Developing Training Plans

2010 NASCSP WAP Orientation Training

Bob ScottDirector of WAP Services

NASCSP

What is Training? A comprehensive human

development program with the objectives of changing behavior and enhancing performance so they match the mission of the organization.

Trainer Core CompetenciesTRAINER (PAGE 16 OF CORE COMPETENCIES

DOCUMENT) Prerequisites:

Trainers should possess Safe Work Practices, Auditor, and Inspector competencies; Trainers should be knowledgeable of Installer competencies; Completion of adult education training program; and Certification in subject areas of presented training.

Possess a working knowledge of: Principles of building science; Principles of adult education; Benefits of cross-training; Building codes, especially energy and health/safety-related codes; Allowable activities at the location of training (e.g., knob-and-tube wiring requirements); and Available resources to aid students in future understanding and application.

Demonstrate the ability to: Develop curriculum based on student needs; Tailor each class to the experience and needs of the students; Motivate students through inspirational presentations; Provide hands-on training; Use technology to enhance the learning experience, especially as related to adult education

principles; and Direct students to other resources to get answers beyond the capacity of the trainer to

provide.

DOE Grant Guidance

How Grantee assesses training needs What training will Grantee provide and

is attendance mandatory? Are any certifications or training

required prior to hire or by date certain? How production and energy savings are

used in development of T&TA activities

DOE Grant Guidance

T&TA funding – What % for monitoring Apportionment of funds Other sources of funds for this purpose

Assessment of T&TA activities to determine whether funds are being spent effectively

Developing a Training Plan

Identifying training needs Who needs to be trained? Who will be doing the training? Where will the training be? What are the best training methods

for your target participants? Buy-in at all levels is critical

Identifying Training Needs Review monitoring reports to see

major trends or individual agency deficiencies

What new technologies or issues is your WAP facing?

What already implemented technologies need to be reinforced?

What DOE or State policy changes need to be implemented?

Who Needs to be Trained?

Arguably all levels of WAP need constant and consistent training but…

How to you decide what to prioritize and where to focus?

Often depends on particular identified need

Who Needs to be Trained?

Field workers need consistent training and refreshers

Often new technology needs 2-3 training events to thoroughly grasped, be reinforced, and be correctly implemented

The higher the level of responsibility, the more training needed

Who Needs to be Trained? With so much focus on technology,

often there is not enough management and supervisory training

The local WAP Coordinator/Director is the one most important person to have knowledge in all program aspects

Generally, good WAP Coordinators have had good programs, lousy ones have had lousy programs

Who Will be Doing the Training?

State Training Staff when feasible National or regional trainers

Another perspective Sometimes same state training can become stale Can benefit participants by seeing how other states

do things, or reinforce how you do it Enables locals to see we’re all in it together

Other state or local specialists A lot of movement towards community colleges,

trade schools, WIB’s, and other organizations

Where Will the Training Be?

Classrooms Training Centers Conferences/Meetings Weatherization job sites

What are the Best Training Methods for your

Participants? We have seen that WAP Personnel are:

Highly practical learners – content must make sense to what they do

Do not want to be talked down to Tend to like informal settings Need to be mentally and/or physically involved Often feel threatened by tests Have different kinds of smarts and learning

styles

What are the Best Training Methods for your

Participants?

Instructional Strategies Lecture Guided discussion Demonstration and practice Role play (including crew competitions) Individualized/mentoring

What are the Best Training Methods for your

Participants? Use multiple training strategies when

possible – best way to reach everyone Example – dense pack sidewall insulation

Begin with lecture on stopping air movement in wall cavities and increased R-value, how to achieve dense pack (include guided discussion)

Demonstrate technique on wall prop or at job site Have small groups practice setup and tubing

technique Give individualized attention during practice Consider crew competition for follow-up

What are the Best Training Methods for your

Participants? WAP personnel usually respond best

to hands-on training This seems true even with

administrative/management training It often works better to bring training

to crews than to bring crews to training

Buy-in at All Levels is Critical

A successful training program needs commitment from: The State The Trainer(s) The Monitor(s) The Local Agency The Trainees

State Responsibilities Support a comprehensive and sustaining

plan Provide funds to make it successful Make sure there are clear and up-to-date

standards Develop Field Guide Adopt core competencies for various job

descriptions Include stakeholders from all levels

Trainer Responsibilities Become an expert and continue personal

educational process Develop and improve curriculums Develop and improve props Develop a system to measure the

effectiveness of the training Be responsive to needs of participants Assist agencies in developing reinforcement

of training and best practices

Monitor Responsibilities Understand that monitors are an important

part of the training program Observe field personnel at job site or at

inspection sites Provide in-field T&TA and mentoring during

visit Note deficiencies for use in training needs

assessment Cite training needs as recommendations in

monitoring reports

Agency Responsibilities Give training the importance it needs

rather than treating as an inconvenience Base wages on training and experience Develop training plans for each employee Follow up on training

WAP Coordinator should discuss immediately and then 3-6 weeks later

Have in-house reinforcement and mentoring

Trainee Responsibilities Be receptive to training Determine how you can advance through

training Fully participate in event Understand that training is an interactive

process Ask questions if you do not understand Behave when away from home – it’s hard

to learn with a hangover

Buy In At All Levels Will help validate your training program Will make your training program more

sustainable Will make your training program easier to

implement and maintain

How Do You GetBuy In At All Levels

Consider network wide training committee and have regular meetings

Develop quality evaluations of training and then carefully consider recommendations

Consider certifications or merit based rewards

Have multiple levels of classifications so workers have possible career ladder

Formalize training program so all are aware of a tangible product

Comprehensive Training Plan

Considerations Sustaining and consistent, yet Constantly evolving Involve stakeholders from all levels of the

program with regular meetings Identified training curriculums, task analyses,

learning objectives, testing and evaluation Thorough training records and documentation Certifications

Documentation In the past, this area has probably lacked Recommend state have a policy for

documentation of training records For courses - Curriculum, lesson plans, date

and venue, evaluation tools, participants list and test results

For trainees – participation records, test results, advancement through course of study, any certifications

WAP Certifications More states are considering

developing certification program Certifications key issue in DOE ARRA

T&TA Plan Wx+ goal of consistent delivery of

quality services

Challenges of Maintaining Consistent Delivery of Services

Personnel Issues Labor force wages have not increased

as much as technology and diagnostics Relatively high turnover rate Perception of “entry level” positions Underpaid and unappreciated workers

can lose motivation

Challenges of Maintaining Consistent Delivery of Services

Changing technologies and standards Pressures of production sometimes

compromise quality of services Sporadic enforcement of standards

What is Driving Certifications?

Raise the level of competency throughout the statewide program

Provide recognition for WAP personnel who do consistent quality work

DOE initiative for WAP to be gateway to emerging Green Retrofit Market

What is Driving Certifications?

Develop a systematic training program Bring more consistency in statewide training Provide a way to measure success in training Set standards for knowledge and skills of

various job classifications Give accountability to agency sending

staff for training

Benefits of Certifications Ensure bar for excellence is established

and maintained Enhance professionalism of statewide

network Add stability to work force

Increased wages Increased respect Increased professionalism

Training Resources National Weatherization Training and Technical Assistance Plan

http://apps1.eere.energy.gov/weatherization/pdfs/wap_tta_plan.pdf

WAPTAC website www.waptac.org Weatherization Core Competencies (on WAPTAC) WAP Standardized Curricula (on WAPTAC) Saturn Resource Management http://srmi.biz/ Building Performance Institute (BPI) http://www.bpi.org/ R.J. Karg Associates http://www.karg.com

And many more