Compensation for Training Time

1
Compensation for Training Time

• TPS Approach
• Thanks to CPKN, Edmonton, Calgary, RCMP, HRDC,
  Police Sector Council, Glen Livett, Canadian
  Brewers, etc

2
DEFINITIONS - HRDC page 89

• Education emphasizes a rigorous but broad and
  open-minded approach to subject matter. It
  encourages an active and questioning role for the
  learner, the exercise of individual judgement and
  the development of broadly applicable skills.
• Training is conducted to teach employees to do
  specific, definable tasks. Training requires that
  a specific thing is learned and that employees
  understand the directions to carry it out
  precisely.
• Development is a series of opportunities for an
  employee to learn new skills and knowledge in
  preparation for individual career goals and/or
  organizational objectives.

3
Training

• Required by law, safety, performance of the TPS
  Mission,
• Not the same as Development or Education (See
  HRDC report),
• Training is on duty, TPS pays, TPS controls
  access,
• Training is issued by the employer,
• Member can be required to complete as a BFOQ,
• Education and Development are off-duty
  partnerships

4
Training Driven by

• Risk Management
• Workforce Development employee performance
  required by organization to meet the Agency
  mission
• Needs to meet accepted standards (Ont., TPS,
  practice and profession)
• Training costs Police Services for Delivery and
  Attendance,

5
Steps

• Define training duties
• Specify the time required Calgary
• Authorize and Release the member from other
  duties to attend to training duties as we always
  have up to the time required
• Advantages
• Agency controls
• Agency schedules
• Agency tracks
• Save cost in delivery and attendance.

6
Next Steps

• Intermodal modular training
• Essential training model
• Eliminate Barriers
• Labour, IT, Legal, old fashioned Managers, lack
  of business thinking.

7
Suggestions

• Think of training like equipment, issued to meet
  mission by service and controlled and authorized
  by service,
• Use the solutions you have always used to solve
  traditional training problems,
• All of the problems in e-learning have already
  been solved to allow traditional training

8
Training is a DUTY

• Assess the need for it
• Plan it
• Procure it
• Authorize it
• Assign it
• Schedule it
• Track it
• Hold members accountable for completing it
• Evaluate it (Reaction, Learning, Performance,
  and Impact) same as before!

9
Be careful about

• Equity as a driving principle workforce
  development is safer,
• Tracking training by hours completion and
  achievement are safer,
• Ignoring the actual costs of your existing
  training strategies

10
The future

• Text
• Sounds
• Pictures
• Video
• Animated demonstrations
• Testing
• Performance support
• In your pocket everywhere!