TOP-TRAIN: Corporate Training
Plan
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REV:02/11/08SCOPE: This procedure covers the Trinity Forge Corporate Training Plan. Our goal is to get new employees fully trained without delay, to keep all employees current with the company's developing needs, and to assist people in moving up in the organization. In order to facilitate and administer this training plan, Trinity Forge Training Committee has been established. The "faculty" of Trinity Forge Training Committee is structured as follows: The committee is composed of the President, the Training Coordinator(chairman), the Human Resource Manager, and one or more managers. This group has a quarterly focus, responsible for both the development of the training program and, at a high level, the training itself. During the last month of the each calendar quarter the Training Coordinator provides a draft report to the other members of the committee detailing the progress made in the training plan that quarter and outlining his/her suggestions for the next quarter's training goals. The committee members review this draft plan then meet to develop the formal quarterly report. By the end of the first month of the calendar quarter, the Training Coordinator presents the committee members a report consisting of a review of progress, a plan for development of training over the new quarter and beyond, a broad-brush training schedule for the new quarter, and, if needed, a request to fund the new quarter's activities. The Training Coordinator has executive responsibility for seeing that the plans outlined by the committee are implemented. The Training Coordinator has the responsibility for seeing to the details of the plans, monitors the progress of each individual's training plan and coordinates the scheduling of people and training resources. The Training Coordinator maintains the training records and the training matrix. Each employee is subject to two "tracks" of training. The first track is for the individual himself, simply as a generic team member, with minimal regard to the person's position. The second track specifically addresses the team position(s) the person fills. Each track has introductory, intermediate and advanced training. After the application process has been satisfied (see TOP-APLIC), each new employee receives training in safety and basic information about Trinity Forge and employee benefits. Then the employee receives job-specific training in the team position(s) he fills. (At first he receives introductory training in the concepts and safety issues of his particular job; then begins on-the-job training, an intermediate stage which may progress for a significant period of time). After he has been employed at Trinity Forge for an extended period he may choose to pursue advanced training, which can include college course work, management development, or simply personal development such as reading skills. This level of training also helps the employee prepare for job advancement, as opportunities present themselves. The merit review cycle is tied in with the training plan, so that as part of the review process-training plans can be made and progress tracked toward those plans. However, training is an integral part of the merit review cycle, and will be a prerequisite to subsequent promotions. Since the nature of work at Trinity Forge involves filling multiple team positions, an individual may simultaneously be at different levels of training in different positions. For example, a recently-promoted QA Manager might be pursuing advanced training in quality (the QC Inspector team position), intermediate training in supervisory skills (the QA Manager team position), and introductory training in internal auditing (the Internal Auditor team position). |
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