2. Situation Analysis The biggest threat to a business are employees who don’t demonstrate the right behaviors! 2

3. HOW should we deliver training?  How do adults learn?  How do we change behaviors in the workplace?  How do we open lines of communication?  How do we reinforce concepts learned?  How do we give employees “Just-In-Time” learning to address current business issues?  How do we proactively develop job skills and behaviors?  How do we measure it ? 3

4. The Solution TARGETED TRAINING TM Supervisor and/or Team Leader-led courseware Packaged in multiple Single Topic Lessons Designed to quickly – and effectively – focus on a specific business issue or problem that requires real-time impact Focused on ideas that must be taught IMMEDIATELY to your employees to ensure that the wrong behaviors are stopped and the right things start happening today Interactive, Flexible and Inexpensive 4

5.  Revolutionary Approach  Focused curriculum  30-minute Lessons  Instructional Guides  Pre- and Post-Tests (Assessments)  Based on skill level  Based on job classification  Quality, Diversity, Health & Safety, Process Improvements  Focus on application: transfer of knowledge 5

6.  Instructor-led  Curriculum developed in multiple “Single Topic Lessons”  Delivered in 30 minutes  Focused on one concept  Measurable Assessments  Highly interactive – and flexible  Sensitive to daily schedule demands 6

7.  Offers two critical learning attributes:  Personalized, facilitator-led interventions  Just-in-Time educational experiences  Training is focused on needs and behaviors of individual workers 7

8. Standardizing Your Operations Targeted Training – Focused on individual areas of Safety, Quality, Maintenance, Productivity – Based on specific on business issues – Helping to do our jobs smarter and more effectively 8

9. The UAW-Ford Story Process Improvement Problems Focused on Quality No time for Training – Scheduling and Production Pressures – Economic Stress Overwhelming need for employee behavior modification 9

10. The UAW-Ford Story 130+ Targeted Training Modules – Single Topic Lessons – Facilitator Guides – Pre-Tests and Post-Tests Focused on one concept Highly measurable Launched nationally throughout the entire 60+ plant network The Results? – 3 years later, Ford now has one of the nation’s highest J.D. Power Quality ratings – Better than Toyota 10

11. What We Learned at UAW-Ford Focus an organization on a specific process improvement initiative Support that process with the proper Training “Tools” Teach and empower supervisors and team leaders to use those Training Tools Track and measure employee behavior changes Continuously increase performance on that specific improvement initiative 11

12. Focused, Hare Care, Flexible Not a “flavor” of the month program It’s really focused It really works 12

13. Cost Effective Targeted Training – Time is value – We need to learn new concepts – We need to develop new skills – We need to refresh our skills – We need to communicate with each other – We need “Just-in-Time” solutions 13

14.  Easily accessible and cost effective  Not dependent on sophisticated computer technologies  Lessons created in Microsoft-based applications  Lessons are transformed into PDF files for security purposes  PDFs placed on your intranet site, downloaded, printed and distributed to your employee network  Minimal print costs 14

15. Accessing the Targeted Training Materials via the Web: http://www.uawnpc.ford.com/Quality/Default.htm Click Here

16. 16 Select Targeted Training from the listing of “Best-in-Class” Quality Program Training:

17. 17 You will then get a screen listing all of the Targeted Training information. At this Topic, you will select the option you are looking for. To get curriculum, Click on “All Targeted Training Curriculum”

18. 18 This page will give you a pull-down menu by course. Click on the down arrow and select the appropriate module of the course.

19.  Nomenclature  Each Targeted Training “Module” contains:  Single Topic Lesson  Facilitator Guide  Assessment (pre and post are the same tests)  Targeted Training “Curriculum” features multiple “Modules”  Based on skill level  Based on job classification 19

20. Targeted Training Components 30-minute instructional process – Single Topic Lesson – Facilitator Guide – Pre- and Post-Assessments 20

21.  Single Topic Lessons  Key Elements” are included down the left column  Detailed learning concepts are in the right section. Single Topic Lessons focus on teaching specific LEARNING OUTCOMES – behaviors that are expected and applicable to job operations 21

22.  Single Topic Lessons  Very concise  Very informative  Quick-and-easy format  Very Flexible  Promotes communication and group-work involvement  Could be used for New Employee Orientation applications 22

23. Facilitator Guides – 5 parts 1.Before the Lesson – Instructor/Facilitator Preparation 2.BEST Presentation Tips 3.During the Lesson – Aiding Facilitators on delivering Single Topic Lesson content 4.Ask Discussion Questions – Focused on “localizing” the concept with specific questions about your local department 5.Summary/Post-Assessment 23

24. Facilitator Guides – 5 parts 1.Before the Lesson – Instructor/Facilitator Preparation 2.BEST Presentation Tips 3.During the Lesson – Aiding Facilitators on delivering Single Topic Lesson content 4.Ask Discussion Questions – Focused on “localizing” the concept with specific questions about your local department 5.Summary/Post-Assessment 24

25.  Pre-Assessments - administered before the lesson.  To help determine an employee’s current knowledge level.  True/False, Multiple Choice and fill-in-the-black questions.  Pre-Assessment administered to the appropriate employee or work group before or in advance of the scheduled training course.  Post-Assessments - administered after the lesson.  Post-Assessment intended to ensure knowledge transfer.  Once all employees have had adequate time to complete the assessment, the assessment is reviewed as a group.  Employees are allowed to retain their copy of the post-assessment during this review.  Employees’ questions are clarified and employees are coached, as required, with appropriate follow-up on any assessment questions they did not understand or did not correctly answer 25

26. The Instructional Process TARGETED TRAINING EXECUTION 5 minutes – Administer Pre-Assessment 5 minutes – Read the Single Topic Lesson 10 minutes – Teach the Single Topic Lesson 5 minutes – Conduct Discussion/Questions & Answers 5 minutes – Administer Post-Assessment 30 minutes The process could last as long as 45 minutes to 1 hour, depending on the amount of time available and the issues/concepts being discussed. 26

27.  No more long lectures  Training is focused on one concept  All lessons include a Facilitator Guide  Discussion questions are encouraged for interactivity  Reinforcement of each concept occurs on a “Just-in-Time” Basis  Flexible Training, based on your schedule parameters  Proactive approach to business problems 27

28. Great Feedback Outstanding Pilot Results – Easy to understand – Minimal amount of time needed for instructor preparation – 95% of the content received positive ratings – 96% of the employees improved from their pre- to post-assessments, so we know it WORKS! 28

29. Great Feedback The Single Topic Lessons are very concise The Single Topic Lessons are very informative Employees like the “quick-and-easy” format to learn information The Single Topic Lessons have helped promote more “communication” and involvement within Work Groups 29

30.  Curriculum Analysis  Modules can be developed from “scratch” or from existing curriculum  Curriculum Path  Example: 33 Modules developed from 1-day Diversity seminar  Packaged in a complete “library”  Used at any time to address specific business situations 30

31.  Modules may be “systematized” and taught on a monthly basis  The “30-30” Instructional System  One lesson every 30 days  Each lesson is 30 minutes long 31

32.  Business Case  Scheduling is critical  Tough economic times  Minimal time and budget for 2-day or 3-day seminars  Yet, employees still need to learn new concepts, refresh job skills, communicate with other employee groups  Employees need to re-examine processes, understand principles of customer service  Employees need to APPLY the knowledge to their jobs on a regular basis 32

33.  The Perfect Alternative to Web-Based Training – It’s impersonal – the computer can’t answer all your questions about a subject. – You need the help of a live instructor – I t’s highly dependent on a strong IT infrastructure – It’s highly dependent on costly updated computer technologies – Not all work stations have enough computer equipment – It’s remote – and very isolated – You lose the ability to “interact” with other employees, which is an important part of the learning experience 33

34.  Easy To Facilitate  Workable “chunks” of information  Facilitator Guides help Supervisors become better “coaches” and leaders  Designed with assessments, discussion questions and interactivity  Develops a strong “coaching” system – Forces critical conversations – 1-on-1 or in group settings 34

35.  Reinforcement Tool  Research indicate people need ongoing communications to reinforce the knowledge and skills learned during training  Communication must be focused on:  Applying what’s learned  Comprehending the content  Reinforcing learning outcomes  Developing “active” learning vs. “passive” learning  That’s what Targeted Training is all about! 35

36.  Transfer of Knowledge  Assessments contained in each Module  Pre-test and post-test process in the classroom  Observation Tools  Performance Checklists  Measuring behaviors 36

37.  Multiple uses and a plethora of Benefits  Just-in-Time Training  New Employee Orientation  Library of materials for Reinforcement and Sustainment  Facilitator Guides for every Lesson  Better Coaching System  Scheduling Flexibility  Cost Effective 37