1. Managing staff development Chris Schiller Thursday 31 July 2014

2. The purpose of training is to:  Reinforce standards  Act as a reward for good performance  Act as an incentive to keep people  Raise awareness  Close gaps in performance when knowledge and skills are the issues  Prepare people for the future

3. By the end of the session: You will have built on what you know and can do already and be better able to:  Decide whether a performance issues is a result of capability or conduct  Conduct a simple staff development learning needs analysis exercise  Craft learning objectives for individuals and teams  Track individual and team development intervention  Assess and evaluate the impact of a learning intervention  Implement an action plan back at work

4. Managing staff development  Assessing & evaluating  Addressing the learning need  Performance & gap analysis  Induction to the topic  Start up  Final tasks

6. FLIPCHART 6

7. Specific Measurable  Quantity  -Quality  Time  Cost Achievable Agreed Relevant Time bound

8. Development goals Terminal Do what? Behaviour ConditionsWith, what, whose or when Standards How well In accordance with…

9. Formal Education Training Job rotation Podcast Monitoring Webinar Reading Counselling E-learningShadowing Action learning Coaching Web research

10. Learning need Target gp/ind Delivery mechanism Success criteria/ outcome Budget/ resources Priority

12. Assessing and evaluating ? What did you learn ? What are you going to do differently ? Any confirmation around what you are already doing correctly

13. Next steps and close