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|  TRAINER CLASSIFICATION MODEL
REPRESENTATIVE JOB
REPRESENTATIVE JOB DESCRIPTION
REPRESENTATIVE COURSE TITLES
REPRESENTATIVE
TITLES
COMPETENCIES
Manager of Training and
LEVEL
A. An administrator or manager who plans and directs the work of subordinate
Research Methods
Develop yearly and multi-year plans
Development
VI
trainers. Functions as an employee development/problem solving consultant where
Program Planning and Evaluation
and budgets. Select competent
training is a possible alternative to achieve an organizational goal. Does training cost
Administration of Occupational Education
staff, control resources, supervise
Program Leader
estimating and training proposals. Evaluates training results and trainers. Provides or
Personnel Management
staff, motivate, schedule activities,
arranges for materials, outside consultants, etc.
Organizational Development
keep records, maintain public
relations.
B. Preparation for this position includes all those expectations preceding as well as
training management courses emphasizing program planning and evaluation, training
research, and various generically related management/administration courses that go
beyond directing people and include organizational development. Advanced degree.
(1)
Course Designer
LEVEL
A. A senior, experienced trainer who functions as a lead trainer. Develops curriculum,
Supervision/Human Relations
Do front-end analysis and research.
V
may teach and mentor new trainers, teaches advanced coursework. Does assessment
Individual and Organizational Behavior
Analyze data and translate into
Training Analyst
and evaluation training.
Employee Behavior and Assessment
program design. Write proposals.
Program Evaluation and Corrective Action
Lead Instructor/Coordinator
B. Significant training/teaching experience. advanced coursework in learning theory,
Assessing Employee Performance
Arrange and conduct staff
instructional design, needs research, front-end analysis. Beginning management
continuing training. Evaluate
orientation. Bachelor's degree. (1) Includes level IV.
instructional designs and vendor
products.
Instructor
LEVEL
A. Works under the direction of a senior/experienced trainer or supervisor. Provides
Methods of Occupational Training
Use competency-based models and
IV
formal classroom instruction to employees from various departments. Develops course
Occupational Analysis and Course Construction
various assessment techniques.
Instructional Developer
work and instructional materials.
(Front-end analysis)
Evaluate learning objectives and
Analysis and Design
multi-media materials. Utilize SAT
B. Teaching/training knowledge background includes courses with such titles as
Instructional Development
and vendor materials.
"Methods of Teaching Adults," "Occupational Analysis," "Course Construction,"
"Learning Theory," and the like. A fairly heavy dose of both "how to" and "why" with
the "why" being accepted as essential. Includes Level III.
Trainer/Lecturer
LEVEL
A. An individual who works full-time or part-time in training. Primarily a subject matter
Instructor Training
Implement group interaction
III
expert working as a classroom trainer using instructional materials and strategies
methods. Classroom teaching
developed by others.
techniques. Train and test using
materials prepared by others.
B. Training preparation: Instructional methods, learning theory. Overview of course
development. Includes Level II
Foreman/Supervisor
LEVEL
A. Supervisor or foreman who is expected to regularly indoctrinate new employees in
Instructor Training
Use group interaction methods,
II
organization expectations, and, on occasion, to update and provide information in
select strategies to meet learning
semiformal department meetings and conduct job-specific training. Occasionally asked
needs, use elements of
to provide information about his/her department to employees of other departments in
performance based training to
a rather formal setting.
develop an instructional program.
Use AV equipment.
B. The 'Instructor Training" course plus appropriate material covering information on
andragogy, front-end results analysis, and developing learning materials. More "how-
to" information, but including some "why." Includes Level I.
Mechanic
LEVEL
A. A subject matter expert working as an OJT instructor, using materials developed by
OJT Instructor Training
Use effective learning concepts.
I
others, who conducts on-the-job training and employee performance testing.
Demonstrate a job skill. Conduct
Equipment Operator
performance tests.
B. Would benefit from a trainer course, i.e., "OJT Instructor Training." A course that
Word Processor
deals with the "how to" rather than the "why," one-on-one instructional methods, and
performance testing.
Electronic Technician
(1) Specialized experience and education may be submitted on an individual basis.
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