In the environment of adult social care, with high staff turnover rates, it is a constant challenge for managers to ensure their teams are up to date with their training requirements and getting the most out of the training that they receive.
With average turnover rates reported by Skills for Care at 30.7% it can feel like a constant game of catch up.
If workforce development across the team is reliant on face to face training, as a manager you are limited by staff availability, trainer availability, cover capacity in the team and budget.
Digital learning solutions can be more flexible and a cost effective solution for some of the knowledge and skill development needs of team members.
But remember, deciding on the method of learning delivery is just one challenge for managers trying to develop their team; another is measuring and reporting on that development.
Level 1 – How many
Level 1 reporting is the most straightforward and shows who has done what. An e-learning management system will provide many reports on who has started and finished any course. Delegate sign-in sheets from face to face training will provide similar information.
But this is just a numbers game.
Level 2 – How happy
Level 2 reporting / evaluation provides more valuable information in relation to course satisfaction levels and key learning points. These are post course evaluation forms, often called ‘happy sheets’. They provide a snapshot of the learners’ satisfaction levels – on that day, at that time.
However, it is level 3 and level 4 reporting / evaluation that is most valuable for managers of care homes.
Levels 3 & 4 – How far
Level 3 evaluations make a comparison between a learner’s knowledge and skills before they do training and a knowledge and skill check post event. This shows distance travelled in knowledge and skill development and value added from the learning event.
However, if you are really looking at skills, approaches and behaviours in the care environment then the elixir is in sustaining a behaviour change. As Prochaska, DiClementa and Norcross show in their model of behaviour change, any desired behaviour needs to be sustained for six months before it is embedded into working practices.
Therefore, a level 4 evaluation which reports on sustained working behaviours is the true way to demonstrate the outcomes from any learning event.
These four levels of reporting and measurement are central to all learning solutions offered at Lime Vine.
Our focus on using the latest technology allows us to provide comprehensive reports and evaluations which give you all the information you need on your team’s development.