Your CARF Compliant Training Program
Appendix C in the CARF manual provides a list of CARF trainings. The chart lists who should be provided each training, frequency of training and whether competency based or not. Competency-based training is defined as; an approach to education that focuses on the ability to demonstrate adequate skills, knowledge, and capacity to perform a specific set of job functions.
In addition to CARF requirements, a well trained workforce is essential to creating a happier, more harmonious environment. It also helps to protect against legal actions, waste and lost revenues. Individuals learn, to varying degrees, through visual, aural, physical and/or verbal learning styles. Each staff member will possess more or less of each individual learning style. Therefore, it’s best to design a training program that incorporates each of these styles within your training toolbox.
Your training program will consist of several components.
Written Training
Written trainings and exams are completed during orientation and periodically throughout employment. Trainings will include generalized topics as well as the specifics of your organization. For example, your generalized training on confidentiality might include information on national standards, federal regulations, types of information that is considered confidential and other information that applies to all organizations in the industry. Your organization specific training will include information on where and how the records of persons served are kept and how personnel are to respond to requests for the release of information.
Generalized training topics will include cultural competency, customer service, person centered planning, workplace violence prevention, etc. Specific training should be provided for each team member’s job description as well as ALL of the policies and procedures that will apply to that individual.
Accreditation Now provides CARF specific prepared trainings, as well as, a custom training solution that allows your organization to easily create trainings, based on your specific policies and procedures. Web-based training allows your staff members to study and complete trainings from any location. System security features preserve the integrity of the training while allowing personnel to complete them, without direct supervision.
Demonstration Training
Following the completion of paperwork and written training, the new staff member will need to observe someone performing the job function with which they will be entrusted. Often, this involves following proficient team members as they perform their duties. Establish whether the trainee should ask questions throughout the training or if specific times for questions will be provided. Prepare the trainee with a notepad to jot down questions or observations. A flexible time frame for observation should be established and will vary greatly depending on the job type and learning capacity of the individual. A test can be established at various intervals to determine if further observation is necessary.
Following a period of trainer observation you’ll want to flip the training and allow the trainee to perform the job duties. Again, a flexible time-frame for observation should be established with timely performance corrections.
Group Training
It’s beneficial and sometimes necessary to provide group training for some or all personnel. The trainer should be knowledgeable about the topic and able to adequately communicate the information. The time spent preparing for the class can make or break a successful training program. The training material should be arranged in a logical, organized fashion. Provide participants a syllabus with a clear outline of what will be taught.
Utilizing a variety of techniques helps keep participants engaged. Most people learn better with an active rather than passive training. Interaction and participation should be encouraged. A group training could include a lecture with open discussion, role playing and other group exercises.
Evaluate and Revise Trainings
The effectiveness of your training program can be gauged by tracking employee performance improvements. Consistent deficiencies in performance can indicate a need to add or revise a specific area of training. Understanding of changes in policies and procedures should be acknowledged by team members and trainings updated to reflect these changes.
This content provided by: Accreditation Now, Inc.
