Findings Conclusion Recommendation & Comments

1. PO 006 (C2) – Graduates are not Recommend SMEs use validation survey
56.76% indicated adequately trained comments to review what areas are lacking. As
training was not for the job. with most POs, additional skill proficiency is
appropriate for job required during the ashore phase to ensure job
requirements preparedness.
2. PO 007 (Manage Only slightly more The respondent comments indicate that the
Data Processing than half of current teaching points are not relevant to what
Systems) – Only graduates do this on is encountered with current HCM equipment.
59.46% indicated the the job. The Teaching Points and refs in the QSP should
requirement to be reviewed by SMEs to ensure the knowledge
actually perform this and skill is aligned with current equipment to
on the job ensure candidates are prepared for the job.
3. PO 011 (Manage Graduates are not As only 51% believe they actually received any
Shipboard adequately trained training at TE it is clear the training at the TE is
Hazards) – Only for the job. inadequate.
54.05% believe skill Some knowledge based training can be
and 59.46% believe converted to DLN delivery however this PO
knowledge was lends itself to performance oriented training
appropriate for the (Hazmat & spills). The PO should be conducted
job and assessed for performance using mock
scenarios to increase skill and support job
preparedness.
4. PO 012 (Direct Graduates are not As only 29.7% of respondents believe they
Emergency adequately trained actually received training at the TE for this
Response Team for the job. Performance Objective, it is clear the training is
Operations) – only inadequate. Recommend the PO build on a base
40.54% of of requisite knowledge and be applied during
respondents believe mock scenarios prior to OJT.
the knowledge and Recommend assessment be performance-based
only 35.14% believe and conducted prior to OJT with additional
the skill level practice runs conducted on an operational
instructed was platform during OJT to increase skill and
adequate for the job. support job preparedness.
5. Skill development Candidates are not By diverting skill development to the fleet it
at the TE is low adequately prepared requires lengthy OJT periods and can lead to
for the job. OJPR extensions if HODs are not proactive in
“training” their candidates during OJT. This can
lead to a bottleneck of candidates awaiting
bunkspace and may cause lack of
standardization. Efforts must be made to
conduct more skill development at the TE prior
to conducting OJT; practical performance and
scenarios through Damage Control or requesting
the development of learning aides through LSC
must be encouraged by course staff. This will
 ensure standardization on the job and
preparedness for the job.
6. Job alignment - Candidates are not Several comments were received that the
Students are adequately prepared material instructed at the TE is out of date. The
concerned about the for the job. current conduct of the course does not cover the
relevance of material equipment which many candidates encountered
as it does not cover once they arrived on ship (HCM). This required
HCM ad hoc development of knowledge and skill for
the HCM equipment during OJT periods. This
may lead to non-standardized information and
practices amongst members of the occupation.
Recommend instructional staff ensure course
material (MLP, handouts, courseware etc) is
updated IAW fleet modernization and submit
QSP amendments requests to update references
or teaching points in the QSP. The goal being
that the training program reflects job
requirements and job preparedness.
7. Course Conduct- Instructors are often Recommendation is to post experienced Lt(N) to
Graduates expressed posted to teaching instructional billets (min 2 years experience in
concern about the positions having an occupational job).
quality of instruction just recently Course conduct (class prep, handouts, activities,
and general course reached OFP summative assessment etc) must also be
conduct. themselves. This optimized. Instructional staff should consult
leads to a lack of with div TDO to increase performance based
occupational training and create scenarios and assessments
experience which is that reflect job performance.
required to instruct
proficiently.
Candidates may not
be prepared for the
job.
8. Assessment - Current assessment Currently the only Performance Check on the
Graduates are methods do not course is the assessment board. The board
concerned about align to CFITES cannot assess job based performance and thus is
assessment methods principles and do not a reliable or valid assessment of candidate
to determine depth not provide proficiency.
and breadth of adequate Performance assessment during OJT often
knowledge. assessment of consists of simply standing watches, discussions
Candidates are candidate and write-ups which is not performance based.
graduating without performance. Any additional training is at the discretion of the
being fully assessed HOD on aboard.
on their ability to act Additional PCs must be made for each PO to
as NCSE O. assess job performance to the standard described
in the QSP IAW CFITES and DAOD 5031-2.
 The board can serve as a Naval requirement but
is not sufficient to assess job based performance
on its own.
The fact that many candidates reported
achieving skill proficiency after receiving their
qualification raises concerns as to the conduct
and validity of current assessment methods.
9. OJT conduct - This causes Candidates must integrate into the ship’s
Some members extended OJT company during OJT however, the reason for
reported a low level periods and the billet aboard the platform is to complete
of time allotted contributes to a training and meet the qualification standard.
towards training bottleneck of HODs must enforce a proactive training regime
during OJT candidates. during OJT to ensure candidates are tasked
appropriately and able to focus sufficient time
towards the OJPR. Losing focus on this goal
will lead to insufficient training, OJT extensions
and failures; which leads to a lack of qualified
personnel for the job.