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Guidance on Training Plans
The purpose of having a training plan is to ensure that staff are developed and supported in their roles in line with the purpose of the Overseas Territory Aviation Authority (OTAA) and for their personal development.
There are particular stages within an OTAA where training should be considered and some of these have been listed below:
- Induction training - for new staff joining the organisation.
- Competence - initial and recurrent.
- Managing change - in structure or job roles.
- Succession planning.
Key elements of a training plan:
Meeting objectives
- An OTAA achieves its goals by the expertise of its individuals. It is therefore fundamental to the success of the organisation to ensure that its staff are not only trained but that the training provided meets the overall objectives of the organisation. Therefore individual training objectives should be in line with the purpose and objectives of the OTAA.
Have a method of identifying training needs. These training needs may be triggered by:
- Organisational requirements/changes in function/structure
- Someone joining an OTAA
- Changes in job
- Gap in experience
- External factors eg Assessment reports, new aircraft on the register, new technology etc.
Ways in which these needs can be identified:
- Performance management reports on training.
- Questionnaires designed to identify the individual's role, training they have completed to date and where there are any gaps in their knowledge or skills that will trigger a training need.
- Face to face discussions using the above areas to identify where training might be required.
- Review of external factors as above.
- External feedback from ASSI, ICAO, industry or other areas.
Identification of Objectives
- Objectives should be set for the training and should identify the reason that the training is being provided, for example, what will the training enable the individual to do differently or better than before.
- Objectives should be reflective of the individual's role and their purpose within the OTAA.
- The objectives form the basis upon which the training can be evaluated.
Sourcing training
- The term "Training" is used to cover the many different methods of supporting learning such as On-The-Job-Training, e-learning, self learning, formal courses, coaching etc. The most appropriate method of providing available training should be considered once the objectives of the training are clear.
Record the training required and budget for the cost
- Individuals should have training plans drawn up to identify the training they require.
- Any group/organisation training that is identified should be included in the budget.
- Objectives should be identified for the training so that it can be properly evaluated.
Maintenance of training records
- Records should be maintained for individuals and any group training.
Evaluation
- Any training that has taken place should be evaluated as to whether or not it has met the objectives that were identified. Evaluation should be two stage - immediately after the end of the training to ensure the quality of the training was as expected and then 3-6 months after the training has taken place to evaluate whether the individual has met their objective in attending the training and has been able to put their learning in to practice. Records should be kept of this evaluation.