This is a summary of the Logistics Training Management Philosophy.
Introduction:
Every work center training plan consists of four (4) main
areas: Qualification Training (OJT), duty position training, Ancillary
Training, and mobility training (SORTS) requirements. In addition, formal
Air Force, Computer Based Training (CBT) and Field Training Detachment (FTD)
training courses will supplement our training depending on need and availability.
Each of these areas is vital in producing competent airmen capable of
performing the mission. In order to accomplish this mission we’ve developed numerous
products and use a number of products already developed:
These products were developed using the guidance provided in Air Force Instructions, intermediate guidance, and local guidance.
Goal:
Logistics work centers are to provide qualified technicians. Work center training plans are designed to allow airmen to attain and maintain proficiency in a minimum amount of time. No matter how well the training plan and associated guides are written they are of little help if you don’t use them or use them incorrectly.
Responsibilities: On-the-job training is a two-way street.
Supervisors and trainers must conduct training to the best of their ability using the work center training plans and training guides. In turn, trainees (you) must come to work mentally and physically prepared to train. You must ask questions to clarify any misunderstandings. All work center personnel are required to read the work center training plan and use the associated guides. All personnel are required to report any and all training plan and guide discrepancies to the work center training monitor and/or the NCOIC.
Training Products: There are a variety of products which supervisors, trainers, and trainees will use in order to document and manage training effectively. The following list is not intended to be all inclusive:
- Master Training Plan – A comprehensive training plan can include, but is not limited to: a master task list; QTPs; AFJQS; CFETP; TTGs; commercial publications; or any other supporting documentation.
- QTPs – Qualification Training Packages, or QTPs, are an instructional package designed for use at the unit level to qualify or aid qualification in a duty position or program or on a piece of equipment. It may be printed, computer-based, or in another audio-visual media.
- TTGs – Task Training Guides identify all training references; have a clearly-stated task objective that contains task standards, conditions, behaviors; provides instructions on how-to conduct the training; and includes an evaluation checklist.
- JQSs – Job Qualification Standards are maintained in your training record. It provides a list of every task you have loaded and must be trained on. It includes your Career Field Education and Training Plan (CFETP, pronounced "coffee-top") core tasks, applicable CFETP to this location, and local 797 tasks.
- AF Form 623 – This is your history and current status of training. Presently our records include: a JQS, AF Form 623a, ancillary training requirements, personnel evaluation report, and up-grade training documents.
Documenting your training:
Documentation must be current to provide a true indicator within the work center. The responsibility of documentation rests with every member of the work center. However, your supervisor must ensure it is complete (monthly). When task statuses change, documentation must occur.
- Entries need to be as detailed as necessary to ensure training status is easily identifiable. Entries to consider:
--- Date entered training;
--- estimated completion date;
--- breaks in training;
--- changes in supervisor/trainer;
--- and strengths and weaknesses.
Periodic review of training records should be accomplished by the work center training monitor to identify trends.
Methods of Training: Training will be performed in a variety of ways to include:
- Lecture – Used to provide information to a group of people in a short amount of time.
- Discussion – Trainers ask questions, pose problems, and direct trainee participation.
- Demonstration and performance – The trainer performs the task and explains the step-by-step process to the trainees. Once the trainer performs the task, the trainee mimics the trainer. The process is repeated until the trainee can perform the task to the standard outlined in the task training guide.
- Coach/Pupil – Used when the trainee needs more or individual attention. It focuses on the needs of the trainee and allows for constant feedback.
Methods of Evaluation: There are basically two (2) types of evaluation - knowledge and performance. Evaluation will be performed in the same manner the trainee is trained.
- Knowledge ex: Trainee is lectured on the Theory of Operation of a piece of equipment; then the trainee will be evaluated by a written or oral test (taught knowledge/evaluated knowledge)
- Performance ex: Trainee is taught the ‘hands-on’ alignment of a piece of equipment; then the trainee will be evaluated performing the task (performance type training/evaluated performance) (over-the-shoulder)
|
WEBMASTER |
TMDE Corrosion Self-Inspection NRTS Meet LSK MSEP MQCCs Defficiency Reporting Logistics Training Management Quarterly Maintenance Plans Quarterly Logistics Summaries |
E-MAIL LSK |
