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Keeping current with training requirements
It has been two years since the training requirements
related to Community Residential Services Businesses (RCW 74.39A) went into effect. These requirements include Supported
Living, Group Homes and Group Training Homes.
Effective July 1, 2017, WAC 388-829 was updated and includes all
developmental disabilities contracted settings to include Children’s Licensed
Staff Residential, Alternative Living, and Companion Homes under the definition
of “Community Residential Service Businesses.”
Upcoming training opportunities
Free Training
Person-centered Thinking
Workshop by Aging and Long Term Support Administration and Developmental Disabilities Administration
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March 9, 2018, 8:30am-4:30pm
- Location: 4450 10th Ave Lacey, WA 98503
- Class Size: 25 Participants
- Presenters: Ravenna Fuerst (DDA) and Lynn Van Horn (SE-ALTC)
- Workshop Description: Provides practical person-centered thinking tools to help people have more choice, direction and control in life.
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Register here or call Susan Shephard at (360) 725-2418.
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Continuing Education credit available - contact Sarah Blanchette as soon as possible.
Train-the-trainer Calendar
Courses are available
in different regions each month. Every other month the Residential 40-hour
CORE and Train-the-trainer Continuing Education (CE) series will interchange.
Residential 40 hour CORE training - Everett
- Monday - Friday, March 26 - 30, 2018
- Location: Holiday Inn Express & Suites, 131 128th St SW, Everett 98204
- Presenter: Karli Broglio
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Register here by 3/21/2018. (10 participants must register or the course may be canceled)
Technical Support Monthly Webinars
We completed five webinars and received positive provider feedback. The webinars offer:
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Answers to frequently asked questions
- Updates on new training requirements
- Training tips to help you be a better
trainer
- Opportunity for live interaction with providers
The next webinar is March 22, 2018, 1 - 3
p.m. Register here.
Curriculum Updates
Updated 40-hour CORE video clips
Based
on recent feedback, DDA is undertaking a
new project! We are organizing a workgroup to update the
training videos included in our Residential 40-hour CORE curriculum. We
will work together to reflect our Guiding Values
and a person-centered approach.
Online Training Update
Our Functional Assessment/Positive Behavior Support Plan online training has been
updated to correct glitches and update curriculum. The codes and Continuing Education hours
remain the same.
For all online Continuing Education trainings, staff must request a general certificate
from approved trainer, who will sign the Continuing Education certificate. Online trainings:
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Gathering data for Functional Assessments (Module 2a-b: 2 hours, CO1729977)
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Creating a Functional Assessment (Module 3: 4 hours, CO1729978)
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Creating a Positive Behavior Support Plan (Module 4: 4 hours, CE1729980)
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Reviewing
& Adapting Functional Assessments & Positive Behavior Support Plans
(Module 5: .5 hours, CO1729981
Question:
What is the agency trainer's role in overseeing online Continuing Education (CE) training for agency staff? What is the process for issuing CE certificates for online training?
Answer: So,
how do training programs balance the efficiency of online trainings vs. the
effectiveness of experiential learning that adults received during in-person
trainings? A good balance for training programs is to use a hybrid
approach. This hybrid approach can be a 50/50 online and classroom
learning experience, or it can include a process for ensuring an element of
learning is happening in-person as well as virtually. We have adopted a
hybrid process into our DDA online learning model. When staff complete
an Online CE your approved CE trainers will be the ones to issue their CE
certificates. DDA offers and extra 0.5 CEs for this hybrid process for
all online classes
Example—Wellness
Through the Ages = 1.5 CEs
WITH
the learning Accountability Conversation = 2.0 CEs
In
order to issue this certificate your trainers will need to have a brief Learning
Accountability Conversation with the trainee, a few questions a trainer
can ask to verify learning are:
- What did you learn?
- What will you do differently or try after taking this training?
- What was challenging or surprising to learn after this training?
- Would you recommend this training to your peers? Why or Why not?
These
questions will elicit an interactive learning experience and will be an
informal way to verify learning. If these questions do not yield
adequate responses or a trainer has concerns about the trainees knowledge
retention, the trainer is free to request the individual take the training
again and/or write down their answers to the above questions before a
certificate will be issued. This enables your internal training
programs to manage employee training accountability.
Question:
My program is mentoring new trainers; any tips?
Answer: Recruiting, training and retaining trainers is a boost for staff retention in any organization. Train-the-trainer courses and mentoring models are different than general/traditional staff training. Here are some useful tips when mentoring and training new trainers:
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Focus on
the 'why' vs. the 'how.'
General trainings focus on teaching people how to do their jobs.
Trainers know how or can quickly absorb
how a direct support professional does their job. It is more
important to help the trainer understand why the training or knowledge
is important and how individual trainings link to the overall mission of
your organization.
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Focus on process. Experienced trainers are adept at creating their own processes for setting up, engaging, maintaining and closing trainings. New trainers need to develop this skill. Help them find their way by sharing your training process. Why did you set up the room the way you
did? Why did you ask that discussion question? What tools do
you use when training? How do you handle challenging
trainees? How do you manage your time? The better we are at
unlocking “our process” as experienced trainers the
better we will be able to share strategies and prepare new trainers.
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Use Visual Mapping. One
of the hardest and most anxious parts of becoming a trainer is absorbing
new curriculum. New trainers are trying to both absorb training
materials at the same time as learning training techniques. Help
break denser curriculum into smaller pieces. Most curriculum can
break down into categories. For example, 40-hour CORE
curriculum has three main categories: Chapter 1-4: All about the Direct Support Professionals
and DDA, Chapter 5-8: Essential Skills/Knowledge, and Chapter
9-14: How to Do the Job. If you can help new trainers
understand the arch and flow of curriculum it will help them learn to
develop their own style of training.
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Identifying
Style versus Essential Skills - There are four Essential Skills areas every
trainer must master: Preparation, Engagement, Training, and Closure. Experienced trainers have different styles to
prepare a class. Expose trainers to many
different styles while letting them know they will need to prepare
for any training they do. Encourage the new trainer to try different styles and approaches to training preparation until they find a style that fits for them. Tips new trainers will need: strategies to engage participants, ways to conduct effective trainings, and
ideas for training closure activities for adult learners. The more we are open to
growing as
trainers, the better mentors
we become.
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