Supportive Environment

1. Supportive Environment Post-Training Period CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

2. Supportive Environment Post-Training Period Module Objective To offer Trainers methods they can apply that will continue the supportive environment as Trainees transition from the classroom to the live calling environment. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

3. Supportive Environment Post-Training Period Key to Success: • Making the Floor Staff partners in the training process. • Becoming a partner in the production process. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

4. Supportive Environment Post-Training Period How do you develop Floor Staff into training partners? CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

5. Supportive Environment Post-Training Period Floor Staff As Partners • Get senior staff to buy in • Show WIIFM • Show ROI CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

6. Supportive Environment Post-Training Period Floor Staff As Partners Publicize and Structure the Partnership • A name and theme • Regular meetings • Socializing opportunities • Convey ownership and mutual responsibility CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

7. Supportive Environment Post-Training Period Floor Staff As Partners Educate: • Hold Workshops on learning theory • Circulate Articles on learning theory • Update on new teaching theory CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

8. Supportive Environment Post-Training Period Floor Staff As Partners • Agree on course objectives at all levels. • Agree on skills to be trained/developed. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

9. Supportive Environment Post-Training Period Floor Staff As Partners • Involve floor staff in course development. • Show them the “why,” not just the “what.” CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

10. Supportive Environment Post-Training Period Floor Staff As Partners Invite all staff to participate in training: • Managers once yearly or at major course change. • Supervisors/Monitors as part of their initial training. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

11. Supportive Environment Post-Training Period Floor Staff As Partners • Invite all staff to participate in training: • Supervisor refresher every 2 to 3 years. • Supervisors/Monitors attend as Trainees. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

12. Supportive Environment Post-Training Period Floor Staff As Partners • Schedule periodic debriefing sessions with all levels of floor staff to hear their observations and input. • Develop specific mutual action plans to address that input. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

13. Supportive Environment Post-Training Period Trainees As Partners • Ask about application but also about the experience of the transition. • Consider using a neutral moderator. • Work from a script of specific questions. (See handout that accompanies this module.) CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

14. Supportive Environment Post-Training Period Trainers As Partners If you want Supervisors/Monitors/Managers to change their behavior, first you have to change your behavior. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

15. Supportive Environment Post-Training Period Trainers As Partners What steps can Trainers take to improve the transition through partnership with Supervisors? CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

16. Supportive Environment Post-Training Period Trainers As Partners • Become part of the production team • Know the division’s vision • Understand the big picture • Learn and follow the group objectives CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

17. Supportive Environment Post-Training Period Trainers As Partners Become part of the production team: • Visit often and find out what’s happening • Find out how the job has changed (Interviewer & Supervisor) • Follow-up on project results CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

18. Supportive Environment Post-Training Period Trainers As Partners Guarantee the success of the transition program: • Provide post-training profile of Trainees • Be honest in assessment • Offer help with the weaker Trainees CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

19. Supportive Environment Post-Training Period Trainers As Partners Most of all, don’t let failing Trainees drop out of class. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

20. Supportive Environment Post-Training Period Trainers As Partners Structure class and the job to support the transition: • Show Trainees in every section how the material relates to the job • Include lots of application during the course • Get Supervisors’ help in developing role plays, case studies, examples and application CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

21. Supportive Environment Post-Training Period Trainers As Partners Structure class and the job to support the transition: • Bring the “live” world into the classroom: • Introduce Supervisors as guest speakers in class to discuss expectations. • Invite senior Interviewers to class to discuss how they made the transition. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

22. Supportive Environment Post-Training Period Trainers As Partners Structure class and the job to support the transition: • Match first few days on the job to what was learned in class. • Focus both class and job activities on reducing the learning curve and the burden of the transition. • Develop series of gradual workshops to introduce more advanced concepts. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

23. Supportive Environment Post-Training Period Trainers As Partners • Develop a transition program • Meet with Supervisors to plan transition process • Monitor the transition process with Supervisors • Adjust transition program as the floor changes CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

24. Supportive Environment Post-Training Period Trainers As Partners Develop support material for transition: Consider job aids for infrequent technical details (checklist, manual) not covered in training and difficult to recall. These are survey situations that come up 2-3 times a year and are specific to ongoing studies (example: what does the Interviewer do if the Respondent has been deployed overseas for 6 months in the Army?). CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

25. Supportive Environment Post-Training Period Trainers As Partners Develop support material for transition: • Create a FAQ sheet for often-asked questions as a reference while dialing • Do mutual creation; involve Supervisors CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

26. Supportive Environment Post-Training Period Trainers As Partners Guarantee the success of the transition program: • Goal of the program is a transfer-friendly environment • Allow time for venting, comparing and transitioning CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

27. Supportive Environment Post-Training Period Trainers As Partners Guarantee the success of the transition program: • Include early rewards for succeeding in the transition period • Trainee! • Supervisor! • Recognition/praise for both groups CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

28. Supportive Environment Post-Training Period Trainers As Partners Be Open to Feedback: • Accept criticism; don’t be defensive • Invite Supervisors to post-training debriefing or have them conduct the debriefing CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

29. Supportive Environment Post-Training Period Trainers As Partners • Switch roles: they train, you monitor and give feedback • Develop a Supervisor evaluation of training CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

30. Supportive Environment Post-Training Period Trainers As Partners You may be wondering: How do we accomplish all these steps and our work, too? CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

31. Supportive Environment Post-Training Period Trainers As Partners Address your action plan by using triage: different team members move between steps at various times/in various situations. CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment

32. Supportive Environment Post-Training Period Trainers As Partners What other concerns/issues do you have in making the transition process successful for Trainees, the Trainer and the Floor Supervisor? CMOR- MRA Interviewer Training Modules Group V Post Training Supportive Environment