Determine Training Needs cont'd

DOE-HDBK-1078-94

Have previous employees been able to perform these jobs?

Are operating procedures adequate or have they changed significantly?

Are identified deficiencies training-related?

2.1.3 An effective needs analysis must involve subject matter experts (SMEs) such

as job incumbents and supervisors who are knowledgeable of the job

requirements and standards of performance. Job data collected from these

sources provide insight into performance problems and valuable input into

actions planned to correct them. Analysis of performance problems should

follow a logical sequence and continue until the root cause is established. In

general, the following sequence should be followed.

Identify specific symptoms of the problem clearly.

List possible alternative causes to the problem.

Investigate each alternative cause until it can be eliminated or

confirmed as a contributor.

2.1.4 Circumstances generally having training-related implications may include the

following.

Performance-based training programs for key positions are not in place.

The facility has a shortage of qualified personnel.

Major changes in job scope have occurred.

Changes to requirements have occurred.

Plant or equipment modifications are not routinely incorporated into training

programs.

2.1.5 Any actions taken and decisions made during the needs analysis shall be

documented. This documentation provides an important element that supports

and validates the training program since a critical part of the training program

records is the rationale that supports related decisions. A form similar to the

"Training Needs Analysis Report" (Attachment 1) may be used to document

findings and recommendations. These records should be maintained

throughout the life of the training program to substantiate development efforts

and subsequent modifications.