On the job training (OJT) is a time and cost effective method of developing employees by leveraging a department's internal resources, knowledge, and talent. The guidance and templates below are designed to help administer the OJT process.
The purpose of this resource is to provide state departments with On-the-Job Training guidance, identify recommended employees roles in the OJT process, and how to conduct and document OJT as part of employee training. The OJT documentation can be used to document any type of OJT, including the training required for newly appointed supervisors under Government Code 19995.4(b). CalHR developed the documentation and tools in collaboration with state and non-state subject matter experts (SME).
OJT is a time efficient and cost effective method of developing employees by using a department's internal resources, knowledge, and talent. The OJT usually takes place at the job site or in a job-like simulated environment.
OJT is usually the preferred training methodology when the skills are best learned while being applied on the job or in a "job-like" simulated environment. It can be used to augment instructor led training, fine tune existing skills, or ensure the proper application of existing skills. Unless otherwise prescribed by law, regulation, or bargaining unit agreement, the amount of time spent in an OJT training program can be determined by understanding the trainee's knowledge and skill level and the amount of time a department's resources can commit to the OJT.
The OJT process relies on a collaborative approach which can involve multiple partners within the department.
The OJT process can be developed through the ADDIE process: analyze, design, develop, implement, and evaluate.
Identify what needs to be trained. This process can include:
Identify the trainers who can help design the OJT. The process can include:
Develop appropriate OJT documents, resources, training topics and steps. This process can include:
Implement the OJT action plan by scheduling and conducting the OJT.
Review the performance feedback from the trainer, supervisor, and trainee to determine the OJT’s success. Analyze the feedback, make adjustments to OJT and related documents, and retrain areas that are needed.
The OJT documentation, or action plan, is part of the trainee’s training record and is a method to verify the training was completed. Like a training certificate of completion, the OJT action plan identifies the:
But the OJT action plan also identifies the:
The action plan should be developed by the trainer, supervisor, and SME prior to starting the OJT, and include a signature space for the trainee, their supervisor, and the trainer to validate that the OJT has been completed. At the conclusion of the OJT, the action plan must be signed, and a copy must be provided to the trainee and another copy must be placed in the trainee’s training file.
The OJT Action Plan template and samples are designed to help you document the OJT process.
The OJT process outlined in this document is a cost effective method for ensuring trainees receive the necessary training provided by knowledgeable and skilled SMEs.