https://tanyaaet570.weebly.

com

Training Program Plan

Tanya Taylor

AET/570

January 21, 2019

Randy Howell, Ph.D.

 Training Program Plan
Part I – Needs or Gap Analysis

In order to have a successful organization in education or a corporate environment, there

may need to be a “Training Needs Analysis” to determine opportunities within the staff. The

objective of a “Training Needs Analysis” is to understand where the team is on a given subject(s)

that will initially help them to achieve goals that are set forth by the organization. A training

needs analysis will demonstrate a targeted area that will result in activities to help the

organization. The training program will also help to determine what content is missing. Once the

training needs is determined the organization will be able to have consistent training and measure

the effectiveness therein to ensure employees are in the know.

Our Charter School is brand new this year and with a new staff. The staff consist of nine

teachers and seven administrative staff. The overall objective of our new charter school is to

educate students of TK through 5th grade. With this objective our teachers need training in

certain areas, especially after reviewing the teacher’s files. Seven of the nine teachers that were

hired are first year teachers. As a new charter school this year with new teachers, through

looking at a staff of nine teachers and out of the nine teachers, seven of them are first time

teachers. After conducing a meeting with the teachers and sharing what the year will look like, it

was determined that our team needs training in the areas of, student information system,

assessments and intervention for students.

The needs analysis has helped discover the training plan for the teachers. By having the

entire team help identify the two areas is a form of by-in from everyone and will help key areas

that is needed to be successful. This training will empower the team to exceed in the areas of

student information system, assessments and intervention. There are several key techniques to
identify the training needs, however, the four that was used were our workforce profile,

interviews, resources and recommendations. The workforce profile allows the team to look at the

skillset and talents that each individual hold. Interviews has helped the school determine the key

findings from the workforce profile. An interview helps to go deeper and gain more

understanding of the teacher and their background and understanding in the areas that require

training. The school was able to identify the resources that are needed to ensure effective training

with the team. Last, recommendations were made based on the three areas that were listed. The

recommendations include timeframe, resources of books, technology and peer feedback.

This training program will help support a positive impact on adult learning and growth

while factoring in the effectiveness of expansion and skillset. The school will be able to

strategically grow effective and productive teachers that will set the tone of a learning and

teaching environment as the school moves forward. The teachers and staff will also feel valued

as training continues to take place and the climate of the school will be that of excellence and the

school will be able to recruit top talent.

Part II – Training Program Description

The scope of the training program is to ensure that teachers understand and have

complete knowledge of how to utilize the student information system, assessments that are

required and how to determine if a student needs intervention with in their academics. The

student information system (SIS) has many components to it. The SIS houses information of

each student, their initial enrollment packet with their pertinent information, attendance, grades

and miscellaneous information that is specific to each student. The staff will need training on

how to utilize this software especially in the areas of attendance tracking and inputting grades,

with creating progress reports and report cards. Next, the training will cover the importance of
assessments and how to facilitate assessments and what the outcome or objective is around the

assessments. Last, in the education environment it is important to have intervention programs

that helps to identify learning deficiencies for students that are not meeting expectations. The

training around this component is important to understand so that each child has a chance to

learn in the capacity that is obtainable for them.

Intended Audience

The audience that this training is for is the nine teachers. Although, two of the nine

teachers are seasoned teachers, the school is new and the applications that will be used is new to

all teachers. Not to mention this will bring about the same expectations for all teachers and they

will be empowered to help each other through peer feedback. The audience will also include the

office manager because of the communication that will be needed back and forth around

attendance tracking with teachers. It is important for all stakeholders to have clear understanding

as this will also help develop internal relationships.

Program Goals and Objectives

The program goals is to ensure that the teachers exceed in meeting the overall objectives

of being effective in the areas of the SIS, assessments and recognizing when intervention is

needed. The professional development training will be impactful to the health and climate of the

school’s accountability report card and the effectiveness of the teachers and staffs ability to grow

with continued adult learning. Because of the three different areas of training, our program will

conduct a workshop on how to communicate effectively with both internal and external

stakeholders.

Objectives
  Develop critical thinking to advance innovative initiatives related to the goals

 Social skill enhancements

 Knowledge of others work ethics

 Peer partnership

 Team collaboration on the productiveness of continued task

Part III – Budget

Having a well thought out budget will ensure the allocation is sufficient for the

professional development training that will be conducted. Not to mention when utilizing state

dollars to educate there is an accountability that comes along with how funds are divided and

used to better serve the teachers and students. When there is a budget in place organization will

be able to make sound strategic decisions while ensuring cutting cost were needed is

manageable. Next, the budget will ensure the educators are obtaining the knowledge and skillset

required to exceed in the training objectives. Here you will see that the budget is $4,500,

however, the team estimated cost is $3,225 leaving room for miscellaneous expenses should they

come up.
 Budget Items
Personnel- Cost per person
Fringe Benefits- Being able to participate in
outside activities
External Staff (hired trainer for SIS)
Technical Support (Create and update social
media Website, Facebook)
Travel (in-house training)
Facilities (school site)
Supplies (Office)
Miscellaneous (Fees)
Total Cost Estimates
Part IV – Stakeholders and Goals
Stakeholders
Educators
Cost Estimates
$ 135.00- per person (10 staff)
$350.00
$750.00
$375.00
$0
$0
$40.00 per person
$775.00
$3,225
Goals Impact on Adult
Learning
1. Student Information Survey each individual what
System (SIS); to effectively their perception is and does it
input accurate information line up with their expectation
regarding attendance, report of the training and resources
cards and any misc. student that are provided.
information specific to each 2. Continued observation and
student. feedback from both
2. Assessments; teachers will administrative team and peers
have full understanding and for effectiveness of the adult
the importance on when, how learning environment.
and who to assess during the
school year.
3. Intervention; full
understanding of how to
recognize deficiencies and
know how to access the
correct resources.
Administrators Administrators will support
and help guide for better
academic achievement
Students 1.Develop measurable goals
that are prioritized to meet the of our educators
needs of all students.
2. Develop goals with
activities that help to
demonstrate understanding
around assessments and
interventions.
3. Monitor and plan for
continued growth in student
achievement.
The Admin team will be an
effective staff that would help
shape an environment that
creates and empower
partnership for the well being
of all of its students success.
The Administration must be
able to demonstrate an
organized environment
around budget, people and
processes, while focusing on
continued professional
development for all.
Displaying a great diversity
(learners/teachers) will help
to demonstrate a great
understanding of the students
that are begin served no
matter their background. The
knowledge and experience of
our educators will factor in
the overall measurable
learning environment.
Part V – Training Promotional Materials

Slogan and logo

“Empowered 21st Century Learner and Educator”

Facts
 According to the US Department of Education study conducted in 2012, the statistics for
what a normal student looks like these days has changed quite significantly, with adult
learners making up 40% of undergraduate students. That number is expected to have
grown significantly since then, with a previous 4% increase since 2008 indicating a huge
shift in student’s ages (Sherman, John Mar 7, 2017)
 The Education for All Act supports activities to train teachers, build schools, develop
effective curricula, and enhance access to school lunch and health programs. Schools
could also serve as community and support centers that bring together parents, students,
teachers, and government officials. National Education Association (n.d)

Benefits and Promotional Material

 A structure environment that focus on continued growth
 Awareness of student achievement
 High quality teaching and learning structure for all stakeholders
 Engaged environment for educators and learners
 Effective communication and
 A motivated staff
Promotional Material

Posters in the staff break room prior to the training

One on one conversation (touchbase)

Keep the message simple

Provide snacks/ lunch

Let them know that they are valued

Part VI – Program Evaluation

 EVALUATION FORM

Workshop Evaluation

A. Training Program (Circle the number to indicate your level of agreement/disagreement with
each of the aspects of course design.)

Strongly agree Strongly disagree

1. The program content met my needs. 1 2 3 4
5

2. Length of the course was adequate 1 2 3 4 5

3. What did you like most about the course?

4. What specific things did you like least about the course?

5. If the course was repeated, what should be left out or changed?

B. Course objectives (Circle the number to indicate your level of agreement/disagreement with
the degree to which course objectives were met.)

Strongly agree Strongly disagree

1. Understanding of prevalence and diversity 1 2 3 4 5
of mental health problems among the elderly

2. Skills development in the area of and 1 2 3 4 5

group therapy

3. Increases knowledge in the area and 1 2 3 4 5

of documentation

4. Awareness of available psychological and 1 2 3 4 5

assessment tools

5. Information on expected standard and 1 2 3 4 5

for clinical contributions

6. Knowledgeable of responsibilities of and 1 2 3 4 5

Area and District Managers