Southern Illinois University-Carbondale WED
468-3
Department of Workforce Education & Development
Page
72
perform their trade up to the current standards.
[info redacted] (personal
communication, February 25, 2009)
Effective Training. Motivation and incentives is what EB uses to train its
employees in this domain. A person can be motivated to perform well by a raise in pay.
Due to the Union's protection, if a person performs poorly there is no real punishment.
The safety bonus is a highly effective tool to promote a safe working environment. If
there are no safety incidents at a specific shop, then the employees receive a safety
bonus. This allows for peer pressure to enhance the motivation to stay safe. If a
person violates safety then the other employees will know an they will despise the
violator. Money is a huge motivator to make people want to do something that they
already know how to do. Generally, most employees do perform well since they have a
sense of responsibility.
[info redacted] (personal communication, February 25, 2009)
Evaluation of Training. Evaluation of training is conducted at all levels at EB.
Tradespeople are evaluated by their former instructors at the job site. The instructors
can see how effective that their training is by this follow-up. Instructors are also
evaluated by the management and trade supervisors during instruction to ensure the
managers and supervisors desires are fulfilled.
[info redacted] (personal
communication, February 25, 2009)
Training Requiring Revision. A critique may be held when an employee makes a
mistake or causes a problem on the job. Critiques are meant to find the root cause of a
problem. A performance gap is identified and needs to be corrected. This should be
the job of an ISD professional but instead there is no Instructional systems designer
involved in critiques. Because of this, the results of all critiques are training. This is