Functional Analysis

DOE-HDBK-1074-95

actual and desired job performance and the factors that prevent

desired job performance.

A needs analysis should be performed whenever new requirements

are issued, when job performance is below standards, and when

requests for changes to current training or for new training are

received. A needs analysis helps assure training is the appropriate

solution, identifies the training issue(s), and ensures that instruction

on the topic is not already included in an existing training program.

Determination of the cause of performance deficiencies and potential

solutions is the primary purpose of needs analysis. A needs analysis

which addresses a specific performance problem helps management

determine whether or not the problem can be resolved by training or if

non-training issues must be addressed. Job aids, revised procedures,

increased management attention, etc., may be solutions that do not

require training. Depending on the application, needs analysis should

include:

A review of regulations (RCRA, OSHA, DOE orders, standards,

etc.) to determine training requirements.

A review of occurrence reports, performance indicators, and

other performance feedback to identify trends and weaknesses.

Interviews/interactions with job incumbents, supervisors, and

facility management to identify needs.

SME table-top discussions to identify and define performance

problems associated with the job.

Needs analysis provides documentation of the determination of needs

and recommended solutions. If training is needed, the needs analysis

should provide the following information:

Performance deficiencies.

Barriers to desired job performance.