This article contains information on Qlarity terminology, concepts, and functionality; all of these are listed in alphabetical order below. It's a great place to start in order to understand the basics.
Active Employee
An employee for whom you are tracking training records in Qlarity; this individual is currently employed with your organization.
ADDIE
A Systematic Approach to Training (SAT) model that includes the following five phases: Analysis, Design, Development, Implementation, and Evaluation. “ADDIE” is the acronym created by the first letter of each of these five phases.
Analysis
The first phase of the ADDIE model that includes three methods for identifying training/performance requirements: job and task analysis, needs analysis, and gap analysis.
Annual Training Program Review
Required by NERC’s standard PER-005-2, the annual training program review is conducted to analyze the initial and continuing training programs for the previous year, including what went well, changes made, and feedback received.
API
A way for Qlarity to communicate with other software databases to transfer data. The APIs currently available with Qlarity interface with applications from HSI/SOS and WPP.
Continuing Education Hour (CEH)
A Continuing Education Hour (CEH) is a unit of credit typically equal to 1 hour of participation in an accredited course or program. The number of CEHs required for a certification varies by state and profession. Maintaining a NERC Certification, for example, requires a minimum number of CEHs to be acquired in a three-year period.
Certifications
Certifications are designated credentials earned by an individual to verify legitimacy and competence in performing a job. Possessing a certification indicates that you have been trained, educated, and are prepared to meet a specific set of criteria for your role. Examples of certifications include NERC, PJM, Project Management, etc.
Computer-Based Training (CBT)
A computer-based training (CBT) course uses a computer and learning management system (LMS) to deliver training content to learners, who also utilize their computer and LMS to access this content. CBTs are typically self-paced for the learner and can be taken at any time.
Design
The Design phase, the second phase of the ADDIE process, uses the information collected during the Analysis phase to provide a “blueprint” for developing training programs based upon the SAT model.
Development
Development, the third phase of the ADDIE process, incorporates the results of the Design phase activities. The major outputs of the Development phase are the completed lesson plans and training aids.
DIF Survey
A survey that is completed by job incumbents that indicates how difficult (D), important (I), and frequently (F) the tasks are performed. The survey results can recommend whether those tasks should be part of initial and/or continuing training programs.
Duty Area
A major grouping (or chunk) of tasks. Each duty area includes a group of operating tasks related to each other in a clearly defined way (similar types of activity, time frames, operating conditions, etc.).
Employee Portal (EMP)
Qlarity’s LMS that is used by employees to complete training items such as tests, student evaluations, etc.
Employee Position Qualification Date
The date when an employee has completed all initial training/new hire requirements and has been released to independently “sit the desk” or perform the job in question.
Enabling Objective
Also known as a learning objective, enabling objectives (EOs) are the skills and knowledge employees need in order to perform their job tasks. EOs represent things that trainees/employees “know” and typically begin with descriptors such as Describe, Explain, State, Sketch, etc.
Evaluation
Evaluation is the fifth and final phase of ADDIE and consists of a periodic review of the training materials, and methods of soliciting feedback from former trainees and their supervisors on the effectiveness of training. The major outputs of evaluation are the decisions made to improve the training program during all ADDIE phases.
Inactive Employee
An employee whom you do not need to actively track in Qlarity, however you would like to preserve their records. Inactive employees are “hidden” from view in various windows in Qlarity, however their information remains accessible. For example, a retired staff person may be considered an inactive employee.
Individual Development Plan (IDP)
A customized individual employee training schedule for a given year.
Individual Learning Activity (ILA)
NERC’s term for a course.
Implementation
Implementation is the fourth phase in the ADDIE model, and encompasses taking the results of the development phase into the training setting and deploying training. The major output of the implementation phase is trained personnel.
Issuing Authority
The entity, agency, or organization that establishes and owns certifications and procedures for relevant personnel (e.g., NERC).
Job and Task Analysis (JTA)
A job and task analysis (also called a job task analysis) utilizes a systematic approach to identify the essential knowledge, skills, and abilities required to perform a specific job. The purpose of a JTA is to provide a comprehensive understanding of the tasks within a job to evaluate current employees, improve job performance, train new employees, and assist in personnel development.
Meta-ILA
A bundle of training elements that comprise a more role-oriented learning program, such as Initial Operator Training. A Meta-ILA may include multiple training elements such as ILAs, Skill Qualifications, CBTs, assessments/tests, etc.
On-the-Job Training (OJT) Guide
Used during structured OJT, the OJT Guide details the steps that need to be explained and demonstrated to learn how to perform a task accurately. It serves as a tool for both the trainee and the trainer. It ensures that training is consistent across shifts, occasions, and OJT trainers, and that all aspects of the task are covered.
Position
Otherwise known as a job or occupation, a position is a specific function that an employee serves at a company, including the daily tasks and responsibilities of the role that when performed, help the company reach its goal.
Procedure
A document that identifies specific steps or tasks that should be taken by one or more specific positions to achieve specific outcome(s). The steps in a procedure should be followed in the order in which they are presented and should be performed by the position(s) identified. A document that lists the specific steps for a system operator to take in removing a specific transmission line from service is an example of an Operating Procedure.
Regulatory Requirement
A regulatory requirement is a rule (regulation) that a government entity imposes on an industry. Some federal and state laws govern virtually all organizations. Regulations govern how organizations manage their business and employees and how they interact with customers, among many other areas. Examples of types of regulations that industries must comply with include U.S. Securities and Exchange Commission (SEC) regulations, Occupational Safety and Health Administration (OSHA) regulations, and NERC regulations.
Reliability-Related Task (RRT)
A Reliability-Related task is a task that, if performed incorrectly, could jeopardize the reliability of the Bulk Electric System.
Safety Hazard
A safety hazard is something that can have an adverse impact on employee safety or has the potential to cause harm, including injury, illness, death, or damage. Types of workplace safety hazards can include spills, obstacles, heights, machines, tools, and electricity.
SCORM
The Shareable Content Object Reference Model (SCORM) is an internationally recognized standard for creating, delivering, tracking, and monitoring digital learning content. It is designed to promote reusability across different platforms, allowing content to be created only once then opened with any SCORM-compatible software. You can use an eLearning/Computer-Based Training (CBT) authoring tool (e.g., Articulate Rise) to package your learning content into a single SCORM file and then you can load that same SCORM file directly into your LMS (e.g., EMP) to deliver the training content to users.
Self-Study Guide
A self-study guide is a tool that promotes independent learning, learner interactivity and deep learning in the student/learner. It generally includes information about the topics or areas being covered in a course, self-study activities, examples and exercises that promote independent learning and assist the learner in further understanding of course materials.
Structured On-the-Job Training (OJT)
Structured training that is provided in the actual workplace or in a setting that replicates the actual workplace as closely as possible. Structured OJT always follows a set teaching methodology and includes the use of an OJT guide, instruction, time to practice under supervision, feedback to the trainee, and a formal task qualification.
Task
A task is a specific responsibility of a given job position.
Task Conditions
Conditions are the trigger for the start of a task and may include an initiating event or pertinent circumstances in which task is performed. Load conditions, outages, constraints, equipment not available, etc., may also inform the task condition. Examples include: an application has been received, a phone call comes in, an alarm goes off, etc.
Task Criteria
The standard to be met for task completion/performance. Clear standards of performance (or the criteria) are necessary for an individual to know when they have completed the task and to ensure agreement between employees and their supervisors on the objective of a task. Task criteria, or performance standards, answer the following questions:
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How timely must the task be performed?
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How accurately must the task be performed?
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With what quality must it be performed?
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What response or outcome must be achieved?
Task Qualification (TQ)
An evaluation of a trainee’s mastery of a given task, requiring the supervision and sign-off of qualified individuals designated by the company.
Task Questions & Answers
May include associated skills/knowledge, factors to consider when making decisions, or what to do in the full range of possible task conditions. Allows OJT Instructor and evaluator to probe comprehension of the task beyond the specific instance encountered during training or qualification.
Task References
References include any document that is used in performing a task, or guides performance of the task such as data sheets, prints, diagrams, operating guides, etc.
NOTE: Company & regional procedures are listed separately in the Procedures section of Qlarity and can also be linked to the task.
Task-Specific Suggestions
Specific suggestions for training or evaluating a particular task, which may include selection of appropriate instances. Provides a space to capture additional information relevant to the task as well as suggestions for training/evaluation.
Task Steps (& Sub-Steps)
Task steps are the individual actions needed to complete a task. Task steps are needed as a guide for task training and qualification. Task sub-steps are smaller actions, which when performed in sequence, allow for completion of a single task step.
Task Requalification
A process of re-evaluation for competency in performing a task. Task requalification may be required because regular demonstration of continuing mastery of skills and/or knowledge must be shown due to regulatory or company requirements. Task requalification may also be required if the method by which a given job task is completed changes (e.g., a new software application will be used to perform the task in the future).
Tool
An item used to complete a job task. Tools may include: computer systems, spreadsheets, job aids, lookup tables, equipment, etc.