ML20203L355

Rev 0 to Comm Ed Training Program Description for Station Control Room Engineer/Shift Technical Advisor

ML20203L355
Person / Time
Site:	Dresden, Byron, Braidwood, Quad Cities, Zion, LaSalle, 05000000
Issue date:	04/30/1986
From:	COMMONWEALTH EDISON CO.
To:
Shared Package
ML20203L332	List: ML20203L330 ML20203L355
References
RTR-NUREG-0737, RTR-NUREG-737, TASK-1.A.1.1, TASK-TM PROC-860430, NUDOCS 8605010243
Download: ML20203L355 (28)

Text

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IP SCRE/STA I

TRAINING PROGRAM DESCRIPTION 4

6 COMMONWEALTH EDISON TRAINING PROGRAM DESCRIPTION FOR i

STATION CONTROL ROOH ENGINEER / SHIFT TECHNICAL ADVISOR REVISION 0 i

APRIL 1986 I 8605010243 860425 PDR ADOCK 05000010 V PDR 227H/44H/1 4/86

, , SCRE/STA TRAINING PROGRAM DESCRIPTION j

TABLE OF CONTENTS >

PACE

I. INTRODUCTION 3

, A. Purpose 3 B. Scope 3 i

C. Format 4 D. Bases 5 E. Definitions 5 Position Description

, F. 6 II. PREREQUISITES 8 1 ,

a III. THEORY 9 i

IV. TASK PERFORMANCE 10 V. PERSONNEL DEVELOPMENT 15 4

VI. CONTINUING TRAINING 19 i,

APPENDIX Training Objective Matrix 20 l 227H/44H/2 4/86

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, SCRE/STA TRAINING PROGRAM DESCRIPTION l

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1. INTRODUCTION A. Purpose l

The purpose of this training program description is to ensure that a consistent, high quality training program exists and is maintained for Station Control Room Engineers (SCRE's).

B. Scope The training provided for SCRE's has been broken into the three major areas listed below:

i

1. Shift Technical Advisor (STA)/ Simulator Training i

j 2. Leadership Training 4

! 3. Site Specific SCRE Training I

t The first area addresses the SCRE's duties and responsibilities as Shif t

Technical Advisor during plant transients or accidents. The second area '

addresses those human development skills which SCRE job incumbents identified as an integral part of their job. The third area, which is not 4,

covered in this document, addresses daily tasks performed by a SCRE at a ,

given station. Because each station has a unique set of procedures, logs, policies, etc., these tasks are included in station-specific documents.

l 1

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SCRE/STA TRAINING PROGRAM DESCRIPTION

1. INTRODUCTION (Cont.)

C. Format Introduction - Contains a selection of general statements defining and describing the purpose, scope, format, bases and job description for which 1

the training program description is written.

Prerequisites - Outlines the requirements that an individual must possess prior to entry into this training program.

Theory - Lists those objectives that define the subject matter knowledge needed by an individual to perform the required tasks.

Task Performance - Lists those objectives which place the individual in situations most nearly resembling those that he/she would experience in the workplace.

Personal Development - Lists those human development skills that enable an ,

individual to better perform, supervise, and/or manage in the workplace.

Objective Matrix - Illustrates how the objectives are related (to each other) and progress from the most basic level (Enabling) to the highest

]

level (Terminal Performance).

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SCRE/STA TRAINING PROGRAM DESCRIPTION I. INTRODUCTION (Cont.)

D. Beses The SCRE/STA training program is based primarily on Generic and Site Specific Job analyses developed for the Station Control Room Engineer position. These job analyses included but were not limited to the following sources:

1. Corporate and Station Administrative Procedures

2. INPO Documents

3. Government Documents (NUREC 0737 and references)

4. SCRE Management Surveys (job incumbents)

E. Definitions State - Requires only the recall of the specific information listed in the objective. Exam questions may require supplying the information or selecting the correct information in multiple-choice, matching, or similar format; however, no questions for a " state" objective should require anything more than simple recall of th,e information. " Define" and

/

" describe" imply the same level of learning as " state" and can be used when appropriate to the situatian. [ ,

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i SCRE/STA TRAINING PROGRAM DESCRIPTION

1. INTRODUCTION (Cont.)

Discuss - Requires comprehension, in addition to simple recall, of the item listed in the objective. Exam questions may involve relationships between aspects of the topic, as well as simple application of the topic to new situation. " Discuss" alao implies knowledge of important details not specifically mentioned in the objective. Exam questions may be of any form.

Explain - Requires mastery of the item listed in the objective. Exam questions may focus on any aspect of the objective, including all details and relationships with other topics. The difference between " explain" and

" discuss" is that questions covering " explain" may require relationships to other topics, as well as all details, whereas " discuss" questions are limited to relationships within the topic and to major details. Exam questione can be of any form. " Analyze" also implies this level of knowledge, but should include a defense of conclusions based on his/her analysis.

F. Position Description The SCRE job position is formally described in Nuclear Station Division Directives and station administrative procedures. Major elements of this role are summarized here.

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SCRE/STA TRAINING PROGRAM DESCRIPTION I. INTRODUCTION (Cont.)

During unit operation the SCRE is normally responsible for control room supervision including on-the-job training of operations personnel. During plant transients or accident conditions which require monitoring of plant critical parameters, the SCRE will be relieved as control room supervisor by another SRO and assume the duties of a Shift Technical Advisor (STA).

As STA, he is responsible for monitoring critical plant parameters and providing technical advice to the control room supervisor.

The major elements of the STA role are as follows:

Based on his/her knowledge of procedures, bases of procedures, systems, instrumentation and theory of nuclear power plant operations, the STA is responsible for diagnosing abnormal events, evaluating plant response, evaluating procedural adequacy for mitigation capabilities during accident conditions, and performing the following:

1. In the event that the reactor plant experiences a transient or accident which requires that the plant be shut down, the STA will provide necessary recommendations to maintain the reactor in a suberitical condition.

2. The STA will provide recommendations to ensure the maintenance of core cooling. ,

3. The STA will provide recommendations to ensure the maintenance ,

of an adequate heat sink.

4. The STA will provide recommendations to ensure that reactor coolant system integrity is maintained.

5. The STA will provide recommendations to ensure that containment integrity is maintained.

6. The STA will provide recommendations to ensure proper control of reactor coolant inventory.

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SCRE/STA-TRAINING PROGRAM DESCRIPTION II. PREREQUISITES Prior to commencing the Station Control Room Engineer Training Program the employee shall have met the following criteria:

A. Meet the criteria outlined in 10CFR55 to apply for and have taken the exam for an SRO license or be enrolled in SRO license training. It is not necessary for results of the exam to be received prior to entry into this training program.

B. Meet one of the following academic background requirements as defined in the NRC policy statement on Engineering Expertise on Shift and accompanying guidance:

1. Bachelor's degree in engineering from an accredited institution.

2. Professional Engineer's license obtained by successful completion of the PE examination.

3. Bachelor's degree in engineering technology from an accredited institution, including course work in the physical, mathematical, or engineering sciences.

4. Bachelor's degree in a physical science from an accredited 1

institution, including course work in the physical, mathematical, or !

engineering sciences.

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. SCRE/STA TRAINING PROGRAM DESCRIPTION III. THEORY A. Control Room Supervisor Turnover

1. The trainee will define those plant conditions (as described in station procedures) which require that the STA be stationed.

2. Having defined the requirements for stationing the STA, the trainee will describe the procedure for notifying the Shift Supervisor / Shift Engineer.

3. The trainee will list the requirements for turnover of control room supervision as described in the station administrative procedures.

B. STA Function

1. The trainee will list those parameters that the STA should monitor during accident / abnormal conditions to ensure:

a) Core Suberiticality b) Core Cooling c) Available Heat Sink d) Containment Integrity e) Reactor Coolant System Integrity

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f) Reactor Coolant Inventory 227H/44H/9 4/86

. SCRE/STA TRAINING PROGRAM DESCRIPTION IV. TASK PERFORMANCE A. Conditions and Standards

1. CONDITIONS in general are that trainees shall demonstrate achievement on a final performance examination in a plant-referenced simulator, .

given all appropriate reference materials. Additional conditions may be specified for individual objectives.

2. STANDARDS for Objectives

a. Expected Performance Plant is in safe condition based on STA's recommendations.

Procedures are used with proficiency.

The STA does not make recommendations that compound the transient or casualty.

! No limits are or would be violated (without reasonable cause) as a result of STA recommendations.

Control Room Supervisor is given timely and correct advice with acknowledgements received.

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. SCRE/STA TRAINING PROGRAM DESCRIPTION IV. TASK PERFORMANCE (Cont.)

The STA recognizes entry conditions or decision points in emergency procedures within a time frame that allows for appropriate procedural action.

Root causes are corrected as a result of S1s recommendations.

If the situation is of a nature that it requires deviation from written procedures, recommendations are given in light of appropriate station procedural guidance.

Operator actions are evaluated for their appropriateness.

Planned operator actions are evaluated for their appropriateness.

Remainder of plant is continuously monitored for casualties affecting:

Core Suberiticality Core Cooling Available Heat Sink Containment Integrity Reactor Coolant System Integrity Reactor Coolant Inventory 227H/44H/11 4/86

SCRE/STA TRAINING PROGRAM DESCRIPTION IV. TASK PERFORMANCE (Cont.)

b. Automatic Failure Any STA recommendation that needlessly leads to/would have led to serious degradation of plant conditions that endanger the health and safety of the public.

Obvious disregard for procedures.

Prevents the flow of critical plant casualty information.

Uses no instruments or indications to verify plant / system response.

Consistently refuses to make recommendations throughout the casualty.

Leaves the control room area without proper direction.

B. Control Room Supervisor Turnover Objectives

1. Given a set of abnormal / accident plant conditions in the simulator, the trainee will identify whether the STA must be stationed.

2. When placed in a situation requiring that the STA be stationed, the trainee will notify the appropriate personnel and obtain the proper relief for control room supervision.

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SCRE/STA TRAINING PROGRAM DESCRIPTION IV. TASK PERFORMANCE (Cont.)

3. When placed in a situation requiring that the STA be stationed, the trainee will conduct a turnover of control roem supervision as described in station procedures.

C. STA Function Objectives

1. During cafualty conditions tha trainee will monitor the status o.f:

a) Core Suberiticality b) Core Cooling c) Available Heat Sink d) Containment Integrity e) Reactor Coolant System Integrity f) Reactor Coolant Inventory

2. Using control room indications and having access to plant procedures, the trainee will recognize conditions that threaten:

a) Core Subcriticality b) Core Cooling c) Available Heat Sink d) Containment Integrity e) Reactor Coolant System Integrity f) Reactor Coolant Inventory i

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, SCRE/STA TRAINING PROGRAM DESCRIPTION IV. TASK PERFORMANCE (Cont.)

3. By observing operator actions, control room supervisor actions, and by questioning the control room supervisor, the trainee will identify the priorities of the operating crew.

4. The trainee will resolve any differences he/she has with the priorities of the operating crew or their actions, by providing recommendations to the control room supervisor.

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. SCRE/STA TRAINING PROGRAM DESCRIPTION V. PERSONAL DEVELOPMENT A. Setting Goals

1. Given a typical set of tasks to be performed, set the goals for the operating crew and adequately justify the rationale.

B. Communicating

1. State the basic steps in the communication process.

2. Describe major causes of communication problems.

3. Describe how to overcome barriers to communication.

4. Analyze situations / examples in the workplace to determine how communications could have been improved.

C. Achieving Goals

1. Given a list of tasks to be performed and a background description of the individuals involved, determine:

a) what will be delegated b) who will be assigned the work c) how to delegate the assignments d) how the work will be controlled e) how to ensure that the individual has completed the work 227H/44H/15 4/86 1

SCRE/STA TRAINING PROGRAM DESCRIPTION V. PERSONAL DEVELOPMENT (Cont.)

2. Discuss the principles of delegation.

3. Discuss methods that may be used to regulate work in progress and assess results.

4. Discuss the means and methods which may be used to record or report work being done and results obtained.

5. Analyze situations / examples in the workplace and evaluate performance of individuals based on assigned responsibilities and duties.

6. Describe the basic elements of an ef fective performance appraisal.

7. Discuss the methods which may be used to improve work being done and

-results achieved.

D. Problem Solving and Decision Making

1. Given a situation, demonstrate the ability to:

a) Recognize areas of concern b) Separate concerns c) Set priorities 22711/44H/16 4/86

SCRE/STA TRAINING PROGRAM DESCRIPTION V. PERSONAL DEVELOPMENT (Cont.)

2. Given a situation, demonstrate the ability to:

a) Identify deviations.

b) Define /specify the problem.

c) Evaluate the problem via distinctions and changes.

d) Develop probable causes, e) Evaluate causes for validity.

3. Given a situation, demonstrate the ability to:

a) Develop a pipe o' corrective action. .

b) Identify areas of critical concern.

c) Anticipate specific potential problems.

d) Identify likely causes.

e) Take preventive actions.

f) Devise contingency actions.

4. Given a decision making situation, demonstrate the ability to:

a) State the purpose of the decision.

b) Generate and weigh the importance of objectives.

c) Generate alternatives.

d) Compare alternatives.

e) Choose the best balanced action.

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, SCRE/STA TRAINING PROGRAM DESCRIPTION V. PERSONAL DEVELOPMENT (Cont.)

E. Improving Personnel Performance

1. Analyze situations / examples of behavior in the workplace to determine what is needed to motivate individuals.

2. Discuss how needs may influence the motivation of individuals in the workplace.

3. Discuss the factors which tend to increase or decrease the motivation of individuals in the workplace.

4. Discuss methods that may be used to improve personnel knowledge, attitudes and skills.

5. Given a roleplay situation, demonstrate effective counseling and defend actions taken.

6. Explain the basic steps of performance counseling.

F. Bargaining Unit Relations

1. Discuss the purpose and general content of the Bargaining Unit Agreements.

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, . SCRE/ STA TRAINING PROGRAM DESCRIPTION VI. CONTINUING TRAINING Continuing training for the SCRE shall consist of successful completion of the annual requalification program described in the Commonwealth Edison Topical Report on Licensed Operator Requalification and in station documents describing how license requalification training topics are identified. The simulator portion of this training shall include performance and evaluation in the STA role during transients and accident conditions that require monitoring of critical plant parameters.

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SCRE/STA TRAINING PROGRAM DESCRIPTION Appendix Training Objective Matrix Terminal Objectives Terminal Performance Terminal Knowledge Type Area Objectives Objectives Shift V.B.1,2,3 III.A.1,2,3 Turnover Task Performance IV.C.1,3 III.B.1 and Monitor Theory Evaluation / IV.C,2,4 SRO Training Recommendation Enabling Objectives

• Enabling Enabling Type Area Performance Objectives Knowledge Objectives Goal Setting V.A.1 Communicating V.B.4 V.B.1,2,3 Personal Achieving Coals V.C.1,5 V.C.2,3,4,6,7 Development Problem V.D.1,2,3,4 Solving Improving V.E.1,5 V.D.2,3,4,6 Performance Bargaining Unit V.F.1 Relations

• All enabling objectives support all Terminal Knowledge Objectives.

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e ATTACHMENT 2 PROGRAM DEVELOPMENT HISTORICAL DESCRIPTION The motivation for this most recent evaluation and revision of the Ceco SCRE/STA program has been INPO accreditation. While review and revision of training program content takes place on a continual basis at CECO, INPO accreditation dictates that the process for development of programs be considered in equal light with program content. It is in this context that the Ceco SCRE/STA program has been revised.

The process began with a SCRE/STA accreditation organizational meeting comprised of representatives from Training, Licensing, Stations and CECO's Corporate Nuclear Stations Division. This group (titled " Corporate Training Advisory Committee") met with the expressed purpose of establishing goals, working groups, actions plans and target dates for INPO accreditation.

The meeting resulted in the formation of two working groups: one for the PWR stations and one for the BWR stations. The membership of these groups (see Appendix A) included personnel from station training departments, station operating departments (including incumbent and former SCRE's),

production Training and the general office. Each group was tasked with the development of a SCRE/STA training standard and developing the action plans for preparation of self-evaluation reports for INPO accreditation.

The SCRE/STA Training Standard is an internal CECO document that prescribes the specific performance objectives for the trainees. It is very similar to the SCRE/STA Training Program Description contained in Attachment

1. The Training Standard has been approved by CECO's Corporate Training Advisory Committee. In the future, Commonwealth Edison may discover the need to make minor changes to the Training Standard that would not conflict with the NRC-approved Training Program Description. Thus, the submittal of the Training Program Description will allow these minor changes to occur while Commonwealth Edison's NRC commitment (Attachment 1) will remain unaltered.

Commonwealth Edison's Production Training Department was specifically tasked with compiling a SCRE/STA task list for each group to consider. This task list was derived from the following sources:

Corporate and Station Job Descriptions for the STA INPO Industry-Wide surveys for PWR's and BWR's INPO Recommendations for Position Description (GPG-01 Rev. I dated APR 81)

.-. . = .

Ceco-Specific shift Supervisor Task Lists SCRE Management Skills Survey NUREG-0737 and References (10/30/79 HRD and 9/13/79 DGE letters)

The working groups selected tasks and separated them into two functional areas:

(1) those tasks performed in the role of an STA during accident conditions (2) those tasks associated with the SCRE's daily control room supervisory duties.

The STA tasks (as described in Section I.F of Attachment 1) and personnel management skills (identified for both SCRE and STA roles) were used to develop the training objectives for Attachment 1, which describes both initial and requalification training. The tasks associated with the SCRE's control room supervisory duties were determined to be site-dependent.

Therefore, each station training department was tasked with site-specific OJT program development to address those tasks.

Because the prerequisites for entry into the SCRE training program include SRO license training, Attachment 1 does not include those knowledge objectives already met by completion of license training.

This process of program development was conducted in accordance with the approved procedures and directives issued by production Training and the Nuclear Stations Division. Appendix B is a summary of those program Development procedures used at CECO to develop training. Appendix C is a summary of CECO's program Development Guideline Manual, which provides a more detailed description of specific developmental processes. A record of all meetings, correspondence, and other documents (including task lists) related to the development of this program has been maintained at CBCo's production Training Center.

Any evaluations performed on either the trainees, the instructors or the overall program will be based upon the specific performance objectives contained in Attachment 1. In addition, the instructors will be evaluated on their instructional skills. ,

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b APPENDIX A PERSOINEL BACKGROUND G. Abrell 3 yrs. Navy Nuclear Power (EOOW/EDO) 2 yrs. Tech Staff /Dresden 15 yrs. SRO qualified 5 yrs. Operating 1 1/2 yrs. Licensing 6 1/2 yrs. Director /QA Operations 1 1/2 yrs. Supervisor / Station Support Services 3 mos. Staff Assistant /BWR Operations Management M. Carnahan 3 yrs. Tech Staff P

3 yrs. Shift Foreman /SRO 4 yrs. SCRE 6 mos. Operating Engineer currently Training Supervisor / Zion A. Checca 4 yrs. Navy Nuclear Power (ERS/SRO) 2 1/2 yrs. Carolina Power & Light 8 yrs. Licensed and Non-Licensed including Dresden SRO 4 1/2 yrs. Shift Foreman 3 yrs. Manager of LaSalle simulator Currently Simulatory Support Group Supervisor (PTC)

R. Crawford 6 yrs. Navy Nuclear Power (EWS) 1 yr. EO 1 yr. Engineering Assistant 5 yrs. Shift Foreman 3 yrs. Training Supervisor

J. Gates 4 yrs. Tech Staff 2 yrs. SCRE/Dresden l A. Haeger 4 yrs. PTC/ Program Development ,

S. Harmon 6 mos. EA/ Quad Cities 3 yrs. NSO/LaSalle 4 yrs. Shift Foreman /LaSalle 2 yrs. License Training operations Training Group Leader

!~ 3 yrs. SRO qualified T. Higgins 8 yrs. Navy Nuclear Power (RO) ,

5 yrs. NSO/ Quad Cities

! 1 yr. Licensed Trainer and Shift Foreman 2 yrs. Shift Engineer / Byron 5 yrs. Training Supervisor / Byron 2 yrs. SRO Qualified / Byron

R. Holyoak 30 yrs. Ceco

SRO Licensed /Dresden Units 2 and 3 S. Jackson 8 yrs. Naval Nuclear Power (EWS) 2 yrs. Instructor Licensed operations 7 mos. SRO Certified /Braidwood R. Johnson 5 1/2 yrs. Professor of Nuclear Engineering /

Purdue 4 yrs. PTC W. Kirchoff 5 yrs. Pre-Operations Test Engineer 2 yrs. Thermal Group Leader

, 2 yrs. SCRE 2 mos. Assistant Tech-Staff Supervisor /

LaSalle R. Landrum 6 yrs. Naval Nuclear Power 12 yrs. Zion Operations (RO and SRO)

Currently Principal Instructor / Zion P. LeBlond 2 yrs. Tech Staff / Nuclear Engineering 2 yrs. Nuclear Group Leader 1 yr. SRO 2 yrs, Assistant Tech Staff Supervisor 2 yrs. Training Supervisor / Zion 4 yrs. SCRE qualified Currently Nuclear Licensing Administrator T

W. McGee 6 mos. Navy Nuclear Power School 6 mos. Navy Nuclear Prototype 2 yrs. GE BWR Training Center and License Qualification 1 yr. Braidwood Tech Staff 2 yrs. Dresden Tech Staff Group Leader 6 mos. Dresden SCRE 2 yrs. SRO Certified /Braidwood M. Melton 7 yrs. Navy Nuclear Power 6 yrs. Training Currently General Instructor / Quad Cities J. Neal 6 yrs. Navy Nuclear Power (RO) 2 yrs. Training 1 yr. Shift Foreman I 5 yrs. Training Supervisor / Quad cities K. Norris 4 yrs. Naval Nuclear Power (EOOW/EDO) 1 1/2 yrs. Instructor PTC

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! R. Ragan 19 yrs. Dresden l 5 yrs. Tech Staff 1970 to present SRO Units 1, 2, 3 Dresden 2 yrs. Startup Foreman Dresden Units 2 & 3 5 1/2 yrs. Operating Engineer 6 yrs. Assistant Superintendent of Operations 4 mos. PTC Production Superintendent R. Raguse 16 yrs. Fossil Experience 4 yrs. SRO/ Quad Cities 1 yr. Training Supervisor / Quad cities 2 yrs. Corporate Training Staff Assistant 11 yrs. Op Engineer /LaSalle N. Sanborn 8 yrs. Naval Nuclear Power (EWS) 2 yrs. General Instructor /Braidwood A. Snow 1 1/2 yrs. EA/ Quad Cities 3 yrs. NSO/ Byron 4 yrs. Instructor / Byron 2 yrs. SRO qualified l L. Soth 4 yrs. Naval Nuclear Power PTWO/EOOW 19 mos. Shift Supervisor Zion 5 1/2 yrs. Admin. Assistant Admin. Assist-ant Superintendent, Operating Assistant Superintendent 12 yrs. SRO qualified L. Steffes 2 yrs. Tech Staff 3 yrs. SCRE/ Quad Cities J. VanHorn 1 yr. Program Development /PTC G. Wagner 5 yrs. Navy Nuclear Power (Officer) 5 mos. Engineer /Dresden 2 yrs. Startup Engineer /Dresden Units 2&3 1 1/2 yrs. Op Engineer /Dresden 5 mos. Corporate Senior Staff Engineer 4 mos. Admin Engineer / Zion 3 yrs. Assistant Superintendent / Zion 5 1/2 yrs. Station Nuclear Design Engineer, Assistant Station Nuclear Engineering Dept.

3 yrs. Tech Services Manager, Nuclear Stations Division Currently operations Manager

W. Worden 2 yrs. Air Force Intelligence Division Engineer 2 yrs. SPSO 2 yrs. Operations Engineer /Ridgeland 2 yrs. Operations Engineer /Dresden 2 yrs. Assistant Superintendent 3 yrs. Superintendent 3 yrs. R&D Engineering 5 yrs. NSD Operations Manager J. Young 3 mos. Program Development PTC B. Zank 6 yrs. Navy Nuclear Power (RO) 6 mos. Tech Staff 10 yrs. SRO Qualified Units 2&3/Dresden 6 yrs. SRO Qualified Unit 1/Dresden 6 yrs. Training Supervisor /Dresden 1566K

m APPENDIX B SUP9tARY OF PROCEDURES PTAG-200 Specifies the process used to develop training programs within the department, and those developed for the department by vendors.

PTAG-201 Describes the various forms of evaluation which are a part of the program development and implementation process. It is designed to establish bases for and control of, the quality, consistency, and continuity of the various forms of evaluation.

Identified deficiencies and recommended action are dealt with in accordance with PTAG-202.

PTAG-202 Describes the Production Training Department system for revision of training documents and materials following the initial development and implementation of a training program or course.

The procedure ensures that training documents and materials contain current information and are constantly improved based on experience.

PTAG-203 Specifies the required reviews and approval of the following major training documents:

PTAG-200 Production Training Department Program Development Process.

PTAG-201 Production Training Department Evaluation Development Process.

PTAG-202 Production Training Department Revision Process.

Program Development Guideline Manual PTAG-204 Establishes the process and personnel responsibility for formal instructor evaluation. This procedure facilitates proper assessment and control of the overall quality of instruction.

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i APPENDIX C 1 1

PROGRAM DEVELOPMENT GUIDELINE SUP9tARY l

i GUIDELINE DESCRIPTION Task Analysis This guideline describes the Job / Task Analysis process, defines a task, lists Job / Task Analysis requirements and provides descriptions of the requirements (including examples).

Training Standards This document presents the guidance necessary for the preparation of training standards.

Instructor's Guide This guideline describes the administrative, course management and lesson plan development processes.

Training Materials This document provides the necessary guidance to prepare training materials used for all training programs.

Testing This document presents guidance for the preparation of written tests, oral tests, and hands-on evaluations.

Evaluation This document describes the steps and instruments necessary for evaluation of the training process.

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