First Quarter 2002

The OSHA Training Model
by Amy E. Essex, Director, Tax and Risk

The Occupational Safety and Health Administration (OSHA) does not have a general standard mandating safety and health training. However, OSHA does recognize that a general training program is essential to the workplace. Training can make employees more competent and better qualified to perform job assignments.

It is important to teach employees about job specific safety hazards and proper work practices. Trained employees are less likely to be injured on the job, which results in fewer workplace injuries. Many OSHA standards make it the employer’s responsibility to limit certain job assignments to employees who are "certified", "competent" or "qualified" by means of completing special training.

OSHA has developed a training model that employers can follow for designing, conducting, evaluating and revising training programs. These guidelines are not currently mandatory but are a good source of information. Remember safety and health programs are not "one size fits all." OSHA encourages employers to personalize training to best suit their needs.

Determining if Training is Necessary

If a problem exists in the workplace, the first step is to determine whether the problem can be remedied through training. Problems that can be remedied include those that arise from lack of knowledge of a work process, unfamiliarity with equipment or incorrect execution of a task. An employee’s lack of motivation or lack of attention to the job can also be addressed through training.

Sometimes, the problem is not an issue of a lack of knowledge or skill level, but rather an inherent hazard in the workplace. These hazards should be corrected through other avenues.

Identifying Training Needs

If the problem in the workplace can be remedied through training, the next step is determining the type of training that is needed. The question to ask is, "What is the employee expected to do and in what ways, if any, is the employee’s performance deficient?" A job analysis can be used to determine the answer and the goal of the training. OSHA Publication 3071 includes information on "How to Conduct a Job Hazard Analysis." This is a process that records each step of a job, identifies existing or potential hazards and determines the best way to perform the job in order to reduce or eliminate the risks inherent in the job. Employees are often an excellent source of determining what problems exist and how to solve them.

Identifying Goals and Objectives

After determining what kind of training is needed, the goals and objectives for the training need to be addressed. Objectives do not necessarily have to be written but they must be clear, measurable and well communicated. The objectives should tell the employee what the employer wants him/her to do, to do better or to stop doing.

Developing Learning Activities

The next step is identifying and describing the learning activities to meet the training objectives. These activities will provide skills needed by the employee to perform job assignments properly. The activities should, as closely as possible, simulate the employee’s actual job and can include lecture, role-play, demonstrations or self-instruction.

Conducting the Training

Prior to conducting the training, the employee should be convinced of the importance and relevance of the materials. Providing specific examples or demonstrations that are relative to an employee’s specific job function are helpful. Since hands-on learning can be very effective, employee involvement is crucial in the training process. Employees should be allowed and encouraged to ask questions, contribute their knowledge and expertise and become involved in demonstrations and role-playing.

Evaluating Program Effectiveness

When creating a training program, a method for measuring and evaluating the effectiveness of the program should also be developed. Once the training has been conducted, this evaluation should take place to ensure that the program met the goals and objectives. The evaluation can be a combination of the employee’s opinions of the program, supervisor observations of the employee’s post-training performance and demonstrated workplace improvements.

Improving the Program

If the program did not give the employee the level of skill and knowledge anticipated, it should be revised. It may be helpful to survey the employee trained to get input as to why the training may have failed to meet the objectives. All aspects of the design and implementation of the program should be reviewed, beginning with the job analysis, to determine where the program is deficient.

Specific Training Required by OSHA Standards

As mentioned earlier, OSHA advocates but does not mandate training for employees. OSHA does, however, require training in specific areas. A sample of some of the areas that may apply to concrete products production facilities is shown in Figure 1. The list refers to OSHA standards that contain specific training requirements. Each producer must determine which OSHA standards apply to his or her plant.

Sources of Training Information

Are you ready to take the next step, but not sure how to proceed? An effective training program does not require a professional trainer or expensive training materials. There are many sources of training materials available. A good place to start is the OSHA web site, www.osha.gov. The OSHA web site allows you to download and print "Training Requirements in OSHA Standards and Training Guidelines," which is the reference source for this article. Some of the information contained in the guidelines is industry specific (e.g. a section relating specifically to Shipyard Employment), but most of the publication relates to general industry training issues. Other sources for training assistance:

1. Your state OSHA (if you are in a state with a State Approved Plan).
2. Your workers’ compensation insurance carrier. Many times they will be able to provide or recommend training to improve the skill of your workforce and reduce the number of work-related injuries.
3. The internet is a great place to search. There are many safety programs that can be purchased inexpensively and then modified to fit your specific needs.

Inside This Issue

Vision Becomes Reality: Thunder Bay Recreational Center

Dedication and a "Can Do" Attitude Equal Success: Midwest Block & Brick

The Value of Membership

World Center for Concrete Technology: New Activities

Taking Charge of the Future: Illinois Concrete Company, Inc.

New Cubing Line Helps Set Production Record:
Chicago Block and Brick

Blending Three Aggregates

Expand Your Product Line

Dust Suppression Systems

Beauty Captures Attention: Landscape Products

OSHA’s View on Training

Product Enhancement

The Future of Concrete Masonry

Besser Block Talk

Production Tip

Service Parts