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On-the-Job learning (OJL) allows staff to develop new skills while engaged in an assessment exercise under the supervision of a coach.
OJL activities can be formal or informal, include all or selected stages of an assessment, or focus on specific technical areas.

Key steps in the implementation of such training modality are proposed below (and are mirrored in WFP's main guidance regarding capacity building for Food security Analysis, the Facilitator's ToolKit:

  1. For OJL initiatives to take place, managers have to proactively identify, within upcoming assessments, those that may provide effective opportunities for their staff to learn by putting their capacities to the test, as "coached" assessment team member. Staff members who wish to develop their skills in such applied manner can also identify potentially good opportunities and discuss with their supervisors, and/ or with VAM officer in charge of the assessment. A Training Needs Analysis, usually carried at the country or regional level, can also provide an opportunity for more systematically identifying these opportunities.

  2. Once the assessment has been identified, the learner should get his/her manager's approval. A coach should be identified and put in touch with the learner.

  3. It is important for the coach and learner to identify and agree upon the specific technical competencies which can be gained from the proposed one-to-one coaching experience. To prepare for an efficient learning opportunity, it is best for the learner's manager (or assessment officer who will act as coach) and the learner to jointly establish the learning objectives, using the pre-on-the job learning questionnaire as main template to drive discussions and set objectives against which results will be assessed at the end.

  4. Activities, timeline and budget should be identified, using the pre-on-the-job learning questionnaire.

  5. Once the learner's inputs into the assessment is completed, learner and coach should collaboratively appraise the skills gained by the learner, on the basis of learning objectives identified at the outset. A Post-learning event form is available to capture these learning outputs. Conversely, learners are also provided with an opportunity to evaluate their coach's performance by filling in the Coach Evaluation Form.

Please note that the OJL guidance and tools will be further refined in 2010.