10 Tips for Terrific Training!

Presented by Diana Byrnes, C-SAPACenter for Urban Transportation ResearchTampa, Florida

Welcome

• In honor of our 10th Annual FTA Drug and Alcohol Program National Conference, today’s session will be highlighting 10 tips for putting together terrific training programs!

• The objectives for this session are:• To identify the FTA training requirements per 49 CFR Part 655.14• To describe techniques that you can implement to ensure that you

are delivering engaging and effective training • To provide you with resources for no-cost and low-cost training tools

49 CFR Part 655.14

• FTA Education and Training Requirements (655.14)• Education Component (Display and Distribute)• Covered Employee Training• Supervisory/Company Official Training for detection of impairment

Education Component

• “Education. The education component shall include display and distribution to every covered employee of informational material and a community service hot-line telephone number for employee assistance, if available.”• Informational material about the dangers of drug use• Include alcohol misuse information as well

• Contact information for EAP and DOT-Qualified SAP• Display in common areas (break-room, at time clock, in

restrooms; etc.)• Distribute booklets, pamphlets, fliers

Covered Employee Training

• Training (1)• Covered employees. Covered employees must receive at

least 60 minutes of training on the effects and consequences of prohibited drug use on personal health, safety, and the work environment, and on the signs and symptoms that may indicate prohibited drug use.

• Key points:• Current drug use trends, drug paraphernalia, street names• Signs of impairment• Alcohol information is a best practice add-on (+60 minutes)

Supervisory Training

• Training (2)• Supervisors. Supervisors and/or other company officers

authorized by the employer to make reasonable suspicion determinations shall receive at least 60 minutes of training on the physical, behavioral, and performance indicators of probable drug use and at least 60 minutes of training on the physical, behavioral, speech, and performance indicators of probable alcohol misuse.

• Key points:• Empowerment • Impairment should be the focus• Include agency specific protocols

THE FIRST 5 TIPSFor Preparing Your In-House Training Program

Tip #1.

• Choose the right trainer• The FTA rule is silent as to the qualifications need to deliver the

training in 49 CFR Part 655.14• Best practice is to ensure that your trainer is knowledgeable,

enthusiastic and can confidently deliver the training material• Ensure that the trainer has a firm understanding of your agency’s

policy and overall training message (trainees will quickly recognize weakness and the training will not be effective)

Tip #2.

• Choose the right training tools• Use a variety of media to engage all adult learning styles (tactile,

visual, auditory)• Develop a PowerPoint Presentation or other format• Develop interactive exercises to engage cooperative learning• Create competitive activities to generate excitement

Tip #3.

• Prepare Administrative Documents• A list of the training materials to be used*• A training agenda*• Sign-in sheets*• Certificates

*These are records that will be subject to auditing

Tip #4.

• Practice• Ensure that you (or the trainer you’ve selected) has read through

all of the written material, watched all of the videos, worked through all of the group activities, etc.

• Do a dry-run (a “dress rehearsal”)• Arrange the training room and be certain that you have enough

space, desks, appropriate lighting, functional equipment and good sound quality

Tip #5.

• Boost Morale• Treat the training as an event• Post colorful fliers in the common areas that will entice the

participants• Give them “freebies”! (things they’ll use during training, such as

pens, portfolios, lanyards, hats, tablets, etc.*)• Arrange to serve food, (or make it a pot luck)

*More ideas to follow

5 MORE TIPSFor Executing Your Training Program

Tip #6.

• Know the Needs of Adult Learners• Adult learners often need to be given the answer to “What’s in it

for me” before they will engage:• Start your training sessions by explaining the relevance of your

training topic• Explain how the training they are about to receive will be applicable

to their daily job functions• Disseminate a written agenda with break times identified- and honor

those times as best as possible• You should average about 10 minutes of break time for every 90

minutes of training (break more often if your trainees do not normally perform job functions while seated)

Tip #7.

• Divide and Conquer• Training programs can be divided into modules that are delivered over

a set period of time:• Computer based training (CBT), is self-paced so trainees can

complete a portion of the training individually • Activities, Competitions and Role Play Exercises can be scheduled

once all trainees have completed the CBT portion(s) of the training program

• This model results in the least amount of disruption to your work environment, and can also be beneficial to adult learners that are not comfortable sitting for long periods of time

Tip #8.

• Use Humor (Appropriately)• The use of light hearted humor can go a long way in making your

training memorable:• You’re not a stand-up comedian, but you probably have a few “tales

from the trenches” that you can share• Find a way to share a humorous story that is relevant to the

training topic (I’ll share one with you today!)• By all means- keep it clean • Please don’t perpetrate bad information just to be humorous (I’ll

give you an example of this, too!)

Tip #9.

• Walk the Talk• Your overall training message must be consistent with your practices:• Trainees won’t “buy-in” if your message is inconsistent with how

management/administration actually functions (I’ll give you an example)

• Allow trainees to give you their perspective on the reality of the training topic (i.e.; how does the application measure up to the method being taught?)

• If you use training to empower/authorize a group of trainees, don’t diminish that authority as soon as class is dismissed.

Tip #10.

• Bring It All Full Circle!• To measure how successful you were in delivering the training,

find a method of “testing” trainees- either in the form of a competitive game or a written quiz.• Small prizes are always a nice touch!

• Close the training the same way you began– by reiterating the importance of the training topic and how it is relevant to the daily job functions of your trainees

• Make sure that your final words are those of encouragement and not criticism.

TRAINING RESOURCES*Disclaimer: Instructor/presenter did not receive any remuneration for recommendation of these products. This list is not intended to be a complete list of all recommended training resources.

Websites

• Web-based training resources:• Florida DOT funded (CBTs, videos, booklets, workbooks, etc).• http://sam.cutr.usf.edu/training-tools/

• Office of Drug and Alcohol Policy and Compliance (booklets)• http://www.dot.gov/odapc

• FTA Transit Safety and Oversight- found under Drug and Alcohol, then “PUBLICATIONS” (video, lanyard cards, guidance and technical assistance)• http://transit-safety.fta.dot.gov

Interactive Games

• Interactive Games and Tools:• Impairment Goggles ($):• Fatal vision: http://fatalvision.com• Drunk Busters: http://www.drunkbusters.com

• C3 Training Game Software($$):• http://c3softworks.com

• Al Morale Training Game Software($): • http://almorale.com

• Training Games (freebie!): • http://thiagi.net/archive/www/games.html

More Resources

• Organizations that can also be helpful:• Substance Abuse & Mental Health Services Administration• (SAMSHA): http://www.samhsa.gov

• National & State Rural Transportation Assistance Programs• (RTAP): http://webbuilder.nationalrtap.org

• NTI’s Transit Trainer Workshop• http://ntionline.com/courses/courseinfo.php?id=176

And of course, the many wonderful trainers and consultants that are members of our industry!

In closing

• Training is the single most effective tool for influencing your agency’s safety culture

• Good quality training programs can be developed in-house for a minimal cost

• Find that individual within your organization that has the passion and the knowledge to deliver a great training program- (maybe it’s YOU?!)

Thank You.

• Here’s how to reach me:Diana Byrnes, C-SAPACenter for Urban Transportation Research813-426-6980byrnes@cutr.usf.edu

https://www.linkedin.com/profile/public-profile-settings?trk=prof-edit-edit-public_profile

See you around the conference!~