Determination Sheet for Additional Training Required for Job Transfers and New Equipment Deployment

Industrial Safety and Health Education

Determination Sheet for Additional Training During Job Transfer or New Equipment Deployment

Determining eligibility for additional training upon job transfer or the introduction of new equipment is not a matter of merely checking whether the equipment is 'new.' The actual situation of the workers Work content, work methods, and risk factors The key is to first check if it has changed, and then to check if the changed work falls under hazardous or dangerous work subject to special training.

short answer
① If the actual work content changes, review the training required for such changes, and ② if the changed work is subject to special training under the Occupational Safety and Health Act, verify the special training standards. Since the introduction of new equipment itself does not create a separate 'new equipment training' category, it is safer to record and assess how equipment replacement alters actual work and risks.

Judgment Order at a Glance

Who gets to do what work Write down the existing tasks and the changed tasks on one line each.
Operation methods, processes, work procedures, handled materials, energy sources, safety devices, etc. Changes in actual work content and risk factors Checks.
The work after the change is in accordance with the Enforcement Rules of the Industrial Safety and Health Act Hazardous and dangerous work subject to special training Check separately for recognition.
Record the training target, duration, content, date, instructor, and completion record, and complete the necessary training before actual deployment.

Practical Points If you create a judgment table based on 'what the actual work performed by the employee has changed' rather than the fact that the department name or job title has changed, it is easy to manage personnel transfers and facility changes using the same criteria.

📋 Determination Checklist for Additional Training for Job Transfers and New Facilities

situation	Things to check first	Educational judgment direction	Person in charge records
Only the department is changed, but the actual work, equipment, and methods are the same.	Whether there are any substantial changes in work content and risk factors	Do not automatically determine based solely on department transfers; verify whether actual work has changed.	Basis for Comparison of Existing/Changed Work
The responsible process, work procedure, and work method have changed.	New tasks and risk factors	Review training when work content changes	Date of change, recipient, details of change
Operation methods, maintenance methods, and safety procedures have changed due to the introduction of new equipment.	New operation and maintenance procedures and new risks	Training review based on whether work content has changed	Equipment name, procedures before and after change, risk factors
Simple replacement with equipment having the same function as the existing one	Whether the operation method, safety devices, and risk factors are actually the same	Document whether there is a substantial change, rather than making a blanket judgment solely on the grounds that it is 'new equipment'	Identity verification items, separate safety guidance status
Work after the change is hazardous or dangerous work subject to special training.	Whether the work falls under the category of special training tasks in the enforcement rules	Application of special education standards If special training has been provided to the relevant employee, it shall be deemed that training has been provided in accordance with the Enforcement Rules when hiring or work content changes.	Task name, curriculum, hours, completion date
Existing workers are temporarily and intermittently assigned to tasks subject to special training.	Actual work performed and input types	Check together eligibility for special training and training hour standards for short-term and intermittent work.	Basis for input period, work frequency, and training time

※ The table above is for internal initial assessment purposes. Specific training hours and tasks subject to special training must be checked in conjunction with the latest Annex to the Enforcement Rules of the Occupational Safety and Health Act.

⏱️ Please also check the training hours.

If you only classify the subjects correctly and apply the training hours incorrectly, problems will arise again in completion management. Based on Annex 4 of the Enforcement Rules of the Occupational Safety and Health Act, which is in effect as of September 2026, the basic time structure for training and special training when work content changes can be checked as follows.

division	Target	Check default time	Practicality
Training when work content changes	Daily workers and fixed-term workers for one week or less	more than 1 hour	Verify the target before the actual work content changes.
Training when work content changes	Other workers	more than 2 hours	Reflect the risks of change work and safe work methods in the training content
Special education	Daily workers and fixed-term workers for one week or less	In principle, more than 2 hours	Some tasks have separate time standards, so please check the asterisk.
Special education	Other workers	In principle, 16 hours or more. At least 4 hours prior to the initial work, with the remainder split within 3 months.	Short-term or intermittent work has separate criteria, so please check the relevant requirements.

When special training or work content changes, you must not unconditionally process the training by 'adding them as two separate courses.' The Enforcement Rules stipulate that if special training is conducted for the relevant employee, it shall be deemed as having been provided at the time of hiring or upon a change in work content. When designing the actual course, please verify whether it meets the criteria for the target audience, duration, and content of special training.

✅ 5 Things the Person in Charge Should Check Before Installing New Equipment

1. Compare the actual work before and after the change in a single line.

Do not simply list organizational names, such as 'Line A → Line B' or 'Packaging Team → Production Team'; instead, describe what the worker manually operates and what procedures they perform. Even with the same job title, the actual work content may differ if the equipment operation, inspection, or maintenance methods change.

2. Check if new risk factors emerge or change.

Verify whether new risks arise from equipment changes, such as rotating parts, pinch points, high heat and pressure, electricity, heavy objects, chemicals, mobile equipment, and abnormal or maintenance operations. Training content must also be structured around these risks and actual work procedures.

3. Check separately whether the work is subject to special training.

The judgment that 'the work content has changed' and the judgment that 'it is subject to special training' are not the same question. A second determination must be made by comparing the changed work name with the list of tasks subject to special training in the Enforcement Rules.

4. Verify the type of workers and the actual method of input.

The structure of training hours may vary depending on whether the worker is a daily worker, a fixed-term worker for one week or less, or other workers, and in special training, whether the work is short-term or intermittent may also have an impact.

5. We even leave a record of the evidence explaining 'why this training was conducted'.

If you record the reason for the work change, equipment name, subject, basis for judgment, training time, and training content together, rather than just keeping a training log, it becomes easier to repeat the same judgment during future personnel transfers, reassignments, or inspections.

📝 Example of Job Switching/New Facility Judgment Record Sheet

Management Items	Record example	check
Change type	Introduction of new automated packaging equipment / Partial replacement of existing manual packaging	□
subject	Packing Team 2, 8 people	□
Work before change	Manual packaging and visual inspection	□
Work after change	Automatic equipment input, stop, restart, and blockage removal	□
New risk factors	Restart after movable part entrapment or abnormal stop	□
Whether to change work details	Yes / Memo on the basis of judgment	□
Eligibility for special education	Record the result of comparing the relevant task name and the asterisked item.	□
Education plan	Course Name · Time · Date · Instructor	□
Input approval	Deploy to the field after verification of training completion	□

☑️ Checklist to check before field deployment, not before issuance

Check items	check
The work content before and after the change was compared in sentences.	□
The operation, inspection, and maintenance procedures for the new equipment were verified.	□
We identified newly emerging or changing risk factors.	□
It was determined whether the person was subject to training when the work content was changed.	□
We separately compared whether the work was hazardous or dangerous and subject to special training.	□
We checked the type of workers and whether the work was short-term or intermittent.	□
I checked the applicable training hours based on the latest asterisks.	□
The training content reflected actual work procedures and equipment risks.	□
The necessary training was completed before deployment to actual work.	□
The subject, training time, instructor, content, and completion date were recorded.	□
When special training was used to substitute training for changes in work content, the basis for such training was recorded.	□
We checked on-site feedback to see if the actual work differed from the plan after the equipment change.	□

⚠️ Points frequently missed by the person in charge

"Separate training is mandatory for new facilities" Cases where it is organized only as such and does not record whether actual work changes were made
Equipment operators were trained, but like blockage removal, cleaning, and inspection People performing abnormal tasks Cases where omits
When work content is changed, training and special training are not distinguished, resulting in duplicate course scheduling for the same target group or, conversely, the eligibility for special training being overlooked.
If only the training hours are met and new risk factors or safety work procedures are not reflected in the training content
The completion of training is not linked to the personnel appointment date or the equipment operation date. Field deployment before training When this occurs

💡 Situations requiring EAP are categorized separately.

During the introduction of new equipment or process transitions, you may witness accidents, experience recurring near misses, or face anxiety, sleep problems, and excessive tension regarding job changes. These psychological burdens can be alleviated through EAP counseling or mental health support.

However, EAP cannot replace occupational safety and health measures such as safety training, improvement of work procedures, and elimination or control of risk factors. It is recommended to operate safety measures and psychological support together, while distinguishing their purposes.

❓ FAQ

Q1. If I change departments, am I automatically subject to training when work content changes?

You must verify whether the actual work performed has changed, rather than focusing solely on the department name change. Compare whether the same tasks are being continued in the same way with whether new processes, equipment, or work procedures have been introduced, and record the basis for your judgment.

Q2. Is training mandatory when work procedures change after installing a new machine?

Rather than making an automatic determination based solely on the label of 'new equipment,' you must verify whether the equipment actually alters operating methods, work procedures, and risk factors. If they do, a review of training is required when changing work content.

Q3. If I am subject to special training, do I have to complete an additional 2 hours of training separately if the work content changes?

The Enforcement Rules stipulate that if special training has been conducted for the relevant employee, it is deemed to have been provided at the time of hiring or when the work content changes. Therefore, rather than simply aggregating the results, you must first verify whether the requirements regarding the target, duration, and content of the special training have been met.

Q4. Do I need to check for special training even for brief assistance work?

If you are actually performing tasks subject to special training, you should not assume that it is omitted simply because the duration is short. Please check the latest asterisk to see if there are time standards applicable to short-term or intermittent work.

Q5. Can the usage training provided by the equipment manufacturer substitute for the mandatory training?

It is more important to verify whether the target audience, duration, mandatory content, and record-keeping requirements of the statutory training have been met than to consider the name of the manufacturer's training. If only instructions on how to use the equipment were received, it is safer to compare this separately with the statutory training requirements.

👉 Next step

If you need to organize industrial safety and health training all at once—from the annual schedule and target audience classification to training operations—please inquire about operational methods tailored to your organization's situation.

Inquire about training operations →

📚 Source and Verification Criteria

This content is intended for general informational purposes. Specific legal matters, labor issues, training operations, personal information protection, occupational safety and health, mental health, and psychological counseling may vary depending on the specific workplace situation and the latest laws and official guidelines; therefore, a review by relevant authorities or experts may be required if necessary. Date of legal verification: September 16, 2026.

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Occupational Safety and Health Training