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Management Practices Self-Assessment 2.15 Training Evaluation Training programs are routinely evaluated, updated, and revised. Training programs should be routinely reviewed by management to ensure that personnel, operations, and legal needs and requirements are met. The evaluation and updating process may include a review of agency directives; identification of problems associated with physical facilities, materials, or scheduling; and a review of the number of persons trained and the extent of training provided. The evaluation should be reviewed prior to updating training programs. Effectiveness and cost of training should be periodically evaluated. 1 Assigned to: Tammy Donahue Initial Review Date: 11/18/2002 Completed by: Tammy Donahue Compliance Date: Amount Complete: Full Compliance Documentation/Directives: Human Resources Work Plan Public Works -Work Plan Safet~Coordinator job description -position # 2193 APPM Policy Manual Training, Education and Development: Chapter 2.1.14 City of Eugene Safety Program: Chapter 13.3.3 Safety Committees: Chapter 13,3.4 A R wired afe Pr r m : ha ter 13.3.12 OSH e S t o a s C q Y g p Session Evaluations for Harassment in the Workplace Training Session Evaluation Forms Internal and Contractor Agency Compliance: The City's Coordinated Training Program is managed centrally in Human Resource Division. The Performance and Development Manager works with the Human Resources Advisory Board to review the curriculum, and establish mandatory training requirements for all employees and supervisors/managers aligned to the current priorities of the organization. This board is made up of representatives from all departments. Public Works currently has three manager representatives on the board. The City's Coordinated Training Program is managed centrally, they are responsible to review, collect feedback from participants and then modify or update the trainings being offered through the Coordinated Training Program. HR annually updates its work plan and solicits general feedback from managers, supervisors and employees on the needs of the organization. Other sources for assessment of needs are the Human Resources Advisory Board, legal compliance mandates, and employee input like the bi-annual employee survey. With regard to safety trainings and the need to stay current of evolving laws or regulations, the department relies on the City's Safety, Loss and Environmental Program Manager and the Maintenance Safety Coordinator to stay abreast of changes and then to communicate those changes to the department. The City ~ Attorney also alerts staff to changes in the law that could have an impact on the organization. The Public Works Human Resource Manager and Human Resource Division management look for trends in employee ©2004 American Public Works Association Version 5.0 - 39