Restructuring internship - Bureau of Waterworks Tokyo Metropolitan ...

(4) Implementation of the restructured internship program
After the restructuring, the number of internship courses in both clerical and technical
fields counted 57 courses, all performed by the trained 379 instructors (400 instructors
were acknowledged, but some were transferred to the other bureaus). The list of
instructors is disclosed to the people in management level for effective utilization also
in OJT.
At the beginning of the training, the trainee is first of all explained about the “object”
and the “target achievement level.” Especially in the case of the training for piping
work and facility repair work, since staffs don’t have to get directly involved because of
the consignment system, both the instructors and the trainees require awareness about
the necessity and significance of the internship. This is because a question arises here
about the need of acquiring training on a work which has nothing to do in the
workplace.
One of the significances of the training program is that the training can improve the
ability of supervising the commissioned enterprise. In the job of construction
supervision, we often come to realize for the first time the knack for leading (guiding)
the enterprise only after we experience doing it ourselves.
The second significance is to maintain the crisis management and accident response
ability of the staff which is in danger of getting degraded because of the promotion of
consignment. The staffs are forced to deal with the problems at the time of disaster
irrespective of their job type, and therefore the course is explained as a “practical”
training for acquiring the required ability.
In the future we plan to replenish and furnish the textbooks, and build up a sure and
effective system for technical succession by distinguishing the items to be succeeded in
the workplace and those through collective training. We are actually thinking of
registering the contents of training (images) and the contents of textbooks in the
Knowledge Library to allow easy access and search even at the workplace.
(5) Review of contents and methods after the 2nd year
We have been implementing the internship program restructured in 2005, and
providing cultivation and training courses for instructors. For sure and effective
succession of clerical and technical know-how, however, it is necessary to make a
constant review of the contents and methods based on the results of the training.
In other words, it is necessary to make the so-called PDCA (Plan-Do-Check-Act) cycle
function. Among these, the C part addresses a problem: “at what stage” to check the
training results.
So far, the “results” of the training has been judged on the basis of the “lecture report”
submitted by the trainee immediately after completion of the training. However, a
problem arises here: can only the training “evaluated good” by the trainee immediately
after the training course be actually called a “good” training Based on these facts, we
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