The best training, onboarding and orientation generally occurs when people responsible for these items conduct a proper needs analysis. Needs analysis is critical to ensuring training addresses the right competencies, with the right people, using the right method(s). As an example, your high school co-op students will have very different training needs than university student instructors. Together we will move through a set of questions that will serve to get you grounded in your training needs; and while it is not a complete needs analysis, it will help to set a foundation.

1.Determine goals - goals should not just be about people learning content (though that is important), they should extend into what behaviours/outcomes you want to see happen in the workplace. e.g., A reduction in time spent doing a particular activity, an increase in a certain student outcome.

1. Ask yourself, what are the goals of your orientation session?
2. What are the objectives of each portion in your orientation? In order to give it meaning, write down why you do this training.

2. Think about competencies - What competencies are necessary for this role? These should be determined from the job description.

1. Ask yourself, what competencies do I expect people are already coming to work having?
2. What competencies do you need to specifically train for? How can you build this into your training and evaluation plans for staff?

3. Determine the priorities

1. Ask yourself, which competencies and goals are most important? Force yourself to make a list with these outlined and ranked for your program needs.