Effectively Training Summer Staff Kay Robinson, SPHR Robinson HR Consulting, Inc. Erin Ulery...

Effectively Training Summer Staff

Kay Robinson, SPHR Robinson HR Consulting, Inc.

Erin UleryDirector, Professional DevelopmentNational Summer Learning Assoc.

Our mission is to connect and equip schools and

community organizations to deliver quality summer learning programs to our nation’s youth to help close the

achievement gap.

Today’s Objectives

• Understand the need for staff training and professional development

• Assess current staff development• Identify and collect strategies for

training and professional development• Review summer training and

development resources• Share best practices for summer staff

training and development

Defining Professional Development

and Staff Training Professional

Development:A series of events, a program, or plan that over time, provides opportunities for employees to learn and develop knowledge, skill, or behavior. The goal is to increase the number of professionals in the field of summer learning.

Staff Development: A one time event that has the goal of teaching a skill,

behavior, or knowledge.

Quality Indicators of Professional Development

Level 4 Traits I-L.1 Alignment of Staff Needs and Training

Program leadership assesses staff abilities upon hire, sets development objectives and plans appropriate training sessions.

I-L.3 Staff Training Methods

Program utilizes multiple modes to deliver professional development before the program, such as site visits to model OST programs, conferences, workshops, collaborative planning, online discussions, conference calls or e-mail.

I-L.5 Pre-Program Training Content

Using assessment data of staff needs, program delivers pre-program training that includes: discussing program’s culture, mission and goals; explaining, modeling and practicing strategies for youth-centered, hands-on learning; incorporating assessment and evaluation into programming; youth development strategies; and opportunities for team-building.

I-L.6 Professional Development During Session

Program uses multiple modes to promote professional development during the program such as staff meetings, online discussions, peer coaching, email, journaling or study groups. Topics are relevant to the needs of current staff and professional development is ongoing throughout the session.

I-L.9 Staff Growth Opportunities

Program offers three or more structured, articulated growth opportunities for staff (over multiple summers) such as, but not limited to leadership roles, mentorship and peer training.

The Value of Professional Development:

Professional developments: improves program quality. affects the survival of providers in the field. is vital to enhancing and sustaining a cadre of

quality youth workers. benefits the individual benefits the program. benefits the field.

Source: Bowie, L., & Bronte-Tinkew, J. (2006, December). The importance of professional development for youth workers (Research-to-Results: Practitioner Insights No. 2006-17). Washington,DC: Child Trends. Retrieved January 14, 2008, fromhttp://www.p21.us/resources/Professional_Development_Insight.pdf

Make an Assessment Think about:

Who• Lead/manage

PD/training• Participants

What• Budget• Content

When• Before, during,

and after your summer program

How• Methods of

delivery

Budget for PD and Training

Staff time Materials Venue (if donation or payment

needed) Food Consultants, outside trainers

Making the Most of Summer

Handbook, pg. 125

Assessment: Participants

Based on the competencies:• Does your summer program staff

represent a balance of youth development professionals and teaching professionals?

• What skills do staff have? • What skills do they need?• What skills would be helpful?• How do you secure this information?

Assessment: Participants

One on one interviews Focus group Questionnaires One on one interviews Surveys

Assessment: Participants

Find out their experience in the following areas: Planning Youth development Academic expertise Leadership experience Other program specific expertise

Assessment: Participants

What staff development topic(s) or content would most benefit your work this summer?

What are your interests or hobbies? What previous experience do you

have working with young people (volunteer or paid positions)?

What are your professional goals? How do you learn the best?

Planning Content

Based on needs, develop training objectives and content

Who will conduct the training? Who will participate? Where/when Think beyond just a one time training

• Before, during, and after program

Planning Content

Based on needs, what are your training objectives?Common staff development topics:

Supervisory Training Orientation/Onboarding  Safety Program planning and implementation Supporting youth and families

Methods:

Lectures Group Discussions Simulation and Role Play Games Demonstrations Case Studies

Source: “Info Line: Tips, Tools, and Intelligence for Trainers” ASTD, 2007

Supervisory Training

How to:• manage within the culture• train employees (on policies, tasks)• interview applicants for positions• orient/on-board new hires• provide feedback and coaching• discipline employees

Orientation/Onboarding

Share the history, mission, organization chart and culture with the new hire

Program goals Learning goals Review job description Outline standards and expectations Provide information on performance

management process Review policies and procedures

Safety

• Onsite and field trip • CPR and First Aid • Reporting child abuse

Program planning and implementation

Include topics such as:• Activity planning• Understanding content• Engaging instructional practices• Assessing learning• Creating a positive learning environment

Supporting youth and families

Include topics such as:

• Group management strategies• Mediation/conflict resolution• Confidentiality• Working effectively with families

Examples of Pre-Program Professional Development Send staff relevant article, then discuss

online

Senior staff leads small team of new staff in conference calls to develop ideas for themes, activities for this year’s program, age groups

Staff observes local program/school and reflect

Hold regular interval conference call discussions on select topics from institute

Examples of During-Program Professional

Development Mentoring between senior and junior

staff

Interest or study groups on specific topics

Senior staff observes all staff noting strengths, needs, and areas of growth

Use portion of staff meeting time to share, learn, discuss problems +/or best-practices

Examples of During-Program Professional

Development Continue email listserv to send articles,

news or other relevant information

Staff attends conferences about out-of-school time and summer learning

Offer a class during the year to address issues of summer learning

Examples of Post-Program Professional

Development Continue email listserv to send articles,

news or other relevant information

Staff attends conferences about out-of-school time and summer learning

Offer a class during the year to address issues of summer learning

Adult Learning Principles

Understand that how people learn is a direct result of the interaction between forces within the individual and the environment – what is known as trainability. Trainability is concerned with:• Readiness to learn and motivation• Level of ability• Perceptions of the work environment

Principles Continued

An individual must have both willingness to learn and ability to achieve learning objectives

Adults want to focus on “real world” issues

Emphasis on how the learning can be applied is desired

Adult learners will come with goals and expectations

Principles Continued

Allow debate and challenge of ideas (but disagreements should not become heated)

Listen to and respect opinions Adults wish to be resources to the

instructor and to each other Adults seek out a learning experience

because they have a need for knowledge or skill being taught

Obstacles to Learning

Low tolerance for change Lack of trust

• May not see it as worthwhile or have had negative experiences in the past

Peer group pressure• If others don’t see the training as

relevant or effective, they may persuade the employee that the training is not important

Understanding Learning Styles

Know that individuals learn in different ways and process ideas differently• Visual learners• Auditory learners• Kinesthetic learners

Understanding Retention of Information

• Retention of information is best if the employee participates in the learning process– Knows the information can be immediately used– Practices by doing (putting out a fire)– Involved in discussions such as case studies– Watches a demonstration (but doesn’t

participate)– Reads (asked to read information)– Listens to a lecture (least effective vehicle for

retention)

Understanding the Levels of Learning

Knowledge Comprehension Application Analysis Synthesis Evaluation

Get creative: Use multiple modes to deliver PD before, during and after the session

Engage experienced staff in delivering training to less experienced staff

Allow for paid, collaborative planning time during pre-service training

Keys to Success

Additional Resources: Making the Most of Summer Child Trends.org American Camp Association National Training Institute for Community Youth Work National Staff Development Council National Youth Development Information Center Beyond the Bell Cooperation for National and Community Service BELL Success: http://www.bellsuccess.org Foundations Inc. National Summer Learning Association

Next in the Series:Providing Feedback and Coaching Staff – 4/22

–11-12:00 EST Do you effectively take advantage of day to day

opportunities to empower staff and help them grow professionally using effective feedback and coaching techniques?  Kay Robinson, SPHR, from Robinson HR Consulting and Erin Ulery, Director of Professional Development from the Association will explore strategies that you can apply immediately when leading and supporting your staff this summer. 

https://www1.gotomeeting.com/register/169265632

Save the Date!“Summer Changes Everything!”Conference

November 9-10, 2010 Indianapolis, IN

The only national conference dedicated to summer!

Remember your benefits!

Friend of Summer Learning

Individual Organization/District

• Access to open web content including field news, research and interviews with experts

• Ability to network with other members

through online discussion groups

• Discounts on conference, publications,

and professional development services

• Two hours of quality program consulting via phone

• Access to curriculum rating tool, and Excellence in Summer Learning Award winner profiles

• Free program planning guide

Thank You!

Robinson HR Consulting • Kay Robinson Kay@robinsonhrconsulting.com

Program Planning/Membership • Erin Ulery

eulery@summerlearning.org