Part 3: Training

With regard to staff training, agencies should:

• Develop and implement plans to ensure all staff are fully oriented to the program’s purpose and goals
• Train staff in all policies, procedures, and protocols relevant to them

Lessons Learned

“Provide a guidance tool for coaching individuals and motivational tools that people can go to when they need personal motivation for themselves or for staff. Staff training should not just focus on how to do the program, but on how to do it with belief and motivation.”

• Conduct initial assessment of individual and collective staff training needs (e.g., interviewing, outreach, CTR, rapid testing) and develop and implement plans for providing or obtaining appropriate training
• Conduct periodic reassessment of training needs
• Develop cross-training where possible such that recruiter and network associate needs can be met by a variety of staff members

Lessons Learned

“Having dedicated staff members is an excellent idea but the danger is that many CBOs have a high turnover rate, so when a “dedicated” person leaves, the network falls off. Cross-train when possible, and find backup or support in the event of turnover, which can be crippling to a social network.”

Lessons Learned

“Even with cross-training, titles can be complicated and create barriers. For instance, a recruiter came in but the worker wasn’t there, resulting in a missed opportunity because it was considered someone else’s role.”

• Review training plans with health department to ensure that training is in accordance with state and local requirements
• Determine how training needs will be assessed
• Determine how training plans will be developed
• Determine how training will be provided or obtained (e.g., local/state health department)

Go to Section 3 part 4