Group Discussion Stanhope

There is amazing potential Allows for front-loading knowledge Learning components can be used by managers for performance management and succession planning E-learning can fill the void. For example, when there are not enough spots on a course. Speciality courses for civilian members. Mandatory dispatch, CPIC, etc. Hybrid: e-learning modules to supplement classroom training Foster a learning environment. Foster a learning organization. Challenges: Resistance from training sections. Some issues due to compensation (Time). Q1 What is the potential for e-learning in your organization?

Yes, rapid dissemination, tracking, Challenge: not a panacea Many organizations are taxed with existing training needs. Emerging requirements can overburden the systems E-learning can help through enhanced dissemination, execution and tracking of new or mandated learning requirements E-learning is not a panacea. Degree to which it can help is constrained by content, desired learning outcomes, and learner demographics Dependent on existing foundations to be effective. Need foundational elements like the right people, the right processes Good e-learning can help – poor e-learning can make things worse Yes, rapid dissemination, tracking, Challenge: not a panacea Many organizations are taxed with existing training needs. Emerging requirements can overburden the systems E-learning can help through enhanced dissemination, execution and tracking of new or mandated learning requirements E-learning is not a panacea. Degree to which it can help is constrained by content, desired learning outcomes, and learner demographics Dependent on existing foundations to be effective. Need foundational elements like the right people, the right processes Good e-learning can help – poor e-learning can make things worse Q2 To what extent are you challenged to address changes brought about by provincial &/or federal legislation in a timely fashion? Can e-learning help?

Benefits Tracking is built in, reliable and to date. Testing is recorded and consistent. Ideal for audit or inspection Quick turnaround for delivery allowing for short timelines (G20 example). Necessary for mandatory training Availability of high quality and affordable training for services who are smaller, have fewer resources or are geographically dispersed. (Surete, OPP, RCMP) or are extremely large (Toronto) Continuously available once built. For new recruits or new supervisors. Longevity. Q3 How can e-learning be utilized to address mandatory training (internal and external) requirements?

-bridging a gap in performance -applicable to skill-set -objectives -feedback and behaviour change -engaging and interactive -success is difficult to define and measure Role of technology -flexibility -accessibility -standardization -education, tracking -bridging a gap in performance -applicable to skill-set -objectives -feedback and behaviour change -engaging and interactive -success is difficult to define and measure Role of technology -flexibility -accessibility -standardization -education, tracking Q4 From a training perspective, what are the elements of success? What role can technology play?

1. Increased variety and access that would not be otherwise accessible 2. Give members control over their career -increased personal growth, self-development with help 3. Demonstrate personal initiative. Can measure initiative. Could be used or linked in promotion process. Encourage others to partake. 4. Less time leads to more courses and increased knowledge base of organization. Increase life-work balance. Comments: Balance between courses for serving officer and civilians 1. Increased variety and access that would not be otherwise accessible 2. Give members control over their career -increased personal growth, self-development with help 3. Demonstrate personal initiative. Can measure initiative. Could be used or linked in promotion process. Encourage others to partake. 4. Less time leads to more courses and increased knowledge base of organization. Increase life-work balance. Comments: Balance between courses for serving officer and civilians Q5 How can e-learning play a role in self directed professional development?

How do evaluations support your training efforts? Is evaluation important to your organization? How do evaluations support your training efforts? Is evaluation important to your organization? Short term: -pre-test, post-test -immediate response to delivery technique -instructor effectiveness (PowerPoint, binder, resource materials) -interactivity, meeting the needs of different ways to learn -Feedback on teaching methods, utilisation of different teaching methods Long term: -Supervisor feedback. Witness behaviour change. -knowledge transfer prove Positive evaluation will drive future training needs. Having the money, the buy-in. Must place value on evaluation itself. If not listening, then there is not value. Acting on the recommendations. To change program, listen to your people. Comments from PSC: Is there a change in skill and knowledge level of the frontline? It is important to assess how good the training is, the material, the media. PSC must show that the money is delivering a return on investment. The Sector needs a mechanism to improve skill, knowledge, performance. Evaluation is challenging -can be difficult to measure the change. Q6

Q7 What are the challenges associated with implementing e-learning within your organization? 1. Buy-in - Executive -members -training staff 2. Resources -start up -incorporating information in budget -staff to administer and operate (determine who, which courses, when, etc) -compensation-IT 3. Access -required hardware -time 4. Relevance of content -fit of off the shelf course -lack of curriculum design expertise in the organization Discussion: Challenge when the course is not up to snuff (word of month) Challenge with maintenance. Keeping things up to date. Challenge with maintenance. Keeping things up to date.

Q8 What can CPKN do to enhance / expand the e-learning experience within your organization? - i.e.; Are there complementary CPKN services that would be attractive? 1. Training community bulleting board. Postings. Individual contact within Agency. -Chat rooms -Q&A -update on what certain police forces are doing 2. Mass to users about CPKN. -Update monthly (but concerns around IT blockers) minutes just-in-time training presentations. Training briefings. 4. Toolbox -business cases -utilities -information

No congruence. Gap in understanding -what can it do -what are its limitations -medium link to learning styles Gap in integration - gap in integration with the technology IT people Gap in strategy - there should be a 10 year plan. Gap in level of delivery -it can be more interactive, discuss forums, i-phone apps, etc Comments: Why are there not technology people present? Q9 To what extend are training staff and decision-makers on the same page with respect to e-learning? Is there congruence? Are there gaps?

1. Policing Standards Have a core training continuum – that is mandatory Within X years, complete X amount of courses. 4 courses within first 4 year. -interview-search -general police science -collision level 2 2. Explain it and Sell it. Communication -Demonstrate it to the rank and file -Showing value, point out that support continues - Make link to promotions or transfers, posting bulletin or 3. Having your own portal -delegate responsibility to supervisors to monitor their own people -include your agency logo 4. Demonstrate cost-effectiveness -ROI -May use funds saved in training for; further training, to purchase new equipment. Etc - Show that education is important Q10 What can you do to enhance e-learning within your organization?