Facilitators hints and tips that provide ideas for how to deliver the module Key learning points that highlight important messages from the module Suggestions for when handouts and activities should be used Links to regulations and codes of practice or statutory guidance References Activity: follow up and learning needs analysis and action plan this sets out – what authorised officers need to do at the end of the module, including repeating the learning needs analysis and creating an action plan; this should be redone at least annually and reviewed at appraisal Activities other activities that support learning and development – other handouts which provide information to support learning and Handouts – development. How to use the materials Training transfer Training is only successful when it is transferred into practice and has an impact on experience and outcomes. people’s There are four main factors involved in changing practice through training (Research in Practice, 2012, ): The design and delivery of the programme – how well learning is delivered and how this addresses the need to transfer this learning into practice. Individual characteristics how relevant – learning is for people and their motivation to transfer this learning into practice. Workplace factors how managers and peers – support transfer of learning into practice, and what opportunities there are to use this. Subject climate how far the organisational culture, structures and attitudes – encourage transfer of learning into practice These factors are enabled in this module in the following ways: Design and delivery the materials include preparation and follow-up; there – are a range of activities to support practice. Individual characteristics participants complete a learning needs analysis to – identify their individual needs before and after the module, and they complete an action plan to enable use of learning.
Facilitators hints and tips that provide ideas for how to deliver the module Key learning points that highlight important messages from the module Suggestions for when handouts and activities should be used Links to regulations and codes of practice or statutory guidance References Activity: follow up and learning needs analysis and action plan – this sets out what authorised officers need to do at the end of the module, including repeating the learning needs analysis and creating an action plan; this should be redone at least annually and reviewed at appraisal Activities – other activities that support learning and development Handouts – other handouts which provide information to support learning and development. How to use the materials Training transfer Training is only successful when it is transferred into practice and has an impact on people’s experience and outcomes. There are four main factors involved in changing practice through training (Research in Practice, 2012, ): The design and delivery of the programme – how well learning is delivered and how this addresses the need to transfer this learning into practice. Individual characteristics – how relevant learning is for people and their motivation to transfer this learning into practice. Workplace factors – how managers and peers support transfer of learning into practice, and what opportunities there are to use this. Subject climate – how far the organisational culture, structures and attitudes encourage transfer of learning into practice These factors are enabled in this module in the following ways: Design and delivery – the materials include preparation and follow-up; there are a range of activities to support practice. Individual characteristics – participants complete a learning needs analysis to identify their individual needs before and after the module, and they complete an action plan to enable use of learning.
Adult_Protection_and_Support_Orders_Training_Guide.docx