Trainees should first shadow/watch the senior or expert employee complete or demonstrate the proper method to complete the task. Instead of vague or unmeasurable outcomes like “Demonstrates an understanding,” “understands” or “knows,” this format uses rating criteria between 1 (“cannot perform the step without assistance”) and 4 (“can perform the step without assistance and with initiative”). The detailed steps for the task are listed in a checklist using performance criteria to evaluate each step. This stage and document lists the performance objectives necessary for completing each task, any safety equipment required and any additional references required (e.g., policy, standard operating procedures and operations manuals). Below, we illustrate a two-stage process as well as the performance forms needed to accurately and effectively capture an employee’s performance while participating in on-the-job training. But we also realize that creating a new form will not guarantee efficacy, so we also want to share a best practice for incorporating constructive feedback, practice time and remediation when needed. This new and improved OJT checklist can be more accurately called a performance evaluation form. Our experience has shown that a performance rubric gives an organization better insight into an employee’s level of training – a crucial training component if the organization desires to be both safe and effective. We have both also seen checklists used to document an observation, yet all too often, these checklists neither capture the trainee’s actual level of performance nor accurately assess his or her level of competency on a given skill. We have both worked in industries from mining and transportation to allied health where safety-critical skills must be captured in order to both document and provide feedback to accrediting agencies, government regulators, and – of course – the employees and supervisors. If you are asked to improve an OJT program, where should you start? And is there a more effective approach than simply using a checklist to document that an OJT task has been completed and observed? Here is an approach that may help improve OJT performance feedback at your organization.
ON THE JOB LEARNING HOW TO
It is also true that being shown how to do one’s new job by shadowing an experienced employee is a valuable teaching tool however, if there are not clear performance objectives and documented observable evidence, is it really the most effective training approach, especially for jobs that are safety-critical or extremely dangerous?
However, many companies rely on this much-used method for teaching a new employee his or her new job. This oversimplification of on-the-job training (OJT) evaluation is all too often the only performance feedback employees and managers see.
ON THE JOB LEARNING PROFESSIONAL
The Certified Professional in Training Management ProgramĪn employee did something, someone observed her doing it and so a box was checked.
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