ANALYSIS

1. Analysis February 2009

3. Describe Performance Deficiency � Analysis with the Customer should show a value placed on a possible increase in efficiency or effectiveness. Quantifiable Value � A measurable value is critical to Level 4 evaluation for training interventions. See MAD formula. Determine Skill Deficiency (yes) Has the function been accomplished successfully before? If no, training is most often a very viable solution. If yes, there may be more then one solution including training. Is the process or function used frequently? If no, arrange practice (training) and/or arrange feedback to performance. For example, Police Officers and hand gun training. Officers are required to have so many practice shots per year. If yes, is there a simpler way of doing the job. Operations and training can work together to identify better work practices and procedures. These often require training. On-the-job training, coaching, job aids and training can produce good results. Determine Skill Deficiency (no) Are there negative consequences to doing the job correctly? If so, these should be removed. If the poor performance is rewarded, the rewards should be removed. Performance should be a priority to the individual. If it is not, then processes to increase its importance should be implemented. Are there obstacles to achieving the desired results. If so, remove the obstacles. Describe Performance Deficiency � Analysis with the Customer should show a value placed on a possible increase in efficiency or effectiveness. Quantifiable Value � A measurable value is critical to Level 4 evaluation for training interventions. See MAD formula. Determine Skill Deficiency (yes) Has the function been accomplished successfully before? If no, training is most often a very viable solution. If yes, there may be more then one solution including training. Is the process or function used frequently? If no, arrange practice (training) and/or arrange feedback to performance. For example, Police Officers and hand gun training. Officers are required to have so many practice shots per year. If yes, is there a simpler way of doing the job. Operations and training can work together to identify better work practices and procedures. These often require training. On-the-job training, coaching, job aids and training can produce good results. Determine Skill Deficiency (no) Are there negative consequences to doing the job correctly? If so, these should be removed. If the poor performance is rewarded, the rewards should be removed. Performance should be a priority to the individual. If it is not, then processes to increase its importance should be implemented. Are there obstacles to achieving the desired results. If so, remove the obstacles.

4. Analysis MAD To determine potential for ROI M (Mastery) reasonable -A (Actual) reasonable D (Deficiency)

5. Is Training a Reasonable Solution? If yes, get to work! (Job) Task Analysis A job is a series of tasks Has a definite beginning and end Performed in short periods of time (measured in minutes or hours) Are observable Each task is independent of other actions. Tasks are not dependent on components of a procedure. A task is performed by an individual for its own sake. A task statement is a statement of highly specific actions. It always has a verb and an object. It may have qualifiers, such as "measure distances with a tape measure". A task statement should not be confused with an objective that has conditions and standards.

6. Task Analysis Analysis of how a task is accomplished including: Detailed description of both manual and mental activities Duration and frequency Complexity Environmental conditions (P&P, special tools, process or equipment) Other unique factors involved in or required for one or more people to perform a given task

7. Example Making a Martini Place two martini glasses in the freezer for a minimum of 15 minutes Place ice cubes into cocktail shaker Pour four ounces of Beefeater gin in the cocktail shaker Pour a quarter teaspoon of the vermouth into the cocktail shaker Stir with stainless steel spoon or stirrer Remove martini glass from the freezer Impale one Spanish olive on a toothpick Place the Spanish olive into the glass Pour the contents of the cocktail shaker through strainer to catch the ice (into glass #1) Repeat steps 2-9 to make a martini for Steve Sit back and enjoy!

8. Surveys and Interviews Genchi Genbutsu (????) Go see for yourself; then, Conduct surveys Surveys and interviews with SMEs to ensure you have all key Job Tasks and sub-tasks

9. Target Population Analysis Determines base level knowledge and skills to prevent over or under training

10. Performance Analysis (HPI) Incorporates determining the best solution to a performance problem

11. Human Performance Improvement