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Read the Guidance
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documents, which should also be deleted once it has been used.
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Version: 1.0
Ó 2002 Microsoft Corporation. All rights reserved.
The information contained in this document represents the current view of Microsoft Corporation on the issues discussed as of the date of publication. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information presented after the date of publication.
This document is for informational purposes only. MICROSOFT MAKES NO WARRANTIES, EXPRESS OR IMPLIED, IN THIS DOCUMENT.
Microsoft
and Visual Basic are either registered trademarks or trademarks of Microsoft in
the
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Document Properties
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Document Title |
Training Plan |
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[Introduction to the Template
Description: The Training
Plan identifies the needs and processes for training the people who will
participate in creating the solution. This training could be on a particular
software package or development environment or about specific hardware
components. This document focuses on the project teams (which includes the
customer’s information technology staff and help desk); it does not address the
training needs of the end-user or support staff for ongoing
operations.
Justification:
Training
provides team members with the working knowledge and proper tools required to
build a successful solution. The analysis performed to develop the Training Plan
will also establish the team members’ skills baseline and facilitate the
mitigation of any technology gaps that become evident. Providing the training as
specified in the Training Plan could also jump start the team and increase their
satisfaction and productivity.
{Team Role
Primary: Program Management must assess the project’s knowledge and skill
requirements and the staff available to identify the training necessary for a
successful project. The Development Plan and Functional Specifications contain
information that will outline the training requirements for the
project.
Team
Role Secondary: Development, Test, User Experience, and Release
Management
will provide input into the Training Plan on their team members’ knowledge and
skills gaps and the form of training most beneficial for
them.}]
[Description:
Provide an overall summary of the contents of this
document.
Justification:
Some
readers may need to know only the plan’s highlights, and summarizing creates
that user view. It also enables the full reader to know the essence of the
document before they examine the details.]
<<Begin text here>>
[Description:
The Objectives section describes the training activities’ key objectives in
terms of creating sufficient competency in both technical and project management
knowledge and skill areas.
Justification:
Identifying Objectives ensures that the plan’s authors have carefully considered
the situation and solution and created an appropriate training
approach.]
<<Begin text here>>
[Description:
The Training Requirements section defines what the training process must
deliver. It does the following:
Some
of the possible team roles are listed below. Add teams as required based on the
project situation.
Justification:
Training
recommendations are best made from a set of requirements. By initially defining
the requirements, the project can select the specific training and methods that
match the needs.
[Description:
The Product Management section describes the position and responsibilities of
the Product Management role for developing the solution and identifies the
knowledge and skills necessary to perform that role successfully. Include four
sets of information in this section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
<<Begin text here>>
[Description:
The Program Management section describes the position and responsibilities of
the Program Management role for developing the solution and identifies the
knowledge and skills necessary to perform that role successfully. Include four
sets of information in this section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
<<Begin text here>>
[Description:
The Development section describes the position and responsibilities of the
Development role for developing the solution and identifies the knowledge and
skills necessary to perform that role successfully. Include four sets of
information in this section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
<<Begin text here>>
[Description:
The Test section describes the position and responsibilities of the Test role
for developing the solution and identifies the knowledge and skills necessary to
perform that role successfully. Include four sets of information in this
section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
<<Begin text here>>
[Description:
The User Experience section describes the position and responsibilities of the
User Experience role for developing the solution and identifies the knowledge
and skills necessary to perform that role successfully. Include four sets of
information in this section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
<<Begin text here>>
[Description:
The Release Management section describes the position and responsibilities of
the Release Management role for developing the solution and identifies the
knowledge and skills necessary to perform that role
successfully.]
<<Begin text here>>
[Description:
The IT Administration section describes the position and responsibilities of the
customer’s information technology administration staff for developing the
solution and identifies the knowledge and skills necessary to perform those
responsibilities successfully. The training for this group addresses how to
support and administer the solution as well as how to use it. Include four sets
of information in this section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
<<Begin text here>>
[Description:
The Helpdesk and Support Staff section describes the position and
responsibilities of the customer’s help desk and support staff for developing
the solution and identifies the knowledge and skills necessary to perform those
responsibilities successfully. The Helpdesk and Support Staff must be prepared
to support the solution during pilot and deployment. Include four sets of
information in this section:
This
information could be placed in a table. Proficiency level standards can be found
in the Appendix of this document. Use them to establish the proficiency levels
for the knowledge and skill areas.]
[Description:
The Training Schedule section provides details about when specific training is
necessary (over the life of the project) and the duration of that training. Justification: This information will be placed into the
project schedule and impact the overall budget. Some training may need to occur
before development tasks can be started, thus creating task
dependencies.]
[Description:
This section identifies the duration of the training for each training
requirement (by team and type of training). Teams and team members may need
different intensities of training. This information may be placed in a
table.]
<<Begin text here>>
[Description:
The Delivery section identifies when the various training tasks will occur over
the project’s life. Teams and team members may attend training at different
times, based on development activities and resource constraints. These training
tasks can be organized into training milestones and placed into the project
plan.]
<<Begin text here>>
[Description:
The Training Methods section describes the manner in which training will be
delivered. The sub-sections listed serve as examples and may need to be added to
or subtracted from.
Justification:
Effective
training occurs when the method is matched to the audience. By considering
alternative methods, the project can make decisions about the appropriateness of
training given the project’s logistics and existing constraints.]
[Description:
The Hands-on Training section identifies those training requirements that will
be satisfied using hands-on training methods.]
<<Begin text here>>
[Description:
The Presentation section identifies those training requirements that will be
satisfied using presentation methods.]
<<Begin text here>>
[Description:
The Computer or Web-Based Training section identifies those training
requirements that will be satisfied using CBT or WBT
methods.]
<<Begin text here>>
[Description:
The Handouts section identifies those training requirements that will be
satisfied using written materials. Handouts such as reference cards or brochures
can provide training or can supplement other kinds of
training]
<<Begin text here>>
[Description:
The Certification section identifies those training requirements that will
require certification to demonstrate a specified level of proficiency.]
<<Begin text here>>
[Description:
The Materials and Resources section identifies what must be acquired or created
in order to deliver the training.
Justification:
This information may impact the project budget and schedule, depending on
whether materials and resources are readily available.]
[Description:
The Materials section describes all training materials needed and how they will
be acquired. Existing materials may be purchased, and new materials may require
development. If materials require development, describe:
·
Level
of effort required
·
Who
will provide support for the effort
·
How
much time and budget is required
·
How
the completed materials will be shipped]
<<Begin text here>>
[Description:
The Resources section identifies who will provide the training for each training
event and whether the training exists or requires development. If training will
be developed, describe:
·
Level
of effort required
·
Who
will provide support for the effort
·
How
much time and budget is required]
<<Begin text here>>
[This
section identifies and describes proficiency levels. These levels can be applied
to both the overall team role as well as specific knowledge and skill areas.
These levels can be used during self-assessment to allow the organization to
develop a skill set gap analysis and define training plans that address
deficiencies uncovered in that gap analysis.
Level
0:
No Exposure.
·
Have
no exposure or experience with the relevant technologies or
products
Level
1:
Familiar.
Level
2:
Intermediate.
Level
3:
Experienced.
Level
4:
Expert.