Job Training Analysis:

Integrating Production with Safety

Train the Trainer
Salt Lake City
May, 2004

Collaborative work - field testing a process for

quickly developing information for use in skills
training…

NIOSH / Morton Salt / MSHA

…a few questions…

If we wanted to create variability in

how this loader was operated by
different operators….

What would we likely do?

What might be the consequence
of that variability?
 Increased risk of injury?

 Increased maintenance costs?

 Increased production downtime?

Overall – increased operating costs?

 ..a picture of a table top JTA
Duty 2: Pre-shift operational checks

Tasks Why important? Consider -- Importance

• Steps Safety, Production, and Ranking
Maintenance
Obtain checklist
• Mark hour
meter reading
Power off checks
• Engine Oil
• Hydraulic oil
Different methods can be used to develop the job analysis (column 1)

Morton Salt Inc. (Lift Truck Example) Contact: Bruce Blakemore

 Duty 2: Pre-shift operational checks

Tasks Why important? Consider -- Importance

• Steps Safety, Production, and Ranking
Maintenance
Obtain checklist Check with foreman
• Mark hour
Preventative maintenance scheduling
meter reading
Power off checks walk around inspection
• Engine Oil Correct oil for that vehicle, do not
overfill, only fill when level is at
add mark or below
• Hydraulic oil Correct oil for that vehicle, do not
overfill, only fill when level is at
add mark or below
 Duty 2: Pre-shift operational checks

Tasks Why important? Consider -- Importance

• Steps Safety, Production, and Ranking
Maintenance
Obtain checklist Check with foreman 2
• Mark hour
Preventative maintenance scheduling 2
meter reading
Power off checks walk around inspection
• Engine Oil Correct oil for that vehicle, do not
overfill, only fill when level is at 3
add mark or below
• Hydraulic oil Correct oil for that vehicle, do not
overfill, only fill when level is at 3
add mark or below
… a practical JTA
3 level hierarchy
Short descriptions of the tasks and steps

 Makes sense to experienced workers

 Is a natural way of thinking about the job
 Is useful for chunking the job into parts that
can be taught and evaluated
 Is at a level of detail that is useful for the
trainee and the trainer
 How is a JTA used?
..to help structure skills training

Can reduce the time to learn a new skill

Can reduce the variability in how the task
is performed
Good quality skills training…
 Connects production, safety,
maintenance, and crew
coordination

 Is planned

 A trainer is present
 Range of OJT
 On-the-job exp. (OJE)  Structured OJT

 Self teaching  Trainer present

 Shadow another  Plan developed
employee  Trainer has learned
 No plan developed skills in
 No evaluation other  Teaching
than self-assessment  Evaluating

All jobs carry some risk – relative risk

is an important consideration
Why structure OJT?
Why invest in a job training analysis?
 Putting a JTA into context
Experienced workers define
training / performance targets

JTA is fluid – can be easily

modified over time..
 Roof bolting - Duty 2: Tramming
Objective: Learner will be able to demonstrate and
explain how to safely tram equipment.

Tasks / Steps Importance-Safety, Importance:

Production, and
Maintenance
Walk roadway before Two people needed for moves: Depends on
tramming one to walk and one to operate conditions:
bolter to avoid cables and give
lamp signals. Also a good time 2 - 3
to check and make sure no
other equipment is parked in
blind spots, e.g., on other side
of curtains.
Communicate intention Verbal: Include telling trainee 3
to tram and cable reel importance of position in
coming on relation to cable & bolter. Note
that splices can get hung up in
the reel.
Some benefits of table top JTA…

 Makes use of the experience of those who

perform and have a stake in the job
 Saves time over other methods for doing a
training needs assessment (or job analysis).
 Listing of duties, tasks and steps makes sense
to those who do the job.
 A good way of getting experienced
performers on the same page
 Puts a lot of key information on a single page
 Can be readily used as a guide for OJT
 Is based on long term military ISD research
What might be gained?
 Time

 Less risk of downtime?

 Save time of maintenance and repair folks
 Less risk of injury?
 Save time of the employee: less lost time
 Quicker acceleration of learning?
 Less time to (learn) do a particular task
If we wanted to reduce variability in
how these two would operate this
equipment...

What would we likely do?

OJT / general training method…

 Assess
 How?

 Train
 How?

 Evaluate
 How?
 On-the-job training…

assess
 Prepare (training outline?)
 Define gap…is training necessary?

 Trainer demonstrates / informs / discuss

training

One job duty or task at a time…

 Trainee demonstrates / practice / talks their
way through the task…
 Trainer offers feedback – ask questions – more feedback

evaluate
 Evaluate – determine if performance is
acceptable (can be done in many different ways)
Different approaches to
training…

Trainer centered

Learner centered
 Enhancing OJT (skills training)..

Small, layered (time) investments

Practical ways to do a job analysis

Considerations in selecting and training the OJT

trainer
 Limitations of OJT…

 Teaching nonroutine skills

 Teaching cognitive skills

The notion is to consider the training environment…the

classroom is one, the work site (via OJT) is another…
The end…
 Job analyses are not all alike..
 Interview / observe
individuals
 Gather information
 Synthesize – tie information
together into a training plan /
program
 Group - table top method
 Prepare a plan
 Set up / conduct a 1-3 day workshop
 Verify / refine results
 Includes those who not only perform
the job, but who have a stake in the
job
 JTA….

 Based on the group process - small

groups of individuals who have relevant
expertise and a stake in the job
 The group makes consensus decisions
on information contained within each of
the three columns.

Based on extensive military research – Instructional Systems

Development
 A few more considerations…
Job analysis and On-the-job Training

1. Would you want to structure OJT

for every job at the mine site?

2. What types of jobs would you

select for structured OJT??
…other KEY considerations…

 Skills of the OJT trainer….

 ..and small investments??

 Select experienced workers who are interested in

teaching
 Give them time to develop a road map (JTA? + other
material?)
 Provide training in teaching and evaluating