1 Sunrise Language Solutions Workplace Specific Language Training Program Guidelines  Obtain input from all stakeholders (directors, managers, supervisors, colleagues, etc.).  Provide insight into the language skills participants need to master in order to perform their jobs effectively.  Help stakeholders understand the program and become committed to its success and the success of the participants. Needs Assessment: Next

2  Determine Present Situation Analysis (PSA).  Use observation, interviews, and surveys in order to identify and analyze needs.  Collect information from stakeholders.  Administer proficiency tests to assess present language skills.  Determine Target Situation Analysis (TSA). Identify appropriate grouping for participants (where numbers  permit, work tasks, language proficiency, etc.).  Set realistic expected outcomes. Needs AssessmentCont’d: NextPrev

3  Develop a relevant and authentic training program that is workplace specific.  Develop training materials that consist of existing client-specific literature and augment with relevant provider-specific materials.  Develop role-playing activities and group activities to engage participants using work-related language use.  Develop work-related authentic practice exercises to engage participants. Program Development: NextPrev

4  Select qualified and experienced instructors.  TEFL/ESL Certified (Teaching English as a Foreign/Second Language) Certified by an accredited college/university or state recognized organization Bilingual (English and Spanish)  Cognizant of the workplace culture  Knowledgeable about language teaching methodology for adult learners  Act as an effective liaison between training provider and client  External Professional Development Members of TESOL (Teachers of English to Speakers of Other Languages) Effective Staff Support: NextPrev

5  Describe measurable outcomes and document progress by the training provider and the client.  SWSBAT - S tudent W ill S uccessfully B e A ble T o…….. Demonstrate task Examples:  give instructions  read and understand safety labels (OSHA-compliance)  answer customers’ questions  take a phone message Performance Objectives: NextPrev

6  Develop a budget that accommodates the client’s request to the extent possible.  Assessment  Curriculum development  Instruction  Training materials  Indirect costs (overhead) Cost Analysis: NextPrev

7  What is being evaluated and why?  What do participants know that they did not know before?  To what extent are they able to perform the objectives?  To what degree does the program show that it has met its goal?  What is the effectiveness of the training provider?  Assess ability of participants to transfer their new knowledge to the workplace.  Questionnaires to elicit participants’ feelings about the program content, instructional method, and the instructor  Questionnaires or interviews to elicit comments from stakeholders  Feedback from instructors on effectiveness of the instructional curriculum and the usefulness of specific materials and activities Program Evaluation: NextPrev

8  Provide a written report of evaluation results.  Show the ways in which the goals have been met and the areas in which further training may be needed.  Conduct Periodic Follow-up (If feasible). Are participants continuing to apply the language in the workplace? In what way has the participants’ transfer of knowledge impacted the organization (efficiency, safety, customer relations, etc.)? Program EvaluationCont’d ReturnPrev