Implementation Phase

DOE-STD-1012-92

All OJT instructors should be given the opportunity to enhance their technical

competency and instructional skills. Continuing training that is based on periodic instructor

performance evaluations should be provided to all qualified instructors. Instructor

evaluations should include direct observation by a training supervisor during training

sessions, and should address technical competency, instructor skills, and overall effectiveness

in facilitating the trainee's achievement of the learning objectives. Both announced and

unannounced evaluations are appropriate.

3.4 Implementation Phase

Implementation phase activities for an OJT program include implementing the OJT

program's Training Development and Administrative Guide, implementing the OJT program,

conducting in-training evaluations, and maintaining training records.

3.4.1 Implementation of the Training Development and Administrative Guide

A Training Development and Administrative Guide is a management tool for the

administration of an individual training program. For an OJT program this guide should also

address the selection and responsibilities of the OJT program coordinator.

3.4.1.1 OJT Program Coordinator. Each OJT program at a DOE facility may

have many instructors for training and performance testing. However, one person from the

line organization staff or the training department staff should be designated as an OJT

program coordinator. An OJT program coordinator may have responsibility for one or more

OJT programs. The duties of an OJT program coordinator should include:

Issuing OJT checklists and qualification standards

Tailoring an OJT program to an individual trainee

Providing the trainee with a list of instructors qualified to conduct the OJT and/or

performance testing

Providing assistance to instructors and trainees

Tracking trainee progress and setting target dates to reach qualification

milestones/goals

Ensuring proper documentation of training and performance tests

Providing program feedback by evaluating the effectiveness of program materials and

instructors

Scheduling training to take advantage of unusual or infrequent job-related activities

Counseling and assigning remedial training as a result of unsatisfactory performance