Chapter 2. Training

I. A complete training program should be developed for all agricultural programs. The training method should consist of a personalized approach to the instructional and informational programs at individual worksites to provide the training that is most needed and applicable to local working conditions.

II. The following guidelines are designed to help units set up and conduct successful training programs. It should be noted that these guidelines are not mandatory and can be used in conjunction with other training curriculums. Many of these guidelines can be found in Bureau of National Affairs, "OSHA Voluntary Training Guidelines" (BNA 775:21).

A. Determining if training is needed. To begin the training process, you must first determine whether a problem can be solved by training. Problems that can be remedied effectively by training include those that arise from lack of knowledge of a work process, unfamiliarity with equipment, or incorrect performance of a task. Training is less effective, but still can be used for problems arising from a lack of motivation or lack of attention to the job. Try to train workers in both general safety and health rules and proper work procedures before problems or accidents occur.

B. Identifying training needs. Determine what training is needed by conducting a job analysis to identify what the worker is expected to do and in what ways, if any, the worker's performance is deficient.

C. Identifying training goals and objectives. Once you have identified your worker's training needs, develop clear, measurable objectives that will tell you what you want your workers to do, to do better, or to stop doing.

D. Conducting the training. Organize the content of your training program, and develop a structure and format for the training. Present the training in such a way as to make its organization and meaning clear to your workers. Workers must be convinced of the importance and relevance of the material. The following steps will help you motivate your workers and present your training program clearly:

1. Explain the goals and objectives of the training.

2. Provide an overview of the material to be learned.

3. Relate the training to the workers' goals, interests, skills, and experiences.

4. Point out the benefits of training.

5. Allow the workers to participate in the training process and to practice their skills or knowledge so that you can correct any problems that may surface.

E. Evaluating. You should have a method of measuring the effectiveness of your training program. A plan for evaluating the training sessions, either written or thought out, should be developed when the course objectives and content are developed. Methods of evaluating include:

1. Student opinion. Use questionnaires or informal discussions with workers to determine the relevance and appropriateness of the training program.

2. Supervisor's observations. Have supervisors observe workers' performance both before and after training and note improvements or changes.

3. Workplace improvements. Note any changes in the workplace that result in reduced injury or accident rates.

F. Record keeping.

1. A method of keeping track of when the training sessions occurred and exactly who attended should be developed before any training sessions take place.

2. The training session participants should sign their name and social security number on a form at the beginning of each session. The forms should include the name and class description, date of the class, and the name of the instructor. The forms should be retained in a training file.

3. A copy of the form should also be placed in each individual's personal file noting that they have had training in that specific area.

4. A suggested form is shown in Appendix A.