Trinity Operating Procedures - TOPs
TOP-TRAIN: Training Program
Rev: 02/03/2026
Scope: This procedure covers the employee training.program.
Procedure:
Our goal is to get new employees fully trained without delay, to keep all employees current with the company's developing needs, and to assist people in moving up in the organization.
Each employee is subject to two "tracks" of training. The first track is for the individual, simply as a generic team member, with minimal regard to the person's position. This is the standard orientation that all employees go through upon being hired.
The second track specifically addresses the team position(s) the person fills. Each track has introductory, intermediate and advanced training. This training is tied to specific job position an individual is hired for. The Training Coordinator will assign the required training modules to each employee but it will be the responsibility of the employees supervisor to complete the necessary training.
After the application process has been satisfied (see TOP-APLIC), each new employee receives training in safety and basic information about Trinity Forge and employee benefits (see TFTP-ANY1). Then the employee receives job-specific training in the team position(s) he/she fills. (At first he/she receives introductory training in the concepts and safety issues of their particular job; then begins on-the-job training, an intermediate stage which may progress for a significant period of time). After he/she has been employed at Trinity Forge for an extended period he/she may choose to pursue advanced training, which can include college course work, management development, or simply personal development such as reading skills. This level of training also helps the employee prepare for job advancement, as opportunities present themselves.
The merit review cycle is tied in with the employee's training program, so that as part of the review process-training plans can be made and progress tracked toward those plans. However, training is an integral part of the merit review cycle, and will be a prerequisite to subsequent promotions.
Since the nature of work at Trinity Forge involves filling multiple team positions, an individual may simultaneously be at different levels of training in different positions. For example, a recently-promoted QA Manager might be pursuing advanced training in quality (the QC Inspector team position), intermediate training in supervisory skills (the QA Manager team position), and introductory training in internal auditing (the Internal Auditor team position).
TRAINING RECORD MAINTENANCE AND FOLLOW-UP:
| STEP | WHO | WHEN | INFO TO USE | WHAT TO DO |
| 1 | Training Coordinator | As new team members are hired or re-assigned | Application, resume, other background records, TFTPs, TFTMs | Create
a new file for the employee in the system. Decide what brackground
achievements will be accepted for what education and record in the Personnel File and Training File; Complete, Scan and File the employees orientation packet in their folder. Employee photos will also be taken at this time to add to their file. |
| 2 | Training Coordinator | Once new team member completes orientation | Application,
resume, other background records, TFTPs, TFTMs |
Determine
what training will be required based on their team position. Print and
provide the employees supervisor with the TFTM Module Checklist to
complete. Note: regardless of position, all new team members must fulfill the training requirements of TFTP-ANY1. |
| 3 | Team member's Supervisor or Manager | When new employee begins working | Personal observation or objective evidence, Training File, Employee Review | Work with the Training Coordinator
to complete the required TFTM training for the employee. Make sure all
training is completed in a timely manner and documented properly. Turn
all completed training files in to the Training Coordinator. |
| 4 | Training Coordinator | As team members receive training |
Training Record; Training File | Verify and record ongoing training achievements for each team member; verify that all Training Records clearly show who received training, who provided it, when it was provided and what material was covered; scan each Training Record, file in Training File, then destroy paper form |
| 5 | Training Coordinator | Per training plan in Personnel File (possibly immediately after step 3) | Personnel File; Training File | Determine the effectiveness of the training based on employee probationary or annual performance review; if training has not proven effective, return to step 2 |
| 6 | Training Coordinator | An employee is terminated | Notification of termination | Properly move all employee files from the "Active" to "Inactive" folder when notified of a termination. |
| 7 | Training Coordinator | As employee is transferred to a different position | Notification of employee assignment | eDetermine what training will be required based on their new team position. Print and provide the employees supervisor with the TFTM Module Checklist to complete. |
* Special training needs are routinely considered as team members complete Training Modules and also as they receive probationary and annual reviews.
Revision history:
|
Release Date |
Description of Change |
Owner |
Approver |
|
12/06/2017 |
Updated to comply with revised Quality Manual and new TOPs format. DIscussion of corporate-level training concerns were removed. Information from TOP-TRECS was incorporated in and TOP-TRECS was eliminated. |
Tim Ellis |
Todd Sheppard |
|
02/03/2026 |
Updated "Who" responsibility and added more detail |
Dustin Jump |
John Fairbanks |
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