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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 [email protected]
Program Planning/Membership • Erin Ulery
