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Modernizing Lineworker Training: ETI Initiative

Learn about MEA Electric Training Initiative - computer-based courses, field evaluations, and updated content for lineworkers at all levels. Discover the history of training, benefits of computer-based learning, and the future of utility training.

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Modernizing Lineworker Training: ETI Initiative

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  1. Training Today’s and Tomorrow’s Lineworkers MEA Electric Training Initiative

  2. Electric Training Initiative (ETI)What is it? • Consortium of MEA’s Electric Utility and Contractor Company Members • Training materials • 70-100 computer-based courses • Instructor-led course materials • Field Performance Evaluations • Focused on lineworkers • Pre-Apprentice, Apprentice, & Journeyman (refresher) training applications

  3. Why Develop the ETI? • Wave of retirements • New hires who may learn differently • Potential for greater regulation • Energy bill of 2005 • Greater emphasis on refresher training • Documented continuing education

  4. Why Develop the ETI?More good reasons… • Some current training is outdated • Even the best companies not 100% • Industry wants “Best of the Best” content • “consensus” • Built by Subject Matter Experts • Better, faster learning • new learning technologies plus classroom & OJT

  5. Why Computer-Based Learning? • Much lower cost • 24/7, 365 availability • Visual plus sound • Individualized instruction • Built in testing, records, resource materials • Easier to update • Easier to customize Part of a “blended learning” training program

  6. Apprenticeship or One on One Training Father to son on the farm or trade Master to willing apprentice The History of Training Begins…

  7. One Room Schools & More • One on One learning too costly • Classrooms teach many at once • Dependence on students digging content from books

  8. Technology Applied to Learning • Growth of computers at work & home • Kids very tech savvy • TV generation wants sight and sound • Infinitely patient • Learn as fast as you can—not held back • Instant feedback • Use lessons as reference

  9. But…Must Blend in Hands On Best Practice is Blended Learning • Leverage computer learning • Pre-testing • Pre-requisites & knowledge content • Refresher training • Complement with Classroom • Provide Hands on Training • Reinforce with OJT • Refresh and reinforce

  10. ETI Development Process • Team set objectives & schedule • Team agreed on what lineworkers need to know • Achieved consensus on course content • Developed Performance Evaluations • Captured all step-by-step actions for every individual task • Determined how would we know if each step was done correctly

  11. ETI Development Process Quality Control Steps • Gathered content from multiple utilities—looking for the “best” • SMEs reviewed all proposed content • on-line courses • instructor-led (classroom) material • tests and field evaluations End Result: Updated, SME-Reviewed Content

  12. Course Features • Engineered for effective learning • Learn and then practice • Sound, visuals, activities • Immediate feedback • Testing • Pre-test (“test-out” feature) • Post test • Recordkeeping built-in • Easy access to glossary and reference materials

  13. ETI CurriculumCourse Groupings • Overhead Systems & Components • Underground Systems & Components • Safety & Health • Services & Secondaries • Metering • Transmission Systems • Distribution Systems • Tools & Equipment • Basic Electric Components • Electric Utility Fundamentals

  14. Adult Learning:Layered Information

  15. Adult Learning:Layered Learning

  16. Adult Learning:Steps in a Process Simulation

  17. Adult Learning:Audio & Visual

  18. Adult Learning:Step-By-Step

  19. Adult Learning:Perform an Action

  20. The Future of Utility Training The Future of Utility Training • Pressure to reduce the “total cost” of training • Workers want media rich learning, not just lectures • Lineworkers, trainers and management are working together • Content must be credible—widely accepted

  21. Future Trends in Utility Training • Pre-hire training & testing • Pressure to document knowledge & competence • Expectation of regular refresher training and continuing education • Pressure to reduce time from hire to competent worker

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