13-1151.00 · Learning planner
Training and Development Specialists: a task-based learning plan
Design or conduct work-related training and development programs to improve individual skills or organizational performance. May analyze organizational training needs or evaluate training effectiveness.
Explore the complete task inventory first →
Understand the profile before choosing priorities
The table shows the ten highest importance ratings among 29 skills with usable ratings. Skills tied on importance can share a rank. Importance (1–5) and level (0–7) describe different dimensions. A level of 4 is not 4/7 of a course, and neither scale is your personal score. Source dates refer to the underlying rating, not the database release date.
| Skill | Importance / 5 | Level / 7 | Rating date |
|---|---|---|---|
| Speaking | 4.38 | 4.25 | 08/2022 · Analyst |
| Instructing | 4.38 | 4.12 | 08/2022 · Analyst |
| Learning Strategies | 4.12 | 5.00 | 08/2022 · Analyst |
| Active Listening | 4.00 | 4.00 | 08/2022 · Analyst |
| Social Perceptiveness | 4.00 | 4.00 | 08/2022 · Analyst |
| Writing | 3.88 | 4.12 | 08/2022 · Analyst |
| Monitoring | 3.88 | 4.12 | 08/2022 · Analyst |
| Reading Comprehension | 3.88 | 4.00 | 08/2022 · Analyst |
| Critical Thinking | 3.88 | 4.00 | 08/2022 · Analyst |
| Judgment and Decision Making | 3.88 | 4.00 | 08/2022 · Analyst |
Anchor the plan in an actual task
Choose one reported task you want to understand better. Then choose one to three skills and describe an appropriate learning activity, evidence you will review and a date. For practical work requiring authorization, choose relevant coursework, observation or supervised training.
Speaking
Talking to others to convey information effectively.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Interview applicants to obtain personal and work history
Level 6: Argue a legal case before the Supreme Court
How would you explain the task, audience needs and next step in a short conversation?
Instructing
Teaching others how to do something.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Instruct a coworker in how to operate a software program
Level 6: Demonstrate a surgical procedure to interns in a teaching hospital
How would you explain one step, observe a practice attempt and give useful feedback?
Learning Strategies
Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Identify an alternative approach to help trainees who are having difficulties
Level 6: Apply principles of educational psychology to develop new teaching methods
Which practice activity and feedback would help you learn this task, and how would you check progress?
Active Listening
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Answer inquiries regarding credit references
Level 2: Take a customer's order
What would you ask the other person to clarify, and how would you confirm you understood?
Social Perceptiveness
Being aware of others' reactions and understanding why they react as they do.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Be aware of how a coworker's promotion will affect a work group
Level 2: Notice that customers are angry because they have been waiting too long
What perspective or concern might another person bring to this task?
Writing
Communicating effectively in writing as appropriate for the needs of the audience.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Write an email to staff outlining new directives
Level 6: Write a novel for publication
What document would another person need, and how would you check that they could act on it?
Monitoring
Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Monitor a meeting and revise the agenda to ensure important topics are discussed
Level 6: Review corporate productivity and develop a plan to increase it
What result or exception would you inspect during the task, and when would you revisit it?
Reading Comprehension
Understanding written sentences and paragraphs in work-related documents.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Understand an email from management describing new personnel policies
Level 2: Read step-by-step instructions for completing a form
Which instruction, constraint or exception in a document would you need to explain accurately?
Critical Thinking
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Evaluate customer complaints and determine appropriate responses
Level 2: Determine whether a subordinate has a good excuse for being late
What assumption could change your conclusion, and what evidence would you check first?
Judgment and Decision Making
Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Read the scale examples
These generic examples illustrate the level scale. They are not required activities for training and development specialists.
Level 4: Evaluate a loan application for degree of risk
Level 2: Decide how scheduling a break will affect work flow
Which options, constraints and consequences would you compare, and what could change the choice?
Review the result
Your plan should explain why the selected skills matter for your chosen task, what you will do next and what evidence you will examine. Revisit the plan after that activity. Completing a worksheet or matching an occupation’s ratings does not establish professional competence.
Keep your worksheet
Download before leaving this page. Unsaved writing remains only in the page and is cleared on refresh. Notes and learning actions are not sent to a server. This guide describes an occupation and supports study planning; it does not provide clinical, legal or equipment-operating procedures.
Source and practice material
Occupational context uses the O*NET® 31.0 Database from the U.S. Department of Labor, Employment and Training Administration, under CC BY 4.0. View the occupation.
Skill Workbench selected and adapted the occupational information and added its own fictional cases, calculations, guidance and worksheets. USDOL/ETA has not approved, endorsed or tested these additions. O*NET® is a trademark of USDOL/ETA.