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Running head: TRAINING PROGRAM PLAN

Hands-On Education
Training Program Plan
Sharon T.
Nettles
AET/570
Dr. Dlabach

TRAINING PROGRAM PLAN


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Training Program Description


Training and education have grown tremendously. To keep education
a priority, South Carolina Education Department constantly review and
revise education plans. Faculty and staff training have grown from
traditional locations to virtual settings. Having online training allow
educators to arrange their hectic schedules and provide ways to increase
communications with other district officials. Virtual and traditional training
is an efficient resource for delivering education components. Educators can
learn from other experienced teachers on how to coach and build
interaction. The education department is consistently trying to think of new
innovative ways to improve education with students by offering workshops
for administrators, teachers, and parents.

Audience
The virtual program will focus on coaching administrators, teachers,
and parents on how to keep learners engaged. Virtual educational tools can
help individuals gain understanding. This program is for all education
affiliates who want to expand their resources. The training will include
support from education consultants, school district leaders, and teachers.

Program Introduction
Educators will have a chance to better understand how to share education
resources and increase lines of communication. The mission of the training
program is to equip educators with additional knowledge to improve
instructional weak areas. Educators will have the opportunity to review

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their overall class structures. Self-evaluation and constructive criticism can


create both interactive and informative responses.

This virtual program can have an overall positive impact on all educators
because it uses cooperative learning and engaging activities to boost
cognitive thinking. Educators will be able to enhance their facilitating skills
by learning how to focus on stimulating learning for their students.

The following instructional strategies will be incorporated in the virtual


training program:

Active Involvement: Rather than traditional lectures, the workshop

will be discussed in learning chatrooms. Educators will be able to


review other teachers learning environments and discussed ways to
improve their teaching environment.
Feedback: Sharing thoughts will be a tremendous part of this virtual

program. Educators will be able to give each teacher feedback.


Feedback will include positive recognition and constructive criticism.
Lesson Demonstrations: Teachers will be given the opportunity to
develop virtual resources to show the members of the education
workshop.

Program Goals
Educators will be able to improve teachings skills and be able to
develop engaging virtual lesson plans.
Teachers will be able to demonstrate their teaching experiences.
Educators will be able to navigate innovative virtual resources for
their classrooms.

Training Objectives
Educationalists will communicate different virtual teaching
strategies to increase learning efficiency.

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Lesson reflection will be a big part of developing understanding of


ways to increase student participation.
Provide four trainings a year for administrators, educators, and
parents.

Gap Analysis
In my current work setting, we have a need for more virtual programs
for parents. Some parents are unaware to virtual learning tools that may be
helpful during coursework. Often, teachers expect that parents will guide
their children through challenging problems or questions but not provide
answers (Currie-Rubin, R., & Smith, S. J., 2014). Virtual training programs
are needed to describe how programs can benefit their childs success. We
currently provide Parent University each year for parents. Parents will have
the opportunity to take educational courses. Parent University provides
ways to help parents increase knowledge on critical education components.
Each year the Parent University committee determine what classes are
needed. There are many factors to consider when developing a class
schedule. The following are techniques used to close the educational gaps
with parents:

Conduct Questionnaires/Surveys: Assessments allows parents to


examine what they educational needs they have and what skill they
are lacking when it comes to helping their child. Surveys help
determine what educational resources we can used to help each
parent.

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Group Sessions: It is critical to have trained professionals to


discussed ways to help individuals get to the next level. For example,
we have school committees that organize events that help meet the
needs of students and parents. When planning big events like Parent
University, we have to ensure all the parenting classes are beneficial.
Educators examine policies, surveys, and the overall achievement gap.

Document and Artifacts Review: Documentation is a critical


component in the education world. When planning educational
training, we have to ensure we have the resources needed. The
objective of the training program is to ensure adult learners are
increasing knowledge. Feedback is also a great tool to assess overall
training. Recording previous trainings can help modify changes if
needed.

Budget
With any training setting, it is vital to have guidelines regarding the
enactment of budget and funding. For example, my school works in a Title
One Program. Funds are granted for additional resources for educational
programs. Educating parents on resources has become a critical need in the
education system. Title one funds allows administrators to hire parent
educators to reach out to the parents, and help bridge educational gaps.

Training Budget Chart


Expense

Description

Estimated Cost

Personal

Virtual Learning
Team: Instructional
designers adjunct
facilitators
No cost allotted
because its a virtual
education option.
Education
consultants can offer
additional
instructional

$1,100 per session


4 sessions during
school term ($4,400)

Fridge Benefits

External Staf

$0

$1,000 per person


(5,000)

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assistance.
Materials

Technical Support

Equipment

Travel

Facilities

Supplies

Miscellaneous

Virtual study guides,


library, &
educational
programs
Provided for online
assistance such as
troubleshooting
during online
session
CP Equipment is
already in place at
the school.
Administrators,
teachers, and
parents can also log
on to the session at
home.
Mileage for
educational
consultants
No extra cost for
location. Trainings
can be held at
school, library, or
home.
Education
consultants:
Binders, work
booklets,
Educational disks
Unforeseen
expenses

Total

$6,500 a year

$500 per session


($2,000)

$0

$800 per year

$0

$2,500

$2,000
$15,900

Budget Source Income


Grants

Title One Funds

$10,000/year

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Government
Donations/Fundraise
rs

Miscellaneous

Approve technology
grant for school
Schools will have
fundraisers to
contribute to
educational tools for
school. {Computers,
virtual programs,
software, etc.
General contributions
from school officials

$5,500
$2,500

$1,500

Staff Plan
Teachers, education specialist, district officials, and parents play a
tremendous role in creating education and training programs. They ensure
they generate learning goals that meet the need of each learner. In a public
school settings, it is critical to establish and carry out effective learning
practices to help bring understanding to all educators, students, and
parents.

In my training program, it is essential to generate a specific plan.


School district calendars will demonstrate key training for educators,
students, and parents. In preparing for district training program, the
learning development roles will be identified as the following:

Training Organizers Role (3 Members)

Generate ideas

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Conduct education assessments


Develop goals
Plan learning activities
Monitor training budget and educational plan

Instructors Role (4 Educators)

Facilitate varies instructional topics


Carry out education activities.

Education Coaches Role (3 Coaches)

Design program assessment


Evaluate collected data
Make future recommendations and develop strategies

Training Coordinators Role (2 Coordinators)

Manage logistic decisions


Register participants
Resolve schedule conflict or training concerns

Virtual Support Coachs Role (2 Support Coaches)

Train individuals on virtual resources


Provide virtual programs to boost learning
Provide technical support during training.

Parents Role (All parents are welcome to partake in virtual and


traditional workshops)

Provide feedback on education resources

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Each participation will be able to evaluate the overall effectiveness of


traditional and virtual training programs. The education experts will
develop strategies to help boost learning goals. South Carolina School
District objective is to implement dynamic instruction movements. The roles
in this educational movement will be able to provide extensive ways to help
learners go to the next level. The educational specialist will be able to help
teachers build on their instructional skills, and parents will be able to get
insight on learning tools they can use to help their child at home. To be
able to provide an effective teaching and training, a school should
collaborate with the family which shapes the general outlook of the student
(rey, M., & imer, A., 2013). The education teams ultimate goal is to
provide ways help individuals enhance learning abilities.

Administrators will be able to examine their instructional program by


understanding students achievement levels, measure teachers training
effectiveness, parent participation, and other cross-sectional data. External
roles include education liaisons who want to bridge learning gaps. Their
role will consist of sharing knowledge and providing alternative resources
to help smooth the learning process.

Stakeholders & Goals


Stakeholders

Goals

Build Support Methods

District Administrators

Increase students test


scores by providing
workshops for
teachers, education

Align training with


students week areas,
and ensure all
educators are

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coaches, and parents.

demonstrating
productive
instructional guide.

Teachers

Create instructional
models that will help
students achieve
academic goals.

Provide educational
resources and support
to assist with
instructional model.

Parents

Support the academic


process.

Actively partake in
workshops that will be
beneficial to their
childs academic goals.

Training Coordinators

Ensure workshop
details are accurate
and provide
enlightening
experience.

Request feedback to
examine weak areas.
(Improve on future
trainings.)

Education Coaches

Ensure teachers and


Provide essential
parents are reaping the resources to foster
education trainings.
academic process.

Communication Plan
Ensuring the audience is being attentive will be a critical component
in this training. With the variety of methods proposed and teaching courses
on communication that are available, it is important to evaluate these in a
comprehensive manner in order to inform evidence-based teaching and
practice (Tiernan, E., 2003). The mission of this training program will help
bridge educational gaps in learning settings.
This training program will build education skills by providing groundbreaking resources for administrators, teachers, and parents.

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This training plan contains activities that will unite together as part of a
cohesive communications proposal. The benefits of this communication
training consist of:
Improving understanding with concerns and provide means to share
education methods.
Raising general awareness to different instructional approaches.
Increasing collaboration concerning educational components.

Communication Outreach Plan


The following are communication tools to help bring education awareness:
Newsletter: Quarterly bulletin will be used to spread updated
educational resources, share instructional experiences, and announce
updated trainings.
Media Broadcast: Social media will play a tremendous part in the
training. Coaches will be able to update media status to share vital
education information. Administrators, teachers, and parents will
have the opportunity to follow school system on social media.
Communication Materials: A series of informative tools will be used to
bring awareness of different education outlets.
Feedback Forum: Trainees will have the opportunity to rate the
effectiveness of the training. Feedback will allow coaches to get a
clearer view on what modification may be needed for upcoming
meetings.

Communication Strategies
Keep

communication simple and precise


Use concise style of general education publications
Clarify any misunderstanding
Welcome constructive criticism.

Keep Communication Appropriate


Interact face-to-face with trainees/or ensure virtual communication is
interactive
Provide instructional communication methods
Utilize appropriate media practices.
Communicate Often as Possible
Ensure participants have access to information.
Coaches should be proactive in communicating concerns
Expand communications by utilizing social media websites.

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Communicate with Educational Groups


Provide regular listening sessions for groups.
Ensure questions or concerns have been addressed.
Maintain training suggestion box/text.
Communication Assessment
The following measurements will be used in this training to measure
communication effectiveness:
Focus Groups: The training will conduct qualitative information as
needed.
Performance Surveys: Coaches will review individuals feedback and
collect assessable data.
Media Feedback: The training will used to demonstrate how
individuals utilize training update via social media.
(Trainings assessments will be reviewed once a year, and modified as
needed.)

Communication Learning Resource Chart

Communication
Strategies/Resources
Teamwork
Problem Solving Skills

Planning & Organizing


Self-Management

Technology

Explanation
Share instructional experiences and
share and support education goals.
Participants will develop innovative
practical solutions for resolving
conflict, and develop appropriate
methods to transferring
information.
Collect analysis of education
settings and partake in ways to
increase communication skills.
Coaches and district leaders can
handle sensitive subjects
concerning cultures, family matters,
and individual differences.
Technology will be used to help
communicate with team members
and tech support will rectify
common equipment errors to keep
communication afloat.

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Marketing & Promotional Overview


Logo and Slogan
Hands On Education Training

We believe in transforming lives


through education, and empowering
individuals to achieve their
potential and dreams.
Promotional Channels

The training will be promoted


through district-wide face-to-face
training, campus internet classes,
and through social media flyers
promoted by instructional coaches.

Materials

The training materials will consist


of instructional web based
resources, flyers, & surveys,

Instructional Practices

Benefits of the Training Program

Education will begin with face-toface interaction followed up by


online instructional guides. This will
follow up with reflection activities.
a. Increase meaningful academic
learning and responsive
growth within instructional
environment.

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b. Increase communication
between district leaders,
administrators, teachers
students, and parents.

Communication Conclusion
In closing, it is critical to have clear communication in training. This
training will focus on motivating individuals to learn how to be effective in
the learning environment. Teachers and school officials can use this training
to communicate other ideas that may be beneficial to their instructional
environment. Parents can use this training to help their child improve on
weak areas.

Rewards & Recognition


After the training, district leaders and coaches will recognize
participants who took part in the training. The objective of this training is to
learn from one another and enhance instructional abilities. We recognize all
who explore effective teaching practices and provided valid input during the
workshops. Recognition is a tremendous part of building communication in
education settings. At the conclusion of the training, participants will be
able to:

Discuss various incentive for performance in their instructional


settings.
Develop reasons why individuals should be recognized.
Discus suitable methods of delivering recognition and the
consequences for recognizing instructors and participants.

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Program Evaluation
Enhancing learning skills is a critical need in the education systems. It
is imperative to learn how to measure the effectiveness of instructional
plans. Proper evaluation of learning can help meet the needs of learners in
an organization. Summative and formative will be used to assess the
instructional workshops. Formative evaluation occurs throughout the
learning phases to determine what improvements may be needed.
Summative assessment will analyze the outcome of the overall training.
District officiants and instructional coaches will handle overall success of
the training program. They will provide a variety of resources to help
improve upcoming training. The instructional designer and facilitator will
give a formative evaluation and communicate necessary recommendations
to coaches. Alignment measures components of marketing, such as
strategy how well the learning maps to overall organizational priorities
and positioning and how well the program meets the needs of learners and
their managers (Moore, C., 2008).

Assesments

Purpose

Applications

Pre-assessments

The pre
assessment will
analyze
participants
outlooks and
provide ways to
measure
learning for the
course.

Instructors will
test learners
before workshop
and administer
course objectives
and requirements.

Contributor(s
)
Facilitators

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Continuous
Assessments

End of course
evaluation

Course Reaction
Analysis

Constant
assessments will
screen learning
and identify
education gaps
throughout the
workshop.
The purpose is to
measure what
individuals
learned in the
training, and
ensure the
course objective
met
expectations.
The purpose is to
measure
instructors
reaction to
training. This
analysis will
allow others to
make
adjustments to
future
workshops.

Provide short
evaluations,
instructional
drills, and review
collaborations.

Facilitators
&
Instructional
Coaches

This assessment is
administered at
the end of each
training and
measure overall
learning
resources.

Instructional
Coaches
&
School District
officials

Facilitators will be
able to measure
their level of
comfort when
teaching
workshop, and
modify weak areas
in future
trainings.

Facilitators.
Instructional
designers, and
coaches.

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Training
Outcomes
(Program
Results)

The purpose is to
assess and
examine the final
results of the
workshop. The
school district
will determine if
the training
program meet
education goals.

Training data will


determine if
students are being
engage in learning
process
Teachers
are
providing
new
innovativ
e
instructio
nal
guides.
Parents
are
introduce
d to
updated
learning
resources
they can
used to
assist in
their
childs
education
.
Coaches
and
instructio
nal
designers
are
developin
g
required
trainings.

District
leaders
Coaches
Training
Designers
Participants

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References
Currie-Rubin, R., & Smith, S. J. (2014). Understanding the roles of families
in virtual learning. Teaching Exceptional Children, 46(5), 117-126.
Retrieved from http://search.proquest.com/docview/1552688559?
accountid=4584

Moore, C. (2008). Metrics for marketing learning programs. Chief Learning


Officer, 7(4), 40-45.

Tiernan, E. (2003). Communication training for professionals. Supportive


Care in Cancer, 11(12), 758-62. doi:http://dx.doi.org/10.1007/s00520-0030535-8

rey, M., & imer, A. (2013). TEACHERS' VIEWS ABOUT LEVEL OF


SCHOOL-PARENT COOPERATION AT STATE AND PRIVATE PRIMARY
SCHOOLS. ukurova University.Faculty of Education Journal, 42(2), 51-63.
Retrieved from http://search.proquest.com/docview/1459136252?
accountid=458