1. Learning Plan Workshop

2. Learning Plan Workshop Agenda
Workshop Objectives
Roles and Responsibilities
Types of Training
Training Objectives
Train the Trainer (Netsmart Led)
End User Training (Client Trainer Led)
Adult Learning Principles
Training Requirements
Audience
Method/Suggested Outline

3. Learning Plan Workshop Agenda - Continued
Training Timeline
Schedule
Resource Requirements
Sample Training Scripts
Avatar PM Training Examples
Avatar CWS Training Examples
Evaluations
Post Implementation Training Strategy

4. Workshop Objectives

5. Workshop Objectives
Understand the Learning Plan and begin its creation.
Understand Adult Learning Principles and best practices for training.
Understand the roles and responsibilities for training.
Begin to review the training scripts and how they can be used to create solution training.
Begin to formulate a plan for end user training, including identifying resources, method of training and schedule.
Understand the training timeline.
Identify personnel for training, including solution training demo to the project team during the Go-Live Preparation event.

6. Roles & Responsibilities

7. Client Roles & Responsibilities
Learning Coordinator
Complete the Learning Plan, including the Learning/Training Timeline.
Identify and Coordinate Training Resources.
Assign and Coordinate Training Development, including Training Scripts.
Schedule Training Resources.
Secure Facilities, Location and Equipment for all Training.
Track and Communicate Progress Against the Learning Plan.
Trainers
Train end users.
Create (or co-create) training.
Provide Feedback for training refinement.
Qualities – Patient, Knowledgeable, Respected

8. Netsmart Role & Responsibilities
Netsmart Associates
Lead the Learning Workshop.
Deliver Train the Trainer training.
Provide and review the Training Script Templates.
Collaborate with the Learning Coordinator to develop a feasible timeline and Learning Plan.
Offer feedback to the trainers providing the solution training demo during the Go-Live Preparation event.
Assist in order to successfully execute the learning plan objectives.

9. Types of Training

10. Train the Trainer Solutions Training Training Objectives
Ensure all trainers are adequately prepared to deliver solutions training.
Demo to Project Team during Go-Live Preparation to confirm readiness for end user training.
Solutions Training
All users have the necessary knowledge and skills to be effective, efficient and proficient users of the solutions used in daily work activities.

11. What: When: Who: Train the Trainer
Training delivered to client to review solution training and training objectives
When:
Final Review & Validation
Who:
Netsmart: Provides training
Client: Learning Coordinator and client trainers who will be providing solutions training (end user training)

12. Solutions Training (End User Training)
What:
Training delivered to staff members in preparation for Go-Live
When:
Between the completion of Go-Live Preparation and prior to Go-Live
Who:
Netsmart: Support Role
Client: Client trainers to demo training during Go-Live Preparation and deliver solutions training to end users

13. Adult Learning Principles

14. Adult Learning Principles
Malcolm Knowles – Theory of Adult Learning (Andragogy)
Emphasizes that adults are self-directed and expect to take responsibility for decisions.
Adults need to know why they need to learn something.
Adults need to learn experientially.
Adults approach learning as problem-solving.
Adults learn best when the topic is of immediate value.

15. Adult Learning Principles
Software Training Example by Knowles
Need to explain why specific things are being taught (e.g., certain commands, functions, operations, etc.)
Instruction should be task-oriented instead of memorization - learning activities should be in the context of common tasks to be performed.
Instruction should take into account the wide range of different backgrounds of learners; learning materials and activities should allow for different levels/types of previous experience with computers.
Since adults are self-directed, instruction should allow learners to discover things for themselves, providing guidance and help when mistakes are made.
References
Knowles, M. (1975). Self-Directed Learning. Chicago: Follet.
Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston: Gulf Publishing.
Knowles, M. (1984). Andragogy in Action. San Francisco: Jossey-Bass.

16. Adult Learning Principles
I hear and I forget.
I see and I remember.
I do and I understand.
~Confucius c.450 BC

17. Adult Learning Principles
Types of Learning Styles
Auditory
Learn through listening (lectures, discussions)
Written information has little meaning
Visual
Learning through seeing (demonstrations, diagrams, handouts)
Instructor’s body language/facial expressions help in learning process
Tactile or Kinesthetic
Learn by doing, touching (hands-on activities)
Want to explore
Combination
Good instruction should combine auditory, visual and tactile
Retention increases when learning involves more senses and activities
Reference
FEMA/CERT (Community Emergency Response Team) Basic Train-the-Trainer Training

18. Training Requirements

19. Training Audience Training Category Breakdown
Ensures all staff is adequately trained for their role in the organization.
Ensures correct personnel are chosen to train those end users.
Table provided in Learning Plan to list the Training Category, End User Roles in that category and any Comments.
Training Category
End User Roles
Comments
Ex: Clinical Staff
Ex: Nursing, SW, Psychiatrists
CWS, Order Entry

20. Training Method/Suggested Outline
Traditional Face-to-Face Training in Classroom Setting
Minimizes distractions
Allows for more users to be training at one time
Users can learn from each other’s questions
Suggested Outline
Introduction
Learning Objectives
Solutions Training demo
Hands-on Exercises
Assessment for Learning Confirmation
Exceptions/Misc. Items in Solution Workflow
Hands-on Exercises if applicable
Question/Answer Session
Summary
Training Evaluation

21. Training Timeline

22. Update Policies & Procedures
Santa Cruz County Proposed Project Timeline
4 wks
12 wks
6 wks
16 wks
Nov 20
2014
Dec 18
2014
March 11
2015
July
Sept 28
2015
Oct 26
2015
Nov 23
2015
Jan 1
2015
May 1
2016
Project Management Office Oversight
Data Collection
Design
Build
End-User Training
Unit Test
System Test
Int. Testing
Identify Improvement and Optimization Opportunities
Test Script Dev 10 Wks
Train 6 Wks
Syst Test 6 Wks
DC1 4 Wks
Client
Train Mat. Dev 10 Wks
INT 2 Wk
DC2 8 Wks
Client Site
Netsmart
Legend
Quality Control
Client Owned
Netsmart Owned
DC3 16 Wks
Rev 1 Wk
Bld/Test1 4 Wks
Netsmart
Bld/Test2 4 Wks
Bld/Test3 4 Wk
Update Policies & Procedures

23. Training Timeline Considerations
A detailed timeline needs to be developed to ensure all steps in the Learning Plan are met. Items include:
Train the Trainer
Training Script Development
Demo to Project Team
Finalization of Training Materials
Training schedule timeline
Other Resource Items to Consider
Number of People to Train, including Multiple Shifts (If Applicable)
Number of Training Scripts Needed
Facilities and/or Equipment Constraints
Trainer Availability
Staff Availability

24. Training Timeline Considerations
Utilize the Training Activity Table in the Learning Plan map out deliverables and completion dates
Training Activity
Completion Date
Learning Workshop
MM/DD/YYYY
 Train the Trainer
 Training Script Development
 Demo to Project Team (Go-Live Preparation)
 MM/DD/YYYY
 Finalization of Training Materials
 End User Training
 Other Activities

25. Sample Training Scripts

26. Sample Training Scripts
Library of Sample Training Scripts Available
Use to piece together workflow for your site
Steps are in place but may need modified based on specific workflow needs
Placeholders in place for screenshots
Can be used for training as well as job aids or other training materials deemed necessary

27. Other Training Considerations
Evaluations
Critical to Ensure Training is Effective
Types of Evaluations:
Assessments during training
Surveys after training
Observations post go-live
Post Implementation Training Strategy
Need strategy for future hires
New Workflow Implementations, Software Changes
Analysis of evaluations may find potential need for supplemental training or job aids