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TPM Pillar 6 Deep-Dive Assessment

Training & Education Deep-Dive Assessment

JIPM Pillar 6

This deep-dive assessment examines your Training & Education practices across 25 detailed questions in 6 subcategories. Pillar 6 develops the multi-skilled workforce that can sustain and advance TPM — it is the skills infrastructure for the entire program.

Unlike the main TPM assessment which covers all 8 pillars at a high level, this deep-dive provides a granular view of your training maturity — identifying specific strengths and improvement opportunities within workforce development and knowledge management.

25 questions across 6 subcategories · 15-20 minutes

  • ◆ 6.1 Competency Assessment & Skills Mapping (5 questions)
  • ◆ 6.2 Training Needs Analysis & Curriculum Design (4 questions)
  • ◆ 6.3 Training Delivery & Methods (5 questions)
  • ◆ 6.4 Skills Certification & Evaluation (4 questions)
  • ◆ 6.5 Knowledge Management & Transfer (4 questions)
  • ◆ 6.6 Learning Culture & Development Pathways (3 questions)

Completed the main TPM assessment? This deep-dive builds on your results, providing a detailed breakdown of your Training & Education practices. Your main TPM Pillar 6 score gives you the overview — this assessment gives you the action plan.

Important Disclaimer: This assessment is a self-evaluation tool for educational and awareness purposes. Results do NOT constitute formal TPM certification or professional audit. Organizations seeking formal TPM implementation audits should engage qualified JIPM-certified professionals.

All answers are confidential. Your data is processed securely and never shared with third parties.

Company Information

Tell us about your organization so we can benchmark your results.

Subcategory 1 of 6 5 questions

6.1 Competency Assessment & Skills Mapping

Focus: Establishing a comprehensive understanding of current workforce skills, identifying gaps, and building role-based competency models that drive targeted development.

1. Is a comprehensive skills matrix maintained that maps each employee against required competencies for their role?

2. Is there a formal gap analysis methodology that compares current skill levels against required competency profiles?

3. Is a multi-skill development program in place to expand operator capabilities beyond their primary role?

4. Are role-based competency models defined that specify required knowledge, skills, and behaviors for each position?

5. Is skills data maintained in HR or CMMS systems and used for workforce planning and task assignment?

Subcategory 2 of 6 4 questions

6.2 Training Needs Analysis & Curriculum Design

Focus: Systematically identifying training requirements, designing structured curricula, and allocating resources to close priority skill gaps across the workforce.

6. Is there a formal Training Needs Analysis (TNA) process that translates skill gaps into prioritized training requirements?

7. Is an annual training plan established with allocated budget, defined modules, and target audiences?

8. Is there a structured curriculum that covers all TPM-related skills (AM, PM, QM, safety, problem-solving, equipment knowledge)?

9. Are training materials of high quality, up-to-date, and relevant to actual equipment and processes used on site?

Subcategory 3 of 6 5 questions

6.3 Training Delivery & Methods

Focus: Ensuring a balanced mix of training delivery methods (classroom, OJT, OPL, mentoring, digital) with competent trainers and accessible scheduling.

10. Is training delivered through a balanced mix of methods (classroom, on-the-job training, OPLs, mentoring, and digital/e-learning)?

11. Is equipment-specific hands-on training provided so employees can practice on actual or simulated equipment?

12. Are dedicated training facilities or practice areas available (training workshop, simulation rigs, practice equipment)?

13. Are trainers competent in both subject matter expertise and training delivery skills?

14. Is training scheduled to be accessible to all shifts and roles without creating excessive production disruption?

Subcategory 4 of 6 4 questions

6.4 Skills Certification & Evaluation

Focus: Verifying competence through practical demonstration, maintaining certification standards, and measuring training effectiveness using structured evaluation methods.

15. Is competence verified through practical demonstration rather than just classroom attendance or written tests?

16. Are there defined certification levels with periodic recertification requirements for critical skills?

17. Is training effectiveness measured using structured evaluation methods (e.g., Kirkpatrick model: reaction, learning, behavior, results)?

18. Is on-the-job verification performed to confirm that trained skills are being correctly applied in daily work?

Subcategory 5 of 6 4 questions

6.5 Knowledge Management & Transfer

Focus: Capturing, organizing, and sharing organizational knowledge through OPL libraries, lessons learned systems, structured onboarding, and succession planning.

19. Is there an accessible One-Point Lesson (OPL) library with active contribution from the workforce?

20. Are lessons learned from failures, incidents, and improvements systematically documented and shared?

21. Is there a structured onboarding program for new employees that covers TPM principles, safety, equipment knowledge, and role-specific skills?

22. Is succession planning in place for critical roles to prevent knowledge loss from retirements, transfers, or turnover?

Subcategory 6 of 6 3 questions

6.6 Learning Culture & Development Pathways

Focus: Building a learning organization where dedicated training time, career development pathways, and internal knowledge sharing are embedded in the culture.

23. Is dedicated time allocated for learning and development, with individual learning goals set for each employee?

24. Are clear career development pathways defined that link skill acquisition to advancement opportunities?

25. Is there an internal trainer development program and a culture of knowledge sharing across teams?

Additional Context

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Assessment Complete!

Here are your Training & Education maturity results.

Overall Training & Education Maturity Score

—

out of 5.0

Subcategory Performance

Subcategory Breakdown

Subcategory Score Maturity Gap to 4.2

Priority Improvement Areas

Recommended Resources

What’s Next?

A detailed report with personalized recommendations will be sent to your email shortly.

T
Main TPM Assessment

48 questions across all 8 TPM pillars
M
Maintenance Maturity

56 questions across 5 SMRP pillars

Questions? Contact us at info@reliox.ai