1. Experience-Based Learning
Business Confidential
Experience-Based Learning
Key concepts

2. Agenda EBL role in training Program design Role of parties
EBL contract
Host Department best practices
Rotational Employee best practices
Potential GPFAC role

3. EBL role in training
EBL is one of three legs of a comprehensive employee Credit Risk training program, which includes
Classroom Instruction
Experience-Based Learning
Mentoring
It is an extension of Classroom Instruction that enables Rotational Employees to gain a practical understanding of the role and core tasks performed by other Departments through short-term assignments
This understanding facilitates that employee’s job performance
It promotes a better understanding of the organization as a whole
DC&F can help organizations design and implement an EBL program which, together with Classroom Instruction and Mentoring, can help an organization improve performance and mitigate credit risk
Over time, the program is expected to improve inter-Departmental cooperation and promote a common credit culture throughout an organization

4. Program design Understand the role of another Department
Actions undertaken
Program objectives
Assign Rotational Employees from one Department to another
Understand the role of another Department
Perform tasks that reflect core competencies of the organization, with each task having a learning, shadowing, and doing component
Deeper understanding of core activities in another Department
Clear participation and selection criteria, manage expectations, detailed implementation plan, evaluate program effectiveness
Manage the process
Over time
Improved understanding of core competencies across Departments
Overall mission: improve organizational understanding and promote a common credit culture

5. Role of parties Management
Positive, visible, and enthusiastic support of the program is a pre-requisite to success
HR Representative
Administer and implement the program (applications, match Rotational Employees and Host Departments, orientation program, conduct surveys, evaluate program, dispute resolution)
Host Department
Recognition that the Rotational Employee is the immediate beneficiary of the program. Self-less willingness to facilitate the Rotational Employee’s learning. Assess Rotational Employee, based on established criteria, and communicate assessment to Rotational Employee’s Home Department
Rotational Employee
Strong commitment to learn about the role of the Host Department, the different tasks it performs, and how it interfaces with the Rotational Employee’s Home Department and the rest of the organization.

6. EBL contract
Defines scope and expectations of the Rotational Assignment
Summarize broad objective of assignment and how it connects to organization’s mission and values
Specify the length of the assignment
Detailed description of tasks, including “Learning”, “Shadowing” & “Doing” aspects of each task
It is an agreement between Rotational Employee and Host Department
Mutual acceptance of contract between Rotational Employee and Host Department
Signed by the Rotational Employee and Host Department and witnessed by HR Representative
Evaluation of the Rotational Employee Performance
Specifies the criteria for evaluation of the Rotational Employee during the assignment by the Host Department Manager
Communicated to the Home Department Manager
Specifies the Host Department point of contact for Rotational Employee

7. Host Department best practices
Understand and accept that Rotational Employees should not be used for staff augmentation
Strong commitment to the Rotational Employee
Availability of supervisory staff to maximize learning
Tasks should reflect core businesses and include:
Learning component
Shadowing component
Doing component
No mundane tasks
Biggest source of dissatisfaction
Communicate learning expectations
Assess Rotational Employee’s performance
Using pre-established criteria

8. Rotational Employee best practices
Receptive to the program and the tasks assigned by the Host Department
Sensitivity to the Host Department’s other priorities
Learn independently to the extent possible
Work with the Host Department and the HR Representative to identify and solve problems during the assignment itself, instead of later
After the assignment,
Communicate the positive experience to Home Department
Facilitate a better understanding of the Host Department’s role, priorities, and challenges

9. Potential GPFAC role
Support the organization to design and implement the EBL program
Establish Training Task Force composed of employees from each Department and HR Representative
Coordinate regular meetings (bi-weekly), establish agenda, follow-up action items, support tasks to be performed
Drive process
Develop criteria to match rotational employees with Host Departments
Support HR Representative with administrative support, as needed
Help define EBL tasks with a learning, shadowing, and doing component
Develop sample EBL contracts to be signed by
Rotational employee
Host Department Manager and Supervisor
Witnessed by HR Representative
Design mid-course review and evaluation
Support the development and implementation of a pilot program
Design evaluation criteria
Make recommendations for roll-out, based on evaluation of the pilot program

10. Contact
Call +1 (203)