General Guidance - hdbk10860012

DOE-HDBK-1086-95

GENERAL GUIDANCE

3.1 Intent of Table-Top Training Program Design. Developing training using a systematic

approach involves five phases: analysis, design, development, implementation, and

evaluation. In the analysis phase, training needs are determined. When training is

selected as part of the solution, the analysis phase creates the data that serves as the

foundation for the systematic development or revision of training programs. This data

is obtained from three sources: job needs, learner needs, and organizational needs.

Effective analysis is a cost benefit by saving more than it costs through ensuring that

training resources are spent where they are most needed.

Table-Top Training Program Design will help your facility conduct analysis and the

entire design phase of a systematic approach to training for a job position/program.

Your facility should have already developed a valid task list and selected which tasks

require formal training for the job position. The team will use that list of tasks selected

for training as the basis for analyzing and designing the training program content. The

process used in TTTD is based on analyzing content while simultaneously designing

the training/qualification program. This process has proven to require much less time

than traditional task analysis methods -- in fact saving hundreds of hours -- with valid

results.

3.2 Who is Involved. During the process, a coordinator makes the necessary

arrangements and one or two facilitators guide a team of job incumbents, subject

matter experts (including an immediate supervisor and a safety analyst), and

instructional technologists (who will be responsible for developing the subsequent

training program) through the process.

3.3 Steps in the Process. During the process, the facilitators guide the team members

through the following steps:

Step 1. Orient the team. This involves:

Reviewing the valid task list.

Providing participants with a vision of where the TTTD process is

going and the reasonably achievable goals of the process.

Providing the participants with the skills to reach these goals.

Step 2. Design the training program structure including the training flow paths for

both the initial and continuing training program, training settings and

testing requirements.

Step 3. Place the tasks within the training program structure. Assign each task

to a topic or major training block in the training program structure. Thus,

common tasks are placed together.