On-The-Job Training (OJT) Guidance - OJT培训指南与文档方法

Sep 4, 2026

Upload by Kyle

On-the-Job Training (OJT) guidance provides state departments with a practical framework for designing, conducting, and documenting OJT as an essential part of employee training. It clarifies what OJT is, when it is preferred, and how to select appropriate participant roles such as trainees, training officers, subject matter experts, and supervisors. The document outlines an ADDIE-based OJT development process and explains how to use OJT action plans to record training completion, time, methods, and trained topics with required validation signatures.

LanguageEnglish

CategoryPresentations

FormatPDF

Pages3

Reading Time1 min

AccessFree to download

On-the-Job Training (OJT) Guidance

What is OJT?

When is OJT Used?

OJT Roles

Developing OJT (ADDIE)

Documenting OJT

On-The-Job Training (OJT) Guidance The purpose of this document is to provide state departments with On-the-Job Training (OJT) 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) . What is OJT? 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. When is OJT Used? 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. OJT Roles The OJT process relies on a collaborative approach which can involve multiple partners within the department. 􀁸 Trainee-The employee who needs the OJT. 􀁸 Department Training Officer – They may be asked to collaborate with others to develop the OJT program. 􀁸 SMEs – They provide vital information about the training topics relevant to the job as identified in a job specification’s knowledge and abilities section or a duty statement’s essential functions section and steps completed in the OJT to support the training topics. They may work in the same program as the employee being trained and perform (or have recently performed) the same essential functions and performance steps. A SME would be a great choice for a trainer if they are willing to train and have the time and training skills. 􀁸 The trainee’s supervisor-They provide direct supervision over the person being trained, can help develop the OJT topics and steps, and identify the OJT training schedule and time frames. Developing OJT The OJT process can be developed through the ADDIE process: analyze, design, develop, implement, and evaluate. 1. Analyze – Identify what needs to be trained. This process can include: a. Defining the OJT purpose and identifying the training goals and desired outcomes. b. Examining the job specifications or duty statements and other appropriate material (i.e. procedure or desk manuals, process documentation, etc. ) that are applicable to the trainee. c. Identifying what needs to be trained through defining the training topics and steps necessary to successfully perform each topic. d. Discussing the job specification or duty statement and job processes with a SME, preferably an experienced or lead performer or supervisor, to ensure the OJT program reflects the topics that need to be trained and the steps. e. Observe and document how the SME performs the training topics and steps to see how to do the job correctly. 2. Design – Identify the trainers who can help design the OJT. The process can include: a. Designing, detailing and articulating the training topics and steps critical to developing the OJT based on the trainee’s class specification or duty statementsand other applicable material. b. Designing or identifying the job aids needed to support the OJT. Job aids can include check lists that identify all the deliverables that need to be performed , instruction cards, or other tools that a trainee needs to prompt them on how to complete an essential function or performance step. c. Clarify the roles and responsibilities for all people involved in the OJT. 3

FAQs

What is On-the-Job Training (OJT) and where does it usually take place?

OJT is a time-efficient, cost-effective method that develops employees using departmental internal resources, knowledge, and talent. It usually occurs at the job site or in a job-like simulated environment.

When is OJT typically the preferred training methodology?

OJT is usually preferred when skills are best learned while being applied on the job or in a job-like simulated environment. It can also supplement instructor-led training and help fine-tune or correctly apply existing skills.

What are the ADDIE steps for developing an OJT program?

The document structures OJT development using ADDIE: Analyze, Design, Develop, Implement, and Evaluate. Each phase includes specific activities such as defining training goals, designing trainers and job aids, creating OJT materials, conducting the action plan, and using feedback to adjust and retrain as needed.

Sep 4, 2026

Upload by Kyle