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Training
Components and Procedures
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The team believes in adhering to the guiding principles when developing
training and works closely with their constituents and with each other
to design and coordinate training efforts. They follow a systematic
approach to training that includes a cycle of need identification,
design & development, delivery, and evaluation. In addition, they
work together in promoting events, developing resources, and the reporting
on interventions.
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| In order to maximize on
training resources, the team coordinates its efforts by working together
in conducting an assessment of training needs, developing a training
plan and evaluating efforts. Upon reviewing the results of a skill
assessment, the Training Coordinator in collaboration with the Training
Advisory Group, the Assessment Educator and the Regional Consultants
will develop a training plan. The plan lists training goals and priorities,
details interventions, outlines the proposed calendar, describes the
resources needed, reviews roles, and lists assignments. Training may
be offered statewide or regionally.
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| Assessment helps both
the team and their clients identify training needs. It helps identify
the competencies needed to accomplish the job, areas that need improvement,
and insight as to whether training is contributing to learning. In
addition, the assessment helps determine whether existing needs require
a training intervention or another approach. If the need requires
a training intervention, then training may be developed in collaboration
with members of the advisory groups to assure that interventions are
relevant to the local experience.
The assessment of skills may occur in different
ways. Assessment of knowledge and skills can occur through self-analysis,
group assessments, and/or one-on-one interviews. Findings from these
assessments are shared in staff and advisory group meetings and
assist with planning.
The self-analysis is a method by which
an individual completes a survey of skills reflecting the core competencies
needed to carry out the Healthy Carolinians process. The participant
reviews a list and ranks his/her level of confidence in carrying
out the stated task and then ranks the level of relevance of this
skill to his/her work.
The group assessment method also uses
components listed in the skill survey. However, this assessment
can be conducted by regional consultants at networking meetings
to get a "snap shot" of the skills people in their region
share or need, as a group; and, to identify those individuals that
are most competent in certain skill areas.
Finally, the one-on-one interview method
builds upon an existing practice of the regional consultants. This
method refers to the Genesis Interview. Regional consultants presently
use the Genesis Interview to get to know Health Educators and their
supervisors.
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| When designing training,
the team member should seek to organize learning experiences that
will build knowledge and skills needed to address and impact public
health issues, build community partnerships, create effective interventions,
focuses on health promotion and disease prevention, and monitor/evaluate
community efforts. Special effort should be made to ensure variety
in the way training is delivered and consider building opportunities
peer mentoring, train-the-trainer approaches, and highlighting best
practices.
Team members may work with an advisory group
when designing interventions and should…
- seek to meet needs identified by the assessment
- determine whether the intervention will need
to build knowledge, skill, and/or change of attitude
- write learning objectives
- create an evaluation component for the training
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| Once the learning objectives
have been written, the team can determine the best method for delivering
the learning experience. Training does not need to be limited to workshops
and meetings but can embrace various other methods to include readings,
audio-tapes, videos, discussions, web/internet communications, satellite
transmissions, web casts, conferences, etc.
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| Finally, an evaluation
should accompany every training intervention. The team could evaluate
the effectiveness of the method used to delivery training as well
as whether learning actually occurred. This can be achieved by having
an evaluation form for every training intervention, including manuals,
videos, etc., and by gathering feedback through group assessments
or one-on-one interviews.
When evaluating training, the team members should
seek to learn…
- how the participant felt about the training
(their reaction)
- whether the learning objectives was met
- whether the participant was able to the apply
the learning to their job
- whether the learning assisted the participant
in furthering their organization's goals
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| The Governor's Task Force
also provides feedback on the work of the local partnerships when
they have completed the certification/re-certification process by
giving us a list of strengths and weaknesses they observed while reviewing
applications. |
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