Training Program Plan - Weebly
Training Program PlanHeather HolshouserAET 570May 20, 2016Gregory DlabachTraining Program PlanPart I – Training Program DescriptionScopeVeterans Health Administration (VHA) Voices is a two day experiential training for all VHA employees. The goal of VHA Voices is to develop the interpersonal focus and skills required to operate effectively in a team based care delivery model aimed at engaging Veterans in personalized, proactive, patient driven care. Selected participants complete VHA Voices Basic Training for Master Trainers Part One and Advanced Master Training Part Two as a part of the certification process. The purpose of this face to face, experiential workshop is to train VHA employees how to enhance and develop relationships between staff, improve team functioning and in turn improve trusted partnerships with patients and their health care providers and teams. Improved relationships between health care staff and between patients and providers have been shown to improve health care performance and operational functioning. Relationships play a key role in the performance of health care organizations through their impact on coordination, communication, teamwork, staff and patient engagement, and patient centered care. The Veterans Health Administration needs engaged employees who have the interpersonal focus and skills needed to develop trusted relationships with Veterans, and collaborate with one another to improve the Veteran experience and clinical care. Target AudienceThe primary target audience for this train the trainer activity is comprised of preselected Physicians, Nurses, Psychologists, and Social Workers who will conduct facility based VHA Voices training. The secondary target audience for this activity is comprised of VHA staffs who also work in teams to implement the Patient Aligned Care Team Model.Goals and ObjectivesAt the conclusion of this educational program, learners will be able to:execute VHA Voices facility training using the resources provided;demonstrate specific presentation skills required to facilitate trainings; explain the value of a relationship focus for self and others;demonstrate listening with respect, empathy, and compassion; identify personal aspirations, intentions, and behaviors in alignment with VHA ICARE values; and explain the experiential active learning process that occurs in VA Voices.Part II – Needs or Gap AnalysisCurrent State: The current performance state of VHA employees are those that are disengaged, lack interpersonal relationships with co-workers and Veterans, who feel disconnected to the VHA’s mission, vision, and values, and lack skills to effectively listen and communicate with co-workers and Veterans.Desired State: The desired performance state of VHA employees are those that are engaged, have positive interpersonal relationships with co-workers and Veterans, who feel connected to the VHA’s mission, vision, and values, and possess the skills to effectively listen and communicate with co-workers and Veterans.Based on this needs analysis, there has been no measurement or metric identified. The Strategic Alignments identified for this training are: Veterans Affairs Health Care Delivery, Awareness & Understanding, Quality & Equity, Collaboration, Expectations, and Operational Processes.Cost of the Problem (Description): If this training is not implemented there is a strong possibility of the VHA incurring a cost due to turn over, low morale of employees as well as poor care of the veterans. The driving need for this program is VHA’s need for organizational culture change, which includes business, operational, and performance issues.This needs analysis used a variety of techniques such as questionnaires, job and task analysis, interviews, as well as informal interactions with colleagues in order to determine that there are no other similar trainings similar to this to use as leverage, nor is a self-paced or automated training appropriate for this course. This Asynchronous training has a goal to teach and reinforce a complex skill, task or group of tasks to the learners. Learners will obtain taxonomy levels of knowledge, comprehension and application by a physical demonstration of skills and tasks. The goal is to deliver model behavior as well as acquire skills and knowledge by achieving goals and objectives outlined above. The desired performance state of individuals after the introductory training is the skills and abilities to lead and facilitate a VHA Voices training at the level of quality and integrity expected of the program. Individuals will be able to facilitate a VHA Voices independently without the presence of a master trainer. , these individuals will be able to lead and facilitate small group.Part III –BudgetItemCost EstimatePersonnel$10,000.00Fringe Benefits$2,500.00External Staff$20,000.00Materials$2,000.00Technical Support$4,000.00Equipment$15,000.00Travel$75,000.00Facilities$5,000.00Supplies$500.00Miscellaneous$1,500.00Total:$135,500.00Income SourcesEstimatesParticipant Fees$500.00Grants$10,000.00Government$10,000.00Parent Company (Program Office)$15,000.00Total:$35,500.00Part IV – Staffing PlanThe staff and faculty required for a successful learning program is a planning committee consisting of a representative for each area of topic to ensure that the content that is being planned to implement is accurate and up to date. The planning committee members will be subject matter experts in their area of expertise and be employees of the Veterans Health Administration. The planning committee will be required to dedicate one hour each week for planning calls as well as additional time in assisting in recruiting the appropriate faculty to present on the topics for the learning activity. Faculty will be required on the days the training will be implemented to the learners. Each faculty member will be required to be an employee of the Veterans Health Administration, be a subject matter expert in the topic they will be presenting as well as hold a higher education level degree in their clinical field. Faculty will need to be available during the times of their respective presentations as well as for a question and answer session at the end of each day of training. Support staff will need to be available the days of the training as well. Support staff will need to be present in the morning for sign in and registration as well as during breaks and at the end of the day to remain accessible to all participants should they need assistance. Support staff will need to be familiar with the sign in and registration procedures, structure and agenda of the training as well as the location they are in to give directions to participants. Support staff is also to be employees of the Veterans Health Administration. Audio Visual staff will be needed on site the beginning the day before the training start date to set up all equipment and testing of equipment until the end of the training for break down. Audio Visual staff may be contracted outside of the Veterans Health Administration.Other resources would be staff at the venue itself available to assist with any issues or needs during the training such as room configurations, internet connections and seating. Should a faculty member be unavailable to present during their scheduled time due to circumstances beyond their control, such as flight delays, the agenda can be rearranged to accommodate the gap in the training. Also, should venue staff be unavailable to assist with internet connections or audio visual issues, the contracted audio visual staff member may step in to assist. At the end of the training, an evaluation will be open for thirty days of the topics and the faculty presenting the topics to enable the participants to give their feedback and evaluate the entire training program. These results are then gathered and distributed to the planning committee for further review and recommended changes for future training programs. Part V – Stakeholders and GoalsStakeholders (minimum of five)Partnership goalWays to build supportProgram OfficeProvides funding for programEnsure that the budget allotted is adhered to ClientProvides planning committee, content, SME’sConduct planning calls to discuss content and overall program needsProgram ManagerProvided Accreditation, Logistics and Instructional DesignDesign the program to be the most effective for the learners, ensure meets accreditation needs as well as all logistical support and a liaison between stakeholdersEvent ManagerSecures Venue and Hotel and ground transportation for programEnsure that the space needed for the program is within budget and convenient for participants. Secure contracts for hotel, venue and transportation. LearnersProvides learning needs of the programAllow participants to share what they would like to be included in the training as well as the content that they need addressed the most for a productive and meaningful program. Part VI – Communication PlanVA Voices National Training ConferenceThe Veterans Health Administration (VHA), in collaboration with Southcentral Foundation, has created the VA Voices program. The purpose of VA Voices is to make VA about people, about the employees who are the VA, and the Veterans we serve. The goal of the all staff VA Voices training program is to develop the interpersonal focus and skills required to put Veterans first, and to operate effectively in a team-based care delivery model aimed at engaging Veterans in personalized, proactive, patient driven care. This National Training Conference curriculum is designed to prepare VHA leaders to facilitate and support the VA Voices program. Faculty and Learning Circle Experts will attend both combined and separate tracks during the two and a half day experience.Faculty Expert TrackDuring the faculty expert training, seasoned faculty experts will model each of the key learning modules. In learning circles of five to seven, participants will have the opportunity to practice the skills that they have observed and receive individual feedback from their peers as well as the seasoned faculty. Facilitators will explore and debrief each module using a combination of the following methods: Observe-Lessons and activities are modeled by seasoned faculty.Discuss-Participants ask questions and prepare individually for their presentations.Present-Participants practice the skills by presenting in front of their learning circles.Feedback-Faculty experts and peer participants share feedback verbally and/or in writing using an observation and comment document. Learning Circle Expert TrackThe Learning Circle Expert Track is designed to provide instructional lessons, discussions and exercises for how to conduct the LCL training session for new Learning Circle Leaders. Participants will observe the Learning Circle Leader Training taught by an experienced leader. Participants will then demonstrate the skills and tools and receive feedback from other participants and from the experienced leader. Additional segments explore how to identify and recruit appropriate LC Leaders, and strategies to support the overall VA Voices event. Pre-workIn advance of the experience, participants are asked to complete the following pre-work:Faculty ExpertsRead your VA Voices facilitator guideClosely review and prepare your presentation assignmentsLearning Circle ExpertsRead your VA Voices facilitator guideRead your LCL Training guideClosely review and prepare your presentation assignmentsMarketing this training program will consist of an ad in the Weekly Educator, the Weekly Educator is a newsletter that is distributed electronically to Veterans Administration staff and includes all program information that is coming up in the next couple months. It outlines the title, target audience, accreditations offered and the number of continued education units participants can receive for attending one hundred percent of the training. This marketing product also contains the dates of the program, how to register and the registration deadline date. Another marketing strategy that will be used is called a Save the Date. The Save the Date is a one page flyer that is typically distributed electronically but can also be posted on bulletin boards in clinician offices. This outlines the same as the ad in the weekly educator, only in a more condensed format. It will contain the location, title, date, registration instructions, objectives and key topics that will be presented. The save the date flyer is generally sent directly to the target audience of whom the training would be appropriate for and would be interested based on the topics, and sometimes speakers, that will be presented and conducted at the training. Having the Save the Date sent directly to clinician inbox will make it more visible and at their fingertips rather than having to search in the weekly educator for a specific training. While the Weekly Educator is very beneficial in reaching a broad audience and others that the direct email of the Save the Date would reach, it can be ignored easily and time consuming to find a training a learner may be interested in, however still provides a good avenue of advertising for a global market. Another marketing strategy available to the Veterans Administration staff is a publication called Insights. This is a monthly newsletter that is distributed to administration staff rather than all administration and clinical staff. This will allow others in the field to be aware of what is being offered and can inform those they may know of that would be interested in attending. Part VII – Program EvaluationThe program evaluation for this training has two different ways of collecting data. The first is the Level 1 and Level 2 evaluation which will be set up electronically by the Program Manager and made available to the participants on the last day of the training for thirty days. This evaluation will measure if the objectives of the training were met as well as their take away knowledge and satisfaction with the training. The level 1 and level 2 evaluation will ask standard questions that the learners will respond agree/disagree to and the requirement is for At least 90% of participants will “strongly agree or agree” with EES standard evaluation items, these standard questions are:Overall, I was satisfied with this learning activity.I learned new knowledge and skills from this learning activity.The scope of the learning activity was appropriate to my professional needs.I will be able to apply the knowledge and skills learned to improve my job performance.The training environment (face to face, video conference, web based training) was effective for my learning.What about this learning activity was most useful to you? (Text Field)What about this learning activity was least useful to you? (Text Field)The second evaluation is to conduct a level 3 survey that will measure the learners’ application of the knowledge and skills of what they learned from the training into their daily work. The purpose of this document is to outline and communicate the plans for evaluating the VA VOICES Introductory Faculty Training Workshop. The evaluation strategy has been developed to measure the effectiveness of program efforts and use the results and feedback to continuously improve the quality of training and development programs across Veterans Health Administration. This evaluation plan outlines the components of a comprehensive evaluation strategy to address the needs identified by key stakeholders and includes:?Identification of program level and learning objectives?Data collection plan that outlines key measures, sources and methods to collect data?Evaluation schedule of deliverables, timelines and responsible parties This survey will measure the following training impact and application for this program:Conduct VA Voices facility training using the resources provided.Explain the value of a relationship focus for self and others.Listening with respect, empathy, and compassion.Encouraging their participants to reflect on personal aspirations, intentions, and behaviors in alignment with VHA ICARE values.This survey is created by the Program Manager and distributed three to six months after the training program by the client. It is open for two weeks then the data is compiled along with the level 1 and level 2 data into a report for the client. ................
................
In order to avoid copyright disputes, this page is only a partial summary.
To fulfill the demand for quickly locating and searching documents.
It is intelligent file search solution for home and business.
Related download
- 2010 2013 strategic plan veterans affairs
- fitara implementation plan and self veterans affairs
- era strategic plan fy2013 fy2017 may 2013
- training plan template department of veterans affairs
- national cemetery administration veterans affairs
- safety plan treatment manual to reduce veterans affairs
- training program plan weebly
- veterans affairs
Related searches
- financial management training program navy
- wealth management advisor training program northwestern
- training program titles
- career training program doe
- career training program nyc
- navy seal training program workout
- training program evaluation survey questions
- navy seal training program pdf
- corporate training program names
- financial advisor training program reviews
- aarp training program for seniors
- developing a training program template