Agenda - 02-18-2014 - 6h - Laserfiche WebLink

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o Follow -up. - Put employees on their own - Tell employees who to go to for help. - Check frequently - Encourage questions. -- Slowly taper off coaching and begin normal supervision. .R NOTE. Overall, the immediate supervisor could best ensure consistent and proper training. Fallow -up to Instruction Follow -up instruction should be conducted within the 30, 60 and 90 day time periods, after the initial job training. This follow -up provides an opportunity to assess the overall performance of the employee. Based on evaluation, it will usually be found that one of the following situations exists: • The employee is performing safely and efficiently and needs little further instruction. • The employee is not performing satisfactorily, however, it appears additional training and reinforcement will be sufficient. The employee's performance is unsatisfactory to the degree that they should be dismissed. This option must be examined thoroughly and well documented. Appropriate action should be taken based on the evaluation. Additional follow -up is left to the discretion of the supervisor. HOW TO TRAIN EXISTING EMPLOYEES Employees Reassigned To a New Job Whenever existing employees are transferred to a new job, they should be given proper formal job instructions as outlined above. Other Employees All employees should be given a periodic retraining, particularly when it is observed that they are working in an unsafe manner. OSHA required safety training should be given annually, thereafter, from its initial date of instruction. On The .lob Training The value of working with a designated, experienced person(s) to observe and reinforce the proper techniques is clear. The person to whom a trainee is assigned should be one who knows the job thoroughly, is a safe operator, and has the ability and willingness to train. This individual may not necessarily be the best or most productive employee. DOCUMENTATION OF TRAINING Each time an employee receives a training session; their attendance should be documented by the person conducting the training session and signed by the employee. Any additional information i.e., tests, videos, certificates, should be filed. The documentation and filing of training is mandatory. Without documentation, training may not be properly verified. Training which involved the use of performance -based standards such as equipment operation (front loader, rear loader, recycling truck, van, etc.) should highlight hours of operation as we[[ as instruction. The qualifications of the trainers should be on file and must be greater in overall knowledge than those being instructed. Driver qualification forms are to be placed in the DOT files. Sc:. 2.20