aet570 training program plan

Running head: TRAINING PROGRAM PLAN 1

Training Program Plan

Isela Resendis

AET/570

September 14, 2015

Dr. Gale Cossette

TRAINING PROGRAM PLAN 2

Training Program PlanHome preschool tutors are one of the many educational programs sponsored by the

Migrant Education Program. Home preschool tutors facilitate adequate instructions assisting

migrant preschoolers with their early education skills (MCOE, 2015). This particular migrant

population is constantly traveling from one place to another working in seasonal jobs. Their

lifestyle is always moving from one place to another which affects and put their little kid’s

education in great disadvantages in comparison with other population. Moreover, home

preschool tutors are required to travel to far distant locations, like visiting families that live

outside the city limits that constrain them from using time wisely. Each of them handles a

caseload of twenty preschoolers that must be seeing through home visitations and receive tutor

services within a week. Despite this fact, there is a waiting list of preschoolers who expect to

receive tutorial services. Tutors are currently responsible for developing their own lesson plans

based on their knowledge. In most cases, tutors spend more time preparing lesson plans than

actually doing their required number of home visitations. Time management can be a stressful

task if it not appropriately use. This program values time management techniques and

understands how setting services goals and strategies, it's profitable work investment (Migrant

Education Program, 2015).

Scope

The structure of the preschool tutor training program is designed especially for a range of

participants. Those with years of experience and new beginners and some personnel from higher

management. The purpose of this training program is to provide successfully useful instructions

about developing adequate lesson plans and serve a higher number of migrant preschoolers

through home visitations. Also, this training program will equip new personnel with new skills

on how to manage time wisely while developing lesson plans and doing home visitation.


Besides, this program values time management techniques and knows how essential is to set

service goals and strategies, to ensure a profitable work investment.

Audience

The training will utilize several useful resources for each of the ten preschool tutors

participating in this training program. All ten preschool tutors in addition to five management

personnel will be required to participate every Monday in a single day training module for a

month period. The training program will include various resources tools as part of the course

material to ensure knowledge between participants. Moreover, management participation will be

crucial and adequate receiving preparation and becoming fully knowledgeable to assist and

support their staff at their best convenient time. It is very important for the training program to

ensure understanding among participants before conducting any contact or home visiting with

their corresponded migrant students.

The program goals and objectives are the following:

Goals

● Preschool tutors will understand and apply time management techniques to every

single task with accuracy.

● Preschool tutors will prioritize their workload to get more done.

● Preschool tutors will be able to individualize lesson plans within sufficient time.

Objectives

● Preschool tutors and other personnel will demonstrate understanding of time

management by successfully exposing three different techniques.

● Preschool tutors and other participants will adequately align strategies to

complete their home visitations within a required time.


● Preschool tutor will successfully pick a specific day to developed weekly lesson

plans.

Part II Needs Analysis

These needs analysis describes the importance of knowing how to utilize time wisely. The

following are the four techniques used in this analysis keeping in mind time management is

essential when developing lesson plans, and doing home visitations.

1. Questionnaires

2. Observations

3. Interviews

4. Informal interactions with colleagues

Questionnaires were sent out by email so that participants were aware of the value of their

feedback. Sending informal questionnaires in a prompt matter while information is still fresh

can also ensure insight responses. Most of the questions formulated in this questionnaire were

purposively design to identify stressors in employee's work lives and how well they manage

their time at work. Also to analyze other venues and practices that affect and mismanage time.

Time management might not seem to be a concern for the organization, but questionnaires can

help to identify how this can influence preschool tutor’s performance.

Observations of preschool tutors to ensure that the layout of the training was pressing. These

observations were conducted formally with tutors that have scheduled real home visitations.

The purpose of these observations was to analyze their work activities and to measure their

deliverable time services. Also to identify several work activities that were causing tutors time


management issues. Other personnel also were observed like managers and supervisor to

identified different work areas. Preschool tutors focus on too many resources when it comes to

developing lesson plans that in often make it difficult to choose one in specific distracting them

and wasting time.

Interviews were conducted to allow tutors to express their ideas about how to modify certain

techniques and have more time flexibility. Most participants were very interested in learning

how to apply useful practices to save time and get more done as far as targeting and providing

services to more preschoolers. They knew the importance of time management skills but had a

lack of knowledge to properly practice them.

Finally, informal interaction with colleagues were the primary indicators to collect important

information. Home preschool tutors were constantly complaining about not having enough

time doing all their home visitations as well completing their weekly lesson plans in advance.

Participant's concerns were considered carefully for continue investigation. After tutors had

started to ensure that the need was on-going matter, their concerns were closely re-evaluated

and taking into consideration.

Time management was obviously one of the major concern about this educational program.

The lack of time management skills is having a negative and reciprocal impact on employee’s

emotional condition about performing their job task on time as well obtaining an increase on

program’s productivity.

Part III – Budget


The below graph projects an estimation cost for a four day module Time Management Training

Program.

Expenses: Cost per Number Cost

Personnel

Program Director $1,200.00 2 $2,400.00

Trainer $1,200.00 2 $2,400.00

Support Staff $500.00 4 $2,000.00

Fringe Benefits

Program Director $400.00 1 $400.00

Trainer $400.00 1 $400.00

Other Staff $200.00 1 $200.00

External Staff

Program Consultants $400.00 4 $1,600.00

Others $600.00 1 $600.00

Materials

Instructional Supplies $300.00 2 $600.00

Technical Support

Website Costs $500.00 1 $500.00

Learning

Management System

$4,000.00 1 $4,000.00

Supplies

Reading Materials $50.00 1 $50.00


Other

Certificates $1.00 15 $15.00

Total $15,165.00

The chart below includes few sources of income to make this training possible.

Income Sources Estimate Fees or Expenses

Participants Free for all tutors and other

management employees

attending the training.

Grants $4,500

Government $9,750

Miscellaneous/additional

resources

$1,000-The course can

prepare additional resources

to offer this training to other

organizations that can be

interesting in participating.

Total $15,250

Part IV – Staffing Plan


To conduct a perfect training program, will be necessary to offer the course every Monday of

the week throughout a whole one month. The program will take place in one of the large

conference areas. Also, there will be a need to implement some internal and external

resources to best support a positive impact on adult learning and also for the success of this

educational program. The following chart describes some required qualifications that consist of

job skills, knowledge, and abilities. As well there will be some available internal and external

useful resources. These resources will highlight several time strategies that will fill missing gaps

in staff performance, evaluations and other additional needs.

Staff Positions Number of Staff Knowledge and Abilities

Required Qualifications

Program Director 2 Coordinates program development, budget

disposition, and reports productivity

status

Excellent management leader refers to establishing reciprocal communication with other administrators encouraging full participation

Trainer 1 Training adult staff on time management

and develop expertise in lesson

planning

Excellent strategies training adults enhancing different learning methods to measure program objectives


Support Staff 4 Technical support to set up presentations, organize seating and light arrangements

Knowledgeable of identifying technical issues and use different planning applications

Program Consultants 4 Subject matter experts, internal and

external

Time management and fully

knowledgeable planning different

lessons

Available Internal Resources

The Migrant Education Program will do the best efforts to cut costs using internal

resources. In this case, the trainer is employed by the program as well. The trainer is already

familiar with the program policies and most important, understands the program’s culture. The

trainer is fully knowledgeable on topics about time management and the responsibilities of

preschool tutors.

Available External Resources

The Migrant Education Program will also use two external resources, like having consultants

from other regions that are experts in the same subjects. This action will reinforce insight

adopting new strategies and implementing useful techniques.


Additional resource needs

The extra resource that may be considered to help tutors locate different addresses will be the

utilization of a GPS. Due to the required number of home visitations, this devices can help

tutors to save a lot of time looking for the correct addresses avoiding misleading.

Strategy to fill resource gaps

Each tutor will be required to inform their supervisors how beneficial was having a GPS.

As a second option, all tutors will have access to their supervisor's telephone numbers of in

case they have trouble or need additional support tracking down correct locations.

Staff performance evaluation

Every week during the training, there will be performance evaluation surveys to conduct

and measure progress. As well to ensure that this training is getting all the scope, motivating its

employees at the same time.

Part V—Stakeholders and Goals

Stakeholders Partnership goal Ways to build supportShareholders Provides higher support

ensuring greatest profitsGoing above and beyond to be more productive, help program to increase profits

Directors Great leaders and excellent mentors, toward program goals and objectives

, they deliver extraordinary experience guiding employees to produce better quality work. They make productivity reports and conduct evaluations to ensure employees progress

Managers & Supervisors Knowledge employees, support and instruct their staff when needed

They demonstrate support at all times, by making themselves available for their staff

Trainer Instruct employees to perform differently to obtain

Provides best feedback applying adequate strategies


best results and shows relevant resultsPreschool Tutors Gain better knowledge

utilizing time effectively to target their required number of preschool students.

Ensures student’s satisfaction meeting academic guidance and preparation

Part VI—Communication Plan

Every Student is a Success

Slogan:

“In all our deeds, the proper value and respect for time determines success or failure”—Malcolm X

(Ranker, 2015)

Training Plan Fact Sheet

Who we are? Supplemental and Academic Migrant Preschool tutors

What are we learning? How important is Time Management?

Where are we?We deliver an ordinary tutor serviceGetting the job done most of the time

What do we offer?Educational Preschool guidance and supplemental services

How are we doing?We are presently delivering extraordinary services targeting all preschool students using time wisely.

Where are we now?Providing excellent quality services, going above and beyond

Benefits


The time management training program is based totally on employees needs and will

bring a series of courses for continue learning progress. The employees of this program will

learn new skills and strategies that will allow them to develop their different tasks efficiently.

Time management not only will teach migrant tutors to address their priorities but also to be

less stressed and be more productive handling their workload. They will be able to target all

their students feeling confident about spending the necessary time to get it done.

Instructional Practices

Employees will save a lot of traveling time due to conducting each training sections in

one of the local conferences areas. With this in mind, they will be less worry about driving far

distance and taking too much time to attend the training program. It will be a familiar

atmosphere that will allow them to feel comfortable, motivate and welcome.

The trainer will use relevant instruction material as examples and will deliver best

options and decision-making using these examples. The purpose is to get trainers attention and

engaged, be able to get them connected to real world situations. The instructor will also

include some videos and other presentation platforms, like PowerPoint, PowToon, YouTube and

more to reach different learning styles.

Promotional Channels and Materials

The intention of having this training program is to utilize some marketing channels to

reach other employees like managers and supervisors from other departments and encourage

them to participate in the same training course. The purpose of the communication channels

will work as follow.


● notify potential employees about the Time Management training program.

● encourage them to participate in the training program.

● explain the benefits that will bring to them by attending the program.

● inspire employees to practice practical strategies learned during the training.

● support employees with misdoubts on how to apply new practices.

● reduce resistance among experienced employees and address their concerns.

The program will use traditional methods as well some social media to advertise the

program. The first choice, in this case, will be sending some flyers and notices with sufficient

time for employees to reconsider taking this training. Another great idea is posting flyers and

notices on bulletin boards located in traffic areas where people can see them. Another method

of delivering these notices is through the Migrant Education program’s website. This strategy

will ensure awareness and will ensure a higher number of attendance confirmations from

possible participants. In this case, emails will be the next method of communication. The emails

will be very useful sending invitations to all the departments. The first choice will be those who

were identified having major trouble understanding time management. They will be

considered a priority on the list of attendance ensuring and confirming their participation.

Naturally, employees will spread the news from word-to-mouth, with other co-workers making

this training program more popular and motivating others to attend as well. Another way to

communicate and spread the word about the training program is during meetings and

conferences that take place within the Migrant Education Program. It is important that co-

workers project motivation and advocates for the program to get a higher number of


participants. Managers and supervisor can also encourage their employees by spreading the

word about the benefits that this training program can bring to them and the future workforce.

Furthermore, leaders, directors, and managers can also participate in the training, this action

can project some source of value and cause good impression giving the training effective

credibility. After attending the first training section, employees will hold a positive attitude that

others will observe positively and will be more convince about becoming part of the training

program.

Part VII--- Program Evaluation

Some of the evaluation metrics will determinate the success of the training. This

measurement source consists of gathering an overall feedback to help oversee the value of the

organization and its employees. Including individuals such as the directors, the trainers,

managers and supervisors, and the participants.

Furthermore, the purpose of the evaluation rubric will consist in determining whether

all the employees were able to learn and retain new information about time management. All

participants will complete evaluation sheets to assess the quality of the instructions including

the trainer’s performance and the resources used throughout the training program. With this

in mind, managers will be able to compare results and employee’s reaction before and after the

training program. The information gathered throughout these assessments will facilitate a

better understanding of time management strategies to directors. The directors will evaluate

the program benefits ensuring support and material relevancy to the best of their abilities.


Evaluation Metrics

The metrics system that will be evaluated to assess if time management is presently

efficient and properly utilize are the following:

● Training Success—Managers and Supervisor will assess their tutors if time

management strategies are being properly implement after a couple of observations.

Reaching out to their staff can be a good indicator if the training received was a

successful content retention.

● Instructor Performance—employees are going to ask through questionnaires sheets

about their personal reactions about the whole training program layout. These

questionnaires would include timing and the facilitation of the instructions

approximately one month after the training completion. Instructors will be giving these

questionnaires as well as a way to evaluate feedback about the effectives of the training

and how it could be better.

● Participant Satisfaction—managers and supervisors will be conducting individual

evaluations about how practical and helpful was the training program. Also to measure

employee’s happiness about practicing what they were learned.


References

Ed. US Department of Education. (2015, June). Migrant Education Program. Retrieved from

http://www2.ed.gov/programs/mep/index.html

Maslow, A. (1943). Learning Theories. Marlow's Hierarchy of Needs: New York, NY. Retrieved

from http://www.learning-theories.com

Ranker. (2015). Quotations. Retrieved from http://www.ranker.com