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Policies on training assessmnets
Training & Organizational Development
Policies on training assessmnets
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I am developing a policy for employees who do not successfully complete training assessments. Continued employment is based on successful completion of the training programs and assessments.
I am l
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Forums » Topic Forums » Training & Organizational Development » Policies on training assessmnets
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Policies on training assessmnets
posted at 5/11/2007 3:04 AM EDT
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Posts: 1
First: 5/11/2007 Last: 5/11/2007 |
I am developing a policy for employees who do not successfully complete training assessments. Continued employment is based on successful completion of the training programs and assessments.
I am looking for some best practices on how to make sure that legal bases are covered with the assessments and training objectives when it comes time to release an employee who does not pass an assessment during the training course. |
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Policies on training assessmnets
posted at 5/15/2007 9:22 PM EDT
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
I am not an expert in this area but this is my two cents worth. To avoid litigation, I would think that you would need to check off the following:
-That the training and assessments are conducted by professional trainers. -That the employee is fully informed of the consequences of non-completion. -That the employee has access to remedial classes and is given every reasonable opportunity to complete successfully. -That the new skills/knowledge are actually required for successful completion of their job obligations. -That any new knowledge/skills required do not place expectations on the employee outside of their current contractual obligations. There are a whole lot of variables here as well, including the employment law applicable in your area, the current contractual arrangements and union agreements binding you with your employees, the nature of the training and their job tasks, the level of business and health and safety risks if the employee does not complete successfully. If you have any doubts, I would suggest you get advice from an expert in employment law in your area. Les Allan Author: From Training to Enhanced Workplace Performance Business Performance Pty Ltd http://www.businessperform.com/html/training_transfer.html |
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Policies on training assessmnets
posted at 5/23/2007 9:34 AM EDT
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Posts: 1
First: 5/23/2007 Last: 5/23/2007 |
We have used a simulation-based competency assessment system (for licensed nurses) for some time. The assessment is a reliable and valid tool that has been in use for over 20 years and is used by organizations all over the US.
We assess all new staff, and design their orientation based upon the assessment results. If indicated by the assessment, additional comptency development is provided and the individuals are then re-assessed. Retention is based upon multiple competency indicators - chief among them is analysis of actual job performance. As an indicator, the assessment results have been shown to be a strong indicator of overall capability, but terminations are always based on job performance -- never on assessment results. We certainly would never retain someone who does very well on the assessment, but performs poorly on the job. There are just too many variables affecting any sort of "testing" to use it as the sole determinant of continued employment. Everyone has a bad day. Most of us have test anxiety -- especially if we know our job depends upon the outcome. My advice: use high-fidelity simulations for assessment & always rely on job performance as the ultimate measure. |
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Policies on training assessmnets
posted at 5/23/2007 6:28 PM EDT
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Posts: 1
First: 5/23/2007 Last: 5/23/2007 |
If passing training assessments would qualify employees for continued employement, presumably in a new role, failing them would not disqualify them for continuance in the same role. If they cannot be retained in the current role beyond a length of time, they can be legitimately be asked to go after given due chance to perform. Alternatively they should be given due chance to improve skills for next role and even after that if they do not clear assessments, they should be counselled out. The results of the assessment should not really form the basis for retrenchment. |
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