Temporary Employee Training and Qualification

DOE-HDBK-1114-98

2.5 Temporary Employee Training and Qualification

Subcontractors and temporary employees who work independently at a facility must be qualified to

perform their assigned tasks. Line managers should review the qualifications of these individuals and

verify that they possess the skills required to perform assignments properly. In addition, the facility

should provide general employee training and facility- specific training that is applicable to the individual

job assignment.

Training and qualification for long-term subcontractors and temporary employees filling permanent

employee positions should be the same as that required for permanent employees. Short-term

contractors should be qualified for the tasks they are to perform independently. Subcontractors and

temporary employees should attend the continuing training that is appropriate for their job

responsibilities (e.g., those who work on motor-operated valves should attend continuing training and

industry operating experience training on motor-operated valves).

2.6 Exceptions

An exception refers to a release of an individual from portions of a training program through prior

education, experience, and/or testing. Line managers may grant exceptions from training within the

exception criteria established jointly by line and training managers using 5480.20A. Experienced

personnel may be considered for exception from applicable training. Exception from training

requirements should not include exception from qualification requirements. Exceptions should be

administered in accordance with facility procedures. Line managers may except personnel from training

topics on a case-by-case basis. A line manager's review of an individual's prior training and job

performance history provides data for this exception. This review should consist of one or both of the

following, or an equivalent process:

An objective, technical interview of the individual to determine work experience history,

qualifications, and training. This interview helps to ensure that work history is related to the

candidate's assignment, and may include contact with previous work supervisors.

A review of previous training and qualification records and job performance history to determine

training received and work accomplished.

To verify that the individual possesses adequate knowledge and skills, the following should be

conducted:

An examination based on the learning objectives from the training being excepted. It is not

necessary to test all of the learning objectives. Input from the training and experience review

should be used to determine the scope of the examination.

An evaluation to verify proficiency of skills necessary to perform the tasks for which training is

being excepted. This evaluation may be based on the candidate performing the tasks

satisfactorily, or a technical " alk-through"or "alk-through"of the tasks. Task performance is

the preferred method.