 training
Business & Mgmt

Published on February 20, 2014

Author: PMHaas

Source: slideshare.net


Series of six rating sheets to provide a high-level, subjective evaluation of the design of various elements of a Human Performance Engineering Program. Sheet #3 is for the Training Program.

Training Systems Rating Sheet No/Strongly Disagree 0 Disagree 1 Agree 2 Strongly Agree 3 Score Question General & Administrative A systems approach to training, with degree of formalization and documentation consistent with level of risk, is used to define, develop, design, implement and evaluate all training. A training administration manual or similar document(s) exists, stating goals, objectives, policies, requirements, and procedures for conduct and administration of training. Training and qualification is the direct responsibility of an individual or group whose primary function is training, but facility (line) management has ultimate responsibility and authority. Training developed and/or implemented by contractors, vendors, or personnel other than in-house training staff is monitored, controlled and evaluated to assure consistency. Training records are maintained in an auditable manner to support management information needs, document individual training completion, and support verification of accuracy of training content. Management provides adequate resources to assure that staffing, facilities, equipment and materials for training are sufficient to meet training goals. Training Staff Training staff has and maintains appropriate educational, technical qualifications, and experience for their respective positions and specific training courses. A training and qualification program is in place to develop and maintain knowledge and skills of training staff in both technical areas and instructional technology. Analysis Entry-level requirements are established for each position, including minimum education, experience, technical, and medical requirements as applicable. A job/task analysis is performed for each position to identify required tasks and the associated knowledge and skills necessary for safe and effective performance. A training needs analysis is conducted considering task analysis results, entry-level requirements, safety analysis, operating procedures, past operating experience and/or other pertinent information. Job/task analysis, entry-level requirements, and training needs analysis are reviewed and revised as necessary in response to changes in the facility, systems, human resources, etc. Design and Development Learning objectives describing the knowledge and skills required for safe and effective job performance are derived from tasks selected for training; objectives are specified in observable and measurable terms. Lesson plans and all other training materials are based on, and support, the specified learning objectives. Content of the lesson plan and other materials addresses all learning objectives and promotes effective and consistent training delivery. Review, approval, and control requirements, including responsibility and authority for change, are established and maintained for all training materials. A continuing training program is in place to maintain, update, and improve knowledge and skills of job incumbents. (0 - 3)

Score Question (0 - 3) Conduct of Training All training is conducted using approved and current training materials. Training replicates actual job conditions to the extent practical, and allows for direct participation by the trainees. On-the-job training (OJT) is conducted by personnel having appropriate technical knowledge and experience as well as training in OJT instructional techniques. Laboratory/simulator training is used as appropriate and possible to develop hands-on skills and application of principles; all such training is delivered by instructors trained in instructional techniques. Delivery of OJT, laboratory and simulator training includes evaluation of task performance using established standards (job performance measures) prior to qualification; evaluation is performed consistently following prescribed practice. Trainee Exams and Evaluations Trainees are evaluated regularly using written, oral, and/or performance evaluations. All examinations and evaluations – written, oral, OJT, laboratory, or simulator – are based on learning objectives, administered consistently, controlled and documented. Content of written and oral examinations is changed periodically to prevent compromise. Development, approval, security, administration and maintenance of all exam materials are formally controlled, with access limited to designated personnel. Clear requirements for remedial training and reevaluation, including any restrictions on qualifications or job performance, are specified; remedial training/revaluation are provided in a timely manner, fully documented. Training Program Evaluation A comprehensive evaluation of all training programs is conducted by qualified individuals periodically. Instructional skills and technical competencies of instructors are evaluated regularly, and results are used to improve instructor performance. Feedback from trainees during training and post-training feedback from former trainees and supervisors is used to evaluate and improve the training program. Facility management of change (MOC) programs include evaluation of system changes (hardware, software, procedures, etc.) for impacts on the training program and modifications are made promptly. Operational experience is continuously reviewed for potential implications of training program problems, deficiencies, or opportunities for improvement. Training facilities and equipment are evaluated periodically to determine effectiveness in meeting training goals. Changes identified as necessary from evaluations are made in a timely manner and associated training materials are promptly updated; all changes are documented and systematically tracked. Total Scoring: 81 – 102……..Training program is well designed and properly implemented. Continue to monitor and enhance. 61 – 80………Training program is consistent with minimum good practice. 40 – 60………Significant weakness exist in the training program/process; personnel qualification questionable. Below 40…….Major systemic problems exist with training program development and implementation.

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