173: Decision Not to Train
Definition/Typical Issues
Was the decision made to not provide specific training on a task? Were some employees not required to receive training? Was experience inappropriately considered to be a substitute for training?
Examples
Example 1
- A solvent tank overflowed because the operator did not know how to calculate the liquid level. The operator was not required to receive training because he had years of experience working in a similar facility. However, the previous facility did not use solvent, and the operator did not have experience with solutions with specific gravities less than water.
Example 2
- A solvent tank overflowed because the operator had not been trained on how to calculate liquid levels of tanks. Training was not required on this task because it was assumed to be a "skill of the trade." However, the operators were not experienced with solvents and solutions with specific gravities less than water.
Example 3
- Management decided to only train one mechanic to repair a special digital processor used in the lab. However, while this mechanic was on vacation, the digital processor broke and another mechanic had to fix it. The untrained mechanic broke several other parts of the processor during her "repair" work.
Typical Recommendations
- Provide training in the hazards of the process and job tasks associated with normal operations, nonroutine operations, and emergency operations.
- Provide training for maintenance tasks such as inspection, testing, calibration, preventive maintenance, repair, replacement, and installation.
- Provide annual refresher training for all employees in their assigned duties.
- If experience is used as a substitute for training, consider (1) performance testing and (2) reviewing prior experience to ensure that it matches current job requirements.
Cross-References
| Version 10 Element(s) | |
|---|---|
| Node ID | Node Name |
| 165 | Decision Not to Train |
| Maritime Element(s) | |
|---|---|
| Node ID | Node Name |
| 180 | Decision Not to Train |