Developing a Sustainable Training Solution

摘要

The Union Sanitary District (USD) set out to develop competencies tied to specific job functions throughout the operating groups: Collection Services (CS), Plant Operations (PO), Collection Services (CS) and Fabrication Maintenance and Construction (FMC). A Training Needs Analysis was done and a District Strategic Training Plan was the outcome. The strategic plan outlined how the district would address knowledge retention, competency development, and performance assessments. The need was evident due to the fractured approach to training throughout the District. The effectiveness of the transfer of knowledge had been a crapshoot with very few outstanding systems and many haphazard, check-in-thebox reactive programs. Before development of the system a new hire checked in and was partnered with an experienced worker and then left to fend for themselves. The assumption was training is being conducted and the expectation was the new employee is able to perform at a satisfactory level. The effectiveness of the transfer of knowledge could not be gauged. In 2004, the District took the initiative to correct this situation and began development of a competency based training system. Seven years later, the District is beginning to realize the benefits of the competency based system.