How to Coach Yourself and Others How To Perform On The Job Coaching | Page 97

Evaluating trainee performance
It is important to have some system in place to determine whether trainees have gained the
knowledge and skills required to do the new job. Such a system should be thorough enough to
gauge trainee success accurately, but not too cumbersome to use with ease. One method is to design
checklists including each important task and/or subtask that should be reviewed.
Checklists can be compiled while training content is being defined. It can be used as a guide to key
points to be made during training, as well as an evaluation tool as training progresses.
One caution when setting up an evaluation system is that coaches and trainees must not think that
"fully successful" is the only acceptable level of task performance. If that becomes the norm,
trainers are likely to conduct an evaluation only when they are sure this goal will be met.
A successful evaluation system allows trainees to learn from less-than-perfect performances and
progress to eventual success in each task or subtask.
Supervisors should evaluate the performance of trainees and have final sign-off responsibility.
Successful training cannot take place, however, without the coach assessing performance either
formally or informally as training progresses. Additional people who might evaluate trainees are
other employees who have expertise in the job for which workers are being trained or safety
department employees. However, no matter who evaluates trainees, the same method should be
used each time. Trainees should always know who will be evaluating their performance and what
knowledge and/or tasks will be reviewed.
Granting company certifications to trainees
Certification can be a means of identifying employees with given knowledge and skills.
Certification is useful when a quick assessment of people who can do certain tasks is needed.
If a company certification system is put in place, however, a decision must be made as to whether
individuals currently in the job will be certified or whether those individuals should be evaluated in
the same manner as new workers who are taking specific training.
If a certification program is put into place, then OJT coaches should become certified before
teaching others. Coaches then have the experience of going through an evaluation from a
trainee’s perspective and a chance to become familiar with the training process. In addition,
certifying OJT coaches demonstrates to trainees that the coaches have proven their abilities in the
job being taught.
One way to reward coaches is to institute an OJT coach certification. Certification would identify
individuals who have been selected and prepared to conduct training. Preparation would include the
content of the given job along with teaching and assessment skills. If the organization certifies
employees as coaches, then training is less likely to become a “follow Joe around” experience.
Once certified, however, the individual must be offered resources and support to be successful.
They should also be given opportunities to improve their skills through additional education or
refresher sessions. Another advantage to certification programs is that supervisors will know a
certified OJT coach is qualified to prepare an inexperienced employee for a new task.

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