SUPERVISED WORK-

BASED TRAINING
 MONITORING TOOLS FOR WORK BASED TRAINING
 TRAINEE’S TRAINING REQUIREMENT
 TRAINESS PROGRESS SHEET AND SAMPLE TEMPLATE
 MONITORING TOOLS FOR WORK
BASED TRAINING
• Monitoring is the routine assessment of ongoing activities and progress. It is the
systematic and continuous assessment of the progress of a piece of work over
time. It is a basic and universal management tool for identifying strengths and
weaknesses in a program. Its purpose is to help all the people involved make
appropriate and timely decisions that will improve the quality of the work. It is
the primary role of the trainer to monitor the training. This is to ensure that
trainees would attain the required competency at the end of the training program
for them to be ready for the assessment. At this context, trainer must be able to
prepare materials that can be used to closely monitor the type of training
program conducted.
 MONITORING TOOLS FOR WORK
BASED TRAINING
• two most commonly used monitoring tools:
1. PROGRESS CHART -A progress chart is a monitoring and assessment tool that can be
used for training. Creating a progress chart enables you, the trainers, to track the development
of trainees over time in a manner that is visual and easy to understand. A progress chart can be
a line graph, a bar graph, a spreadsheet, or any other format that enables you to convey
information about the process whose progress you are measuring and to assemble the data in a
clear and concise format. Note that Progress chart can be for a) an individual trainee or b) for a
group of trainees. For individual trainees, use Trainee Progress Sheet. For a class, use the Class
progress Chart.
Here are the steps in preparing and accomplishing the Trainee/Trainees Progress Monitoring
Chart:
1. From the Training Plan, identify the unit of competency or learning module; 2. Prepare a
summary of competencies that the trainee has to attain/master; (These are the series of
competencies that the trainee has to perform/do to be able to master the required competency.
If the competency have to be mastered in sequence, the listing should also be listed in
sequence)
3. From the list, check from time to time the development of the trainees
4. Indicate the nominal duration for each unit of competency/learning outcome 5. Indicate also
the date when the training started and when it finished per activity
LEGENDS L1- Perform
B1- Lay out facing, straight
dimensions and turning and
features on parting off
workpiece L2- Cut recess, shoulders, grooves and
B2- Cut, chip and chamfers
fill flat, L3- Perform drilling, reaming and
rectangular or countersinking
round blocks L4- Perform boring and counterboring
B3- Drill, ream L5- Perform knurling.
and lap holes L6- Cut external taper using compound
B4- Cut threads slide and formed tool
using tap, and L7- Cut single-start external Vee and
stock and die ACME thread
 2. Trainees Record Book
The objective of the Training Record Book is to record the achievement of competencies
agreed within the training plan while in the industry. It may also be used to:
 Show to employers the training you have completed
 Gain credits or exemptions in other training courses
 Serves as reference in preparing for future job applications
 Determine your competency level thereby supporting eligibility for wage progression
 Confirm completion of the training program and your eligibility for the issuance of training
certificate; and
 Assess your skill levels should competency be the subject of dispute between you and your
employer This record is an important document that must be kept by the trainee throughout
the training and given to the trainer/industry trainer or supervisor, when requested, for
inspection and to have entries updated, on a regular basis.
Instructions: This Trainees’ Record Book (TRB) is intended to serve as record of
all accomplishment/task/activities while undergoing training in the industry. It
will eventually become evidence that can be submitted for portfolio assessment
and for whatever purpose it will serve you. It is therefore important that all its
contents are viably entered by both the trainees and instructor. The Trainees’
Record Book contains all the required competencies in your chosen
qualification. All you have to do is to fill in the column “Task Required” and
“Date Accomplished” with all the activities in accordance with the training
program and to be taken up in the school and with the guidance of the instructor.
The instructor will likewise indicate his/her remarks on the “Instructors
Remarks” column regarding the outcome of the task accomplished by
the trainees. Be sure that the trainee will personally accomplish the task
and confirmed by the instructor. It is of great importance that the
content should be written legibly on ink. Avoid any corrections or
erasures and maintain the cleanliness of this record. This will be
collected by your trainer and submit the same to the Vocational
Instruction Supervisor (VIS) and shall form part of the permanent
trainee’s document on file.
 TRAINEE’S TRAINING REQUIREMENT
• Determine trainees’ current competency
To be able to determine the trainees’ training requirement, it is very important to
determine first their current competencies, in order to determine the training
gaps. The trainer can determine trainees’ current competency by:
1. Checking with the trainee. When you meet the trainees, subject them to an
oral interview or simple written test if needed. If the learner is having a hard time
to write or understand in English language, use a simple language that the learner
may easily understand like using a local dialect.
2. Research
Analyze any pre session information available like enrollment or pre application form and
other related documents such as:
 reports on previous competency assessment undertaken
 resume or curriculum vitae
 enterprise training and assessment records
 performance report from supervisor

The Trainer could also use self assessment checklist to determine the current competencies
of the trainees:
How to prepare the check list?
Learning Objective: Determine trainees’ current competency Self-Assessment Checklist
After determining the trainees’ current competency, you may identify the gap between the
required competencies as defined by the unit of competency and the learners’ current
competencies. The gap between the required competencies and current competencies is the
portion of skills and knowledge the trainee needs to achieve to be recognized as competent
in a particular job. The trainees’ training requirements can be validated with the following
appropriate personnel.
 Trainers/teachers and assessors
 Team leaders/supervisors/managers/employers
 Participant/employee/learner
 Technical experts
 Union/employee representatives
 Users of training information such as training providers, employers, human resource
 TRAINESS PROGRESS SHEET AND SAMPLE TEMPLATE

• A progress chart is a monitoring and assessment tool that can be used for
training. Creating a progress chart enables you, the trainers, to track the
development of trainees over time in a manner that is visual and easy to
understand. A progress chart can be a line graph, a bar graph, a
spreadsheet, or any other format that enables you to convey information
about the process whose progress you are measuring and to assemble the
data in a clear and concise format.
 Note that Progress chart can be for a) an individual trainee or b) for a
group of trainees. For individual trainees, use Trainee Progress Sheet. For a class, use the
Class progress Chart.

Here are the steps in preparing and accomplishing the Trainee/Trainees Progress Monitoring
Chart:
1. From the Training Plan, identify the unit of competency or learning module;
2. Prepare a summary of competencies that the trainee has to attain/master; (These are the
series of competencies that the trainee has to perform/do to be able to master the required
competency. If the competency have to be mastered in sequence, the listing should also be
listed in sequence)
3. From the list, check from time to time the development of the trainees
4. Indicate the nominal duration for each unit of competency/learning outcome
5. Indicate also the date when the training started and when it finished per activity