be performed by the trainees. Then point out to the trainees their place on the team and explain to them their role in accomplishing the mission of the unit. Stress the advantages of their doing the job well, and how the training benefits them, their organization, and the Seabees.
The trainers should also explain facts about the job to be done, principles that are proven and workable, and directions on ways to do the job safely, easily, and economically. Explain also, any technical terms or techniques that will improve the skills of the trainees. Furthermore, stress the importance of teamwork and attention to detail in each operation of a job.
The trainers and trainees are to discuss the problems that arise in doing a job, and try to clear up any questions the trainees may have concerning the job. Trainers are to point out to the trainees the similarities of different jobs. Furthermore, trainers are to cover the relationship of procedures in a particular job to things with which the trainees are already familiar. This way the trainees learn through association with past experiences. Also important, trainers are to discuss the progress of the trainees.
The most valuable end product of a peacetime military operation is well-trained personnel. Regardless of the unit's mission, you must have trained personnel to carry it out. All petty officers in the Navy are responsible for training the personnel under their immediate supervision. Do NOT take this responsibility lightly.
SYSTEMATIC TRAINING
Effective training requires a great deal of planning and directed effort. To prevent a haphazard approach to the job of training, you must organize materials into logical sequence and use an accurate method to measure the results. When any learning takes place, there will be results. When no learning takes place, you have not trained. The following four steps are provided to help you plan and carry out your training programs:
Encourage learning by using the correct training methods.
Measure achievement at regular intervals to assure that learning is taking place.
Record results to document progress and to improve your training system.
Reward or recognize those who perform.
Evaluation
Evaluations are worthwhile tools. Both you and the trainee will want an evaluation of the work accomplished. Generally, the most valid trainer evaluations are obtained by testing the trainees. When they have learned to perform in a highly satisfactory manner, this is the best indication that training has occurred. Personnel must be trained correctly. Improper training, in many cases, is worse than no training at all.
Performance testing enables you to do a better job of conducting an OJT program. Use performance tests to find how well your trainees are doing their jobs. However, it is difficult to find a test that truly assists you in evaluating performance.
Performance tests should enable you to rate the work of subordinates accurately enough to carry out the following objectives:
To help you determine the qualifications of personnel
To aid you in rating the improvement of persons
To help you determine whether trainees can actually perform
To assist you in assigning new people to particular jobs
To help you locate trainees strengths and weaknesses
Since it is a practical check on a work project, a performance test must be conducted in a sample work situation in which the trainee performs some active task that can be examined. The testis not designed to measure what a person knows about the job (a written or oral test may fill that need for you). Instead, it is intended to help you rate that person's ability to actually do the job. Do your best in organizing and administering the performance test. There will always be room for improvement in most of the testing that you do.
CONSTRUCTION ADMINISTRATION
Proper administration and planning are the backbone of any project (large or small), and they are just as important as constructing the project.
You will have personnel assigned to you whom you must employ effectively and safely. Your
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