Refresher Training & Initial Training

Information showing on-the-job performance is most conveniently obtained from incident reports and from employee performance evaluations. Systems should be established to share this information with training program planners. Changes to equipment and systems, changes in procedures and plant rules, and changes in regulations all affect training requirements. The management system should provide links between performance of current procedures and training program planners.
Deficiencies in training objectives may be identified as the result of student feedback during retraining, or feedback from supervisors who may detect a pattern to performance deficiencies in their department. Since the least desirable way to identify the need for revising a training program is through the occurrence of an incident, great care should be taken in planning and organizing the program.
When a revision is necessary, specific recommendations for the change, including how the need was identified, the significance of the correction, and a specific action plan, should be prepared. Documented follow-up is essential to ensure that changes are implemented and prove to be effective.
To help ensure that the documentation is complete and that the program is being administered properly, annual auditing of the program is important. The audit should determine whether:
    1. Training was timely
    2. Any students were missed
    3. Training was appropriate
    4. The students accomplished the learning objectives
    5. Related job performance is satisfactory
    6. The program has been adequately documented
    7. Any deficiencies requiring revisions exist
    Reference: CCPS(1989) Guidelines for Technical Management of Chemical Process Safety
    Management/Training and Performance/Selection and Development of Training Program