Six Simple Steps to a Successful Program

Step 1: Build a team

All groups are represented on the project team including managers, supervisors, workers, and union representatives if applicable. Diversity and commitment are your greatest assets. A diverse team can increase support and commitment.

Role of the Workplace Education Coordinator

Your Workplace Education coordinator will help you set up the project team and may also participate as a member of the team. The coordinator will make the process seamless and:

• Lead a needs assessment.
• Help you to apply for funding and select an instructor.
• Provide ongoing advice and support to the project team and the process.

Role of the project team

The project team will:

• Work with management and union officials to gauge interest and get approval for the program.
• Complete and submit an application for funding.
• Set goals and priorities.
• Hire and support the instructor.
• Arrange information sessions to identify barriers and inform workers.
• Monitor to ensure the program is on schedule and on track to achieve its goals.
• Celebrate the success of participants.

Step 2: Assess

The Organizational Needs Assessment is a key element of a successful Workplace Education initiative. The Assessment is led by the Workplace Education coordinator. This may include:

• face-to-face interviews
• meetings
• focus groups
• surveys
• workplace tours

A report documenting the educational needs and goals of the organization along with recommendations about how to meet those needs will be produced. Topics might include:

• Training practices in the workplace.
• Attitudes about training and learning.
• Essential skills that workers need.
• Strengths and weaknesses in the workplace.
• Barriers to participation.
• Recommendations on how to proceed.

Step 3: Set Goals

Members of the project team will have ideas about what the program should achieve. Discussing these ideas will help the team arrive at common, agreed-upon goals and ways to achieve those goals. Some examples of program goals that have been set in the past:

• "Improve communications between engineering and the shop floor"
• "Strengthen document use skills to enable workers to better use ISO 9000 documentation"
• "Increase computer proficiency to improve accounting and social media skills"
• "Improve reading and problem solving skills to assist staff better understand and adapt to new equipment"

Step 4: Hire

Selecting the Instructor

A selection committee is created to hire the instructor. It is recommended that a cross section of employees be included on the committee. For example the committee might include a manager, a supervisor, an employee and a union representative.

The following tools are provided to help with the hiring process:

• Instructor's job description.
• Sample interview questions and rating form.
• Sample contract.

The selection committee interviews potential instructors and recommends which one to hire. The final hiring decision belongs to the project team.

Instructor's responsibilities

The instructor develops a customized course based on the organization's needs and provides onsite instruction to workers.

The instructor will:

• Tour the workplace and meet your staff.
• Help to promote the program and recruit participants.
• Gather relevant workplace materials for the curriculum and adapt materials from other sources as required.
• Assess learners' needs, interest, and goals.
• Develop a database to record successes and quantify results.
• Check and record progress against organizational and individual goals.
• Provide progress reports to the Project Team.
• Assist the Project Team in the development of a summary that describes results of the program and provides recommendations on further workplace training.
• Help with closing ceremonies.

Step 5. Evaluate

The program is evaluated throughout the process. Information is gathered from participants, the instructor, managers, supervisors, and the Project Team. A variety of methods such as surveys, focus groups, informal interviews, records and observations may be used.

A written summary of results is produced at the end of the program and recommendations for further workplace training may be made.

Good reasons for measuring success are:

1. Having concrete evidence of what has been accomplished allows participants to grow in confidence and inspires them to set higher and higher goals.
2. Having information about what was achieved in the past - what worked well and what didn't - provides a solid foundation upon which to build plans for the future.
3. Having information about what goals were met and what changes, if any, need to be implemented enables everyone to feel more confident that the program can be sustained.

Step 6. Celebrate

Success stories need to be told and celebrated, so we can learn from them and ensure it happens again, and again...

It is important to acknowledge and celebrate both individual and corporate successes. Recognition and celebrating success contributes to a learning culture.

For some employees, new skills and knowledge, along with the increased professional opportunities they provide, are reward enough for participating in learning opportunities. For others, direct recognition of achievements increases enthusiasm and participation, and contribute to the emergence of a workplace culture of learning. Workplaces may recognize this and create personal incentives for employees to succeed in work-related learning.

Here are examples of results well worth celebrating:

• "A decade ago I was a snowplough driver and now I've earned my GED diploma. Now I help other people reach their goals. " Kevin Landry, Department of Transportation Infrastructure & Renewal
• "As Helly Hansen transitions into new markets developing our ability to adapt to change is crucial. Workplace Education gave us the confidence to come to the 'change table'." Dan Clarke, CEO, Helly Hansen
• "People could relate to the material and bring it directly back to work." Janet Thomas, HR Director, Minas Basin Pulp and Power
• "It gave me a whole new skill set that I can apply to the job" Dan Francis, Pete's Frootique
• "Thanks to Workplace Education we have a happy staff, inviting atmosphere, and better understanding of each other" Georgette Beaulieu, Mira Long Term Care Facility
• We noticed a difference in the employees right away, and the price was fantastic." Pete Luckett, Pete's Frootique