Analysis - hdbk10780010

DOE-HDBK-1078-94

systematic method of determining and implementing training that is directly related to

the needs and requirements of the job.

This Handbook was written on the assumption that a facility/site/office is currently

not using the systematic approach to training model for their training programs.

However, many facilities/sites/offices do have effective training programs in place

that contain many performance-based characteristics. Existing programs should not

be discarded, rather systematic methods should be used to validate and supplement

the content where necessary. The systematic approach also helps refine the methods

of managing and implementing these programs.

This Handbook is organized into a series of sections, each section representing one of

the phases of the SAT model. An overview of each of the phases follows.

1.2.1 Analysis. This section addresses three methods of identifying

training/performance requirements: needs analysis, job analysis, and task

analysis. The major outputs of the analysis phases are a task list for each

position, and a task-to-training matrix.

The task-to-training matrix identifies the training disposition of the tasks

identified in the task list and lists the existing materials that support task

performance. Participation of subject matter experts and facility personnel is

emphasized throughout the processes.

1.2.2 Design. The design phase uses the information collected during the analysis

phase to provide a "blueprint" for developing training programs based upon the

SAT model. This section of the Handbook addresses methods for writing

learning objectives, setting training standards, designing tests, and preparing

training plans. The major outputs of the design phase are learning objectives

and test items. For existing programs, contractors are encouraged to

determine if their learning objectives are appropriate, cover all required

content, and include appropriate criteria and conditions.

1.2.3 Development. Development incorporates the results of the design activities.

The major outputs of the development phase are the completed lesson plans and

training aids.

1.2.4 Implementation. Implementation encompasses taking the results of the

development phase into the training setting and conducting the training. The

major output of the implementation phase is trained personnel.

1.2.5 Evaluation. Evaluation consists of a periodic review of the training materials

and methods of soliciting feedback from former trainees and their supervisors on

the effectiveness of training. The major outputs of evaluation are the decisions

made to improve the training program during all phases.