- Training an employee to do the work of another.
- An employee familiar with a role can fill in for the permanent employee on a short term or long term basis.
- This strategy can be used to help employees understand different functions within the organization and gain skills and knowledge.
- In anticipation of a vacancy or other short- or long-term vacancy.
- Within a structured program, introduces employees to agency functions outside their units.
- A structured program will identify appropriate use, timeframe for the training, and evaluation metrics for participants.
- Within units, training for functional redundancy.
- Determine approaches to involve new employees, employees at mid-level, and for leadership development.
- Ensure that supervisors have adequate time to oversee individuals in a cross training program.
LINKS & RESOURCES
Several state DOTs are employing cross-training as a tool to improve performance, respond to workforce transitions, and support a culture of innovation. Information about how cross-training and related knowledge management tools are being implemented at other DOTs can be found in the Appendix to National Cooperative Highway Research Project Scan 13-01: Advances in Developing a Cross-Trained Workforce.