Developing Training Plans
2010 NASCSP WAP
Orientation Training
Bob Scott
Director of WAP Services
NASCSP
What is Training?
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A comprehensive human development
program with the objectives of changing
behavior and enhancing performance so
they match the mission of the
organization.
Trainer Core Competencies
TRAINER (PAGE 16 OF CORE COMPETENCIES
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DOCUMENT)
Prerequisites:
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Trainers should possess Safe Work Practices, Auditor, and Inspector competencies;
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Trainers should be knowledgeable of Installer competencies;
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Completion of adult education training program; and
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Certification in subject areas of presented training.
Possess a working knowledge of:
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Principles of building science;
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Principles of adult education;
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Benefits of cross-training;
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Building codes, especially energy and health/safety-related codes;
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Allowable activities at the location of training (e.g., knob-and-tube wiring requirements); and
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Available resources to aid students in future understanding and application.
Demonstrate the ability to:
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Develop curriculum based on student needs;
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Tailor each class to the experience and needs of the students;
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Motivate students through inspirational presentations;
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Provide hands-on training;
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Use technology to enhance the learning experience, especially as related to adult education
principles; and
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Direct students to other resources to get answers beyond the capacity of the trainer to provide.
DOE Grant Guidance
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How Grantee assesses training needs
What training will Grantee provide and is
attendance mandatory?
Are any certifications or training required
prior to hire or by date certain?
How production and energy savings are
used in development of T&TA activities
DOE Grant Guidance
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T&TA funding –
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What % for monitoring
Apportionment of funds
Other sources of funds for this purpose
Assessment of T&TA activities to determine
whether funds are being spent effectively
Developing a Training Plan
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Identifying training needs
Who needs to be trained?
Who will be doing the training?
Where will the training be?
What are the best training methods for
your target participants?
Buy-in at all levels is critical
Identifying Training Needs
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Review monitoring reports to see major
trends or individual agency deficiencies
What new technologies or issues is your
WAP facing?
What already implemented technologies
need to be reinforced?
What DOE or State policy changes need to
be implemented?
Who Needs to be Trained?
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Arguably all levels of WAP need constant
and consistent training but…
How to you decide what to prioritize and
where to focus?
Often depends on particular identified need
Who Needs to be Trained?
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Field workers need consistent training and
refreshers
Often new technology needs 2-3 training
events to thoroughly grasped, be
reinforced, and be correctly implemented
The higher the level of responsibility, the
more training needed
Who Needs to be Trained?
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With so much focus on technology, often
there is not enough management and
supervisory training
The local WAP Coordinator/Director is the
one most important person to have
knowledge in all program aspects
Generally, good WAP Coordinators have had
good programs, lousy ones have had lousy
programs
Who Will be Doing the
Training?
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State Training Staff when feasible
National or regional trainers
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Another perspective
Sometimes same state training can become stale
Can benefit participants by seeing how other states do
things, or reinforce how you do it
Enables locals to see we’re all in it together
Other state or local specialists
A lot of movement towards community colleges,
trade schools, WIB’s, and other organizations
Where Will the Training Be?
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Classrooms
Training Centers
Conferences/Meetings
Weatherization job sites
What are the Best Training
Methods for your Participants?
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We have seen that WAP Personnel are:
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Highly practical learners – content must make
sense to what they do
Do not want to be talked down to
Tend to like informal settings
Need to be mentally and/or physically involved
Often feel threatened by tests
Have different kinds of smarts and learning styles
What are the Best Training
Methods for your Participants?
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Instructional Strategies
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Lecture
Guided discussion
Demonstration and practice
Role play (including crew competitions)
Individualized/mentoring
What are the Best Training
Methods for your Participants?
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Use multiple training strategies when
possible – best way to reach everyone
Example – dense pack sidewall insulation
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Begin with lecture on stopping air movement in wall
cavities and increased R-value, how to achieve dense
pack (include guided discussion)
Demonstrate technique on wall prop or at job site
Have small groups practice setup and tubing technique
Give individualized attention during practice
Consider crew competition for follow-up
What are the Best Training
Methods for your Participants?
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WAP personnel usually respond best to
hands-on training
This seems true even with
administrative/management training
It often works better to bring training to
crews than to bring crews to training
Buy-in at All Levels is Critical
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A successful training program needs
commitment from:
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The
The
The
The
The
State
Trainer(s)
Monitor(s)
Local Agency
Trainees
State Responsibilities
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Support a comprehensive and sustaining
plan
Provide funds to make it successful
Make sure there are clear and up-to-date
standards
Develop Field Guide
Adopt core competencies for various job
descriptions
Include stakeholders from all levels
Trainer Responsibilities
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Become an expert and continue personal
educational process
Develop and improve curriculums
Develop and improve props
Develop a system to measure the effectiveness
of the training
Be responsive to needs of participants
Assist agencies in developing reinforcement of
training and best practices
Monitor Responsibilities
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Understand that monitors are an important part
of the training program
Observe field personnel at job site or at
inspection sites
Provide in-field T&TA and mentoring during visit
Note deficiencies for use in training needs
assessment
Cite training needs as recommendations in
monitoring reports
Agency Responsibilities
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Give training the importance it needs rather than
treating as an inconvenience
Base wages on training and experience
Develop training plans for each employee
Follow up on training
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WAP Coordinator should discuss immediately and
then 3-6 weeks later
Have in-house reinforcement and mentoring
Trainee Responsibilities
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Be receptive to training
Determine how you can advance through
training
Fully participate in event
Understand that training is an interactive process
Ask questions if you do not understand
Behave when away from home – it’s hard to
learn with a hangover
Buy In At All Levels
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Will help validate your training program
Will make your training program more
sustainable
Will make your training program easier to
implement and maintain
How Do You Get
Buy In At All Levels
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Consider network wide training committee and
have regular meetings
Develop quality evaluations of training and then
carefully consider recommendations
Consider certifications or merit based rewards
Have multiple levels of classifications so
workers have possible career ladder
Formalize training program so all are aware of
a tangible product
Comprehensive Training Plan
Considerations
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Sustaining and consistent, yet
Constantly evolving
Involve stakeholders from all levels of the
program with regular meetings
Identified training curriculums, task analyses,
learning objectives, testing and evaluation
Thorough training records and documentation
Certifications
Documentation
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In the past, this area has probably lacked
Recommend state have a policy for
documentation of training records
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For courses - Curriculum, lesson plans, date and
venue, evaluation tools, participants list and test
results
For trainees – participation records, test results,
advancement through course of study, any
certifications
WAP Certifications
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More states are considering developing
certification program
Certifications key issue in DOE ARRA T&TA
Plan
Wx+ goal of consistent delivery of quality
services
Challenges of Maintaining
Consistent Delivery of Services
Personnel Issues
 Labor force wages have not increased as
much as technology and diagnostics
 Relatively high turnover rate
 Perception of “entry level” positions
 Underpaid and unappreciated workers can
lose motivation
Challenges of Maintaining
Consistent Delivery of Services
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Changing technologies and standards
Pressures of production sometimes
compromise quality of services
Sporadic enforcement of standards
What is Driving Certifications?
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Raise the level of competency throughout
the statewide program
Provide recognition for WAP personnel who
do consistent quality work
DOE initiative for WAP to be gateway to
emerging Green Retrofit Market
What is Driving Certifications?
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Develop a systematic training program
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Bring more consistency in statewide training
Provide a way to measure success in training
Set standards for knowledge and skills of
various job classifications
Give accountability to agency sending staff
for training
Benefits of Certifications
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Ensure bar for excellence is established and
maintained
Enhance professionalism of statewide
network
Add stability to work force
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Increased wages
Increased respect
Increased professionalism
Training Resources
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National Weatherization Training and Technical Assistance Plan
http://apps1.eere.energy.gov/weatherization/pdfs/wap_tta_plan.pdf
WAPTAC website www.waptac.org
Weatherization Core Competencies (on WAPTAC)
WAP Standardized Curricula (on WAPTAC)
Saturn Resource Management http://srmi.biz/
Building Performance Institute (BPI) http://www.bpi.org/
R.J. Karg Associates http://www.karg.com
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And many more
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