Thank you so much for taking the time to respond! I did have some follow up items to help better share what we do compared to your program as well as some questions.

• I like the idea of succession planning! I think we would have a slightly more difficult time with that just due to the nature of turnover and "desire" to be a trainer. That doesn't rule out having discussions with our managers to have that plan in mind should someone start the process of transferring or leaving.
• I agree that training cannot be the same for each person. With that said we still want every topic covered, this is why we have the checklists with the "must" knows. Things like soft skills are covered in person trainings by our L&D team. We are also testing the waters of videos  to help our trainers have resources readily available. 
• If you don't mind me asking. What types of questions do you ask at the different intervals of your new hires? We also survey our supervisors; for them it's more of a how do you think the program did in helping your new team member. 
• Two more questions for you: 
• • How do you handle ongoing training and resources for your trainers. We are looking at ways to make sure we keep them engaged as not all of our trainers are always training. We currently do quarterly meetings where we do a brief learning topic and discuss challenges, successes, etc.
  • How do you recognize/reward trainers? We are looking into ways to make the role of an on the job trainer more celebrated/understood/desired. We want to make sure we recognize their efforts and making the position more elevated. 

Thank you again for the thoughtful insights. Let me know if there is any information I could share as well. 

Hello all,

I wanted to see what other organizations are doing in terms of programs centered on a structured on-the-job training programs. For us, we have a program where individuals are designated by supervisors as Champions (trainers) for a new hire. They go through a series of courses to ensure they have the skills needed to conduct this role. 

We have checklists created for the information that would need to be covered and demonstrated for a new hire to be "ready" to be on their own. Checklists are signed off on by trainer, new hire, and supervisor to ensure that information is covered and understood. 

We do other pieces like surveys to new hires and supervisors, quarterly meetings with our trainers, and created a webpage for resources for everyone. I am wondering what other organizations are doing on programs like this?

• Do you have best practices for selecting a trainer?
• How is the training program structured?
• How do you gather feedback?
• How do you measure "success"

Any insight you can provide would be greatly appreciated!