Training Plan

Select the Training Program(s) and Timing

Select Certified Training Options that Fit Your Needs and Budget

• Where possible select certified programs provided by a community college, institute or university which will result in attaining credentials (e.g. a diploma or degree through a part-time or full-time program).
  
• When it is not possible (e.g. because of time needed, course entrance requirements for available staff, course costs) to select a diploma, or degree program, select "certified" courses which are provided by a college or university that will result in attaining a diploma or degree gradually (e.g. by continuing to add credits for courses which you have completed).
  
• In some situations it is recognized that not all existing staff will meet the minimum educational requirements to qualify for certified training programs. In this situation, the community will need to determine how to best meet its goals and objectives.
  
• Identify colleges, institutes, and universities which may provide the programs in various locations and consider what is the "best fit" for your training goals, objectives, staff and community needs:
  
  • Certified training offered at the institute, college, or university location.
    
  • On-reserve/in-community "certified" training through a college, institute or university.
    
  • Training which can be spread out and mixed with work experience and does not have to take place in "one block of uninterrupted" training time.
    
  • "Certified" training program at local college, institute, or university using long distance education.

If a Program Meets Your Needs but Requires some Change/Addition

• Partner with other communities and a college, institute, or university to make any needed changes to existing programs for First Nations or Inuit specific needs.

If an Existing Program Does Not Meet Your Needs

• Work with other communities, tribal councils, your region and an educational centre to develop needed programs.

TIPS FOR ARRANGING A TRAINING PROGRAM,
IF AN APPROPRIATE PROGRAM DOES NOT EXIST:

• Arrange a contract through a university, institute, or community college to provide a course which will meet the need of your community, e.g. "in community" training - 4 week community course on Home Support and Personal Support followed by 2 weeks of ongoing in-service support, delivered yearly until training requirements for a credential (diploma or certificate) are met.
  
• Contact other communities: discuss how they set up the training and what worked well and did not.

Identify Ways to Maximize Training Resources

Any training being planned needs to fully consider how limited training funds and budgets can be used most cost-effectively.

Working together with other communities and agencies who have similar training needs can result in many savings. A saving of time, reduced duplication of training efforts and potential cost savings may be achieved by negotiating training programs or courses for a larger group size. Try to maximize your resources by considering the following ideas:

• Submit a joint training plan. By working on a joint plan, the time spent preparing the plan, or meeting with staff from a college, institute, or university to arrange courses, or negotiate the content changes can be reduced.
  
• Where possible identify at least two options of training programs for each identified training priority (based on your review of training programs). This will offer you a greater choice in scheduling training and give you options if timing and scheduling issues or other unexpected events occur.
  
• Include the staff selected for the training opportunities in the final selection and timing of the training program they will attend.
  
• Reinforce staff's use of new knowledge and skill in the workplace. Managers and staff have a joint responsibility to ensure that any new knowledge and skills are reinforced and transferred to the workplace. Several tips and strategies which managers can put in place at the work place may be found in Appendix D.
  
• Schedule the training as close as possible to when the services will be offered by your Home and Community Care Program. Information and skills are quickly lost if they are not used and practiced.
  
• Develop a mentoring/support program for new trainees.

TIPS FOR SELECTING TRAINING
PROGRAMS OR COURSES:

1. Ensure that the training program/course you consider selecting will provide staff with "portable" credentials (e.g. diploma, degree or certificate) recognized by other universities, institutes, colleges, provinces/territories,
   professional licensing associations.
   
2. Staff with "non-portable" courses or certificates cannot build on course credits which can be transferred/used towards earning a "diploma" or "degree" level credential (e.g. health care aide diploma).
   
3. If possible, arrange a bulk purchase for books and materials, or reduced cost for training depending on the number of staff needing the program.
   
4. Negotiate with other agencies to integrate training into their programs (e.g. local community school boards to integrate health and basic family care training into high school curriculum).
   
5. Consider the "Train-the Trainer" approach to provide community-based training (e.g. family care training) to family members or friends providing basic care in the home.

Set Up an Initial Three Year Training Schedule

When you are considering the development of any training schedule, it is important to consider potential staffing, service delivery and cost and budget issues and any other obstacles that may arise.

• Presenting your draft training schedule in a table format can provide a clear, detailed overview of training. A table format can help you see what training is going to be undertaken, when and how many staff will be involved. This visually can assist you to examine whether the training
  would be feasible or would interfere with the home and community care services which need to be provided.
  
• Set training priorities for the first three years and consider how you will phase-in staff training (over the first 3 years) in a way that will work for your Program and will also assist staff to develop the skills and abilities needed.
  
• Review the options for a three year training schedule with decision makers in your community and identify potential issues and solutions for each plan.
  
• Identify any annual events or times of year that would not be good times to deliver training (e.g., year end, holidays, Pow Wows, other training courses).

The basic information you may wish to consider outlining for each year of the three year training schedule includes:

• training programs/courses that will be undertaken;
  
• training costs (includes total costs: e.g. course costs, books, any travel and accommodation costs);
  
• the category of staff and the number starting each training program;
  
• length of the training programs, and expected dates (month/year) for completion;
  
• what training is scheduled on a daily, weekly, monthly basis; and
  
• certification (e.g. specific diploma or degree) expected when the training is successfully completed.

Set Up an Ongoing Training Schedule

• Outline basic training and skill building which will be required on an ongoing basis (e.g. staff orientation sessions; information sessions on current or new policies, procedures and guidelines; skills training needs identified from service delivery requirements).
  
• Identify what categories of ongoing training must be considered.
  
• Briefly state how and when the ongoing training priorities will be identified in a timely way which will support your staff's learning and skill development and enable them to provide quality home and community care services.