Presentation given by Patricia Holley at the 2015 EMM Director's Consultation.

1. DEVELOPING A SUSTAINABLE
TRAINING PLAN

2. D E V E LO P IN G S U S TA IN A B LE T R A IN IN G
O p e n i n g R e m a r k s
• We all know employee training program is
important to your Agency.
• Is training a chore you get around to
someday?

3. D E V E LO P IN G S U S TA IN A B LE T R A IN IN G
R e s u l t s o f N o T r a i n i n g P r o g r a m
What are some negative results of not having
a training program:
• Cost to you in client satisfaction
• Cost to you in delivery of service
• Liability costs when a caseworker is not informed

4. D E V E LO P IN G S U S TA IN A B LE T R A IN IN G
P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s
Are you experiencing the following
workplace issues?
• High staff turnover?
• High absenteeism?
• Low motivation and/or productivity?
• Employees who resist change?
• On the job accidents?
• Difficulty meeting your department goals?

5. D E V E LO P IN G S U S TA IN A B LE T R A IN IN G
P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s
“Money spent on the brain is
never spent in Vain.”
Joe Griffith

6. D E V E LO P IN G A S U S TA IN A B LE T R A IN IN G P LA N
P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s
Benefits of Employee Training
• Increased productivity
• Better health and safety records
• Higher retention rate
• More vibrant and engaged workforce
• Better team performance
• Increased participation and communication
• Increased worker confidence

7. D E V E LO P IN G A S U S TA IN A B LE T R A IN IN G P LA N
A C O M P R E H E N S I V E V I E W
Succession
Planning
Professional
Development
Performance
Management
Onboarding
Hiring/Commitment
Compensation/Benefits
Interviewing/Selection
Recruitment/Sourcing
Competencies/Job Descriptions
CORE VALUES
• Future leaders are identified at all levels within the
organization
• Organization commits to on-going skill and growth development opportunities
• Continuous high-quality feedback is given to staff to inform on-going
development of skills, competencies and growth areas.
• Comprehensive 6-12 month design supports new hires
• New Hires have a strong commitment to the Agency’s mission and core
values
• Hiring managers/new managers are supported
• Market competitive, equitable and transparent practices
• Competency-based interview guides
• Selection based on skills, experiences and cultural fit
• Active and passive recruitment and sourcing strategies identify
quality talent for organization and programs
• Core competencies and high –performing skills defined
• Accurate job descriptions define roles, responsibilities and
culture fit
• Core values are defined, communicated and reflected
in individual and collective work practices

8. D E V E LO P IN G S U S TA IN A B LE T R A IN IN G
P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s
Orientation
Training
•6- 12 month on-
boarding program for
new employees
•Organization welcome
Overview of
governance and
structure, services,
basic computer
training
•Intro to key staff,
peers and others they
will work with
•Clarification on work
conditions, unspoken
rules of the road, job
specifics
•Peer mentor for new
employee
•Build foundation of
trust – show how their
job relates to what
the organization does
Ongoing
Training
•Formal and Informal
•Workplace, college or
off-site seminars
•Retreats
•Self Help
Compliance
Based Training
•Mandatory training on
topics that employees
are required to
complete as Agency
employees
•Drug Free Workplace
Training
•Sexual Harassment
Training (Protection
from Sexual
Exploitation and
Abuse)
•Confidentiality Policy
Training
•Anti-Fraud, Dishonest
Activity and
Whistleblowing
•Program and Job
Compliance
Leadership Pipeline
Program for Staff
•Selection of high
potential managers to
become skilled as
leaders.
• Stretch assignments
• Exposure to internal and
external speakers.
Manager Training
Program
•Current managers
participate in training
program designed to
provide basic
managerial skills and
team-building
strategies.
•Leadership challenges
and case scenarios
experienced in current
roles to sharpen
problem solving and
decision-making
authority.

9. D E V E LO P IN G S U S TA IN A B LE T R A IN IN G
P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s
Performance
Management
• Training for all
Agency staff on:
• Performance
Management
• Goal Setting
• Coaching
conversations
• Providing
ongoing
Feedback
• Difficult
Conversations
Mentoring
Program
• Based on an
approved career
path,
employees can
be:
• Mentored by a
senior manager
or leader for 6-
12 month to
gather better
understanding
of their role
Face to Face
Training
• Training
requested from
PDHR on
various topics of
need for teams.
• PDHR will also
offer specific
trainings
centered on a
monthly basis.
• External
trainings.
Power Conference
Series
• Available only
for the Directors
and includes:
• Visits to
successful
institutions or
like agencies to
engage in
candid dialogue
about
leadership
insights/best
practices
exchange with
the host leader
of the
organization.
Cross-Functional
Trainings
• Opportunities
for PDHR team
and the
Program team
and other
teams to
collaborate on
training
initiatives to
support the
professional
learning of your
employees.

10. D E V E LO P IN G A S U S TA IN A B LE T R A IN IN G P LA N
T h e o r y o f A c t i o n
Theory of Action
If we professionally develop our employees
providing them with the training and learning
opportunities that better equip them to fulfill their
roles and responsibilities then we will build a
stronger brand and culture at the Agency that will
help us to continuously attract and retain talented
employees to help us achieve our Vision.