Standards for private organizations

2020 Edition

Training and Supervision (TS) 1: Personnel Development

The organization supports effective service delivery through a structured personnel development program that provides personnel with the knowledge, skills, and abilities needed to achieve positive outcomes for persons served.
2020 Edition

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Purpose

The organization supports personnel and promotes personnel competence, satisfaction, and retention by providing initial and ongoing training; a variety of personnel development opportunities; and regular, supportive supervision.
Examples: Professional development programs can include:
  1. direct supervision;
  2. formal, internal personnel training;
  3. internal and external conferences and workshops;
  4. encouraging personnel to join and participate in professional organizations;
  5. helping personnel to identify training and educational experiences that are credit bearing; and
  6. offering tuition reimbursement, financial assistance, or time off.
1
The organization's practices fully meet the standard as indicated by full implementation of the practices outlined in the TS 1 Practice standards.
2
Practices are basically sound but there is room for improvement as noted in the ratings for the TS 1 Practice standards.
3
Practice requires significant improvement as noted in the ratings for the TS 1 Practice standards.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the TS 1 Practice standards.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
  • Annual training and development plan
  • Annual assessment of training needs
  • Table of contents of orientation curriculum
  • Procedures for evaluating training effectiveness
  • Documentation tracking staff completion of orientation
  • Training curricula
  • Results of evaluation for training effectiveness
  • Interviews may include:
    1. HR Director
    2. Relevant personnel

Fundamental Practice

TS 1.01

A personnel development plan:
  1. is reviewed annually and revised in accord with an assessment of the organization's training needs;
  2. incorporates a variety of educational methods;
  3. is responsive to the history, cultural backgrounds, and related needs of personnel;
  4. outlines specific competency expectations for each job category;
  5. provides the opportunity for personnel to fulfill the continuing education requirements of their respective professions; and
  6. provides opportunities to support advancement within the organization and profession.
Examples: Educational methods can include, but are not limited to:
  1. interactive classroom trainings;
  2. webinars, self-paced trainings, or other computer-assisted training models;
  3. coaching; and
  4. structured peer support opportunities.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g.,
  • One of the standard's elements is not fully addressed.
3
Practice requires significant improvement; e.g.,
  • Two elements are not fully addressed; or
  • One of the elements is not addressed at all.
4
Implementation of the standard is minimal or there is no evidence of implementation at all.

TS 1.02

New personnel are oriented within the first three months of hire to the organization's mission, philosophy, goals, and services.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g.,
  • Occasionally orientation extends beyond the three months.
3
Practice requires significant improvement; e.g.,
  • The curriculum is not well developed or lacks depth; or
  • A significant number of staff have not been oriented.
4
Implementation of the standard is minimal or there is no evidence of implementation at all.

TS 1.03

The organization evaluates the effectiveness of its training activities and makes needed improvements.
Examples: Examples of ways to demonstrate implementation of this standard include, but are not limited to:
  1. surveying personnel to assess satisfaction with a training activity and perceived competence;
  2. implementing pre- and post-testing to assess skill acquisition, including practitioner observation where appropriate;
  3. tracking performance data over time to identify trends and make improvements to training activities; and
  4. conducting more complex analysis to assess the impact of training on positive outcomes.
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement.
3
Practice requires significant improvement.
4
Implementation of the standard is minimal or there is no evidence of implementation at all.