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@cuppaHQ cuppacare.com
Mobile microlearning for homecare workers
Shape of things to come?
Sara Dunn, Founder
Alexander Braddell, Partner and Content lead
@cuppaHQ cuppacare.com
1. Mobile microlearning
2. Learning in homecare
3. CuppaCare digital platform
4. Testing and evaluation to date
5. Conclusions
Today’s presentation
@cuppaHQ cuppacare.com
What is mobile microlearning?
• Learning accessible via mobile devices
• Bitesize content
Typically used to support:
• Performance: ‘Learning in the flow of work’
• Informal learning
• Formal training
@cuppaHQ cuppacare.com
What can mobile microlearning offer?
‘Continuum of learning’
• Extension of learning beyond training events
Just-in-time learning, personalisation, instant refresh
• Available when & where learner (and/or manager) wants
• Can be customised to individual learner
• Refresh and reinforce by revisiting learning at point of need
@cuppaHQ cuppacare.com
Pathway to competence in homecare
Recruitment
& selection
Application form
Job description, person
spec
Interview, assessment
Induction (1-4 weeks)
On-the-job training: 1-2
weeks shadowing
Employer policies etc.
Care Certificate training,
workplace assessment
(<12 weeks to 1 year)
Probation(3-6 months)
Supervisions
Spot checks
Re-training
Additional client-specific
training
Post-probation
Supervisions
Spot checks
Retraining
Refresher training
Additional client-specific
training
Team meetings,
newsletters, etc.
Qualifications (H&SC
diplomas, etc.)
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Learning opportunities for homecare staff
Formal learning (instructional activities explicitly defined as ‘learning’)
Non-formal (instructional activities not defined as ‘learning’)
For basic competence
• Induction, Care Certificate
• Health & Social Care diplomas
• Statutory-mandatory refreshers
For continuing development
• Specialist training (e.g. client-specific)
• Further qualifications
Management processes
• Recruitment and selection process
• Policies, procedures
• Spot checks, supervision
• Job-shadowing
• Team meetings, newsletters, etc.
Problem-solving Taking on new / additional responsibility
Interactions (with clients, colleagues, professionals) Ad hoc ‘research’ (Googling etc.)
Informal learning (non-instructional activities where learning can nonetheless occur)
@cuppaHQ cuppacare.com
Fogg behaviour model
High
Low
Hard to do Easy to do
Motivation
Ability
Action line
Prompts
fail
Prompts
succeed
B = MAPBehaviour (B) happens when Motivation (M), Ability (A),
and a Prompt (P) come together at the same moment
When a behaviour does not occur, at least one of those three
elements is missing
B.J. Fogg, Behavior Design Lab, Stanford University
Management processes
(including training)
are prompts
@cuppaHQ cuppacare.com
CuppaCare story so far
2016:
Sector research confirms:
• high take-up of mobile devices, particularly in homecare, BUT
• use of mobile for workforce development very limited
2017-18:
Proof of concept + workplace testing with homecare staff at Jewish Care
(UfI Trust, Skills for Care WDIF)
2018-now:
Fully functioning V1 system + pilot roll-out to homecare providers
(UfI Trust, University of Bath Innovation Centre)
Admin portalOrganisations:
➢ Create accounts
➢ Assign content to staff
➢ Monitor & report use
Native appStaff:
➢ Access content
Authoring toolOrganisations:
➢ Author content
BadgesStaff:
➢ Earn badges
➢ View Badges in-app
➢ Share Badges via social media
CuppaCare platform 2019
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CuppaCare content
• Catalogue of learning items called ‘Sips’
• CuppaCare Sips are typically:
• Around 1500 words + images; ‘tap’ interactions; audio/video
• Work through in 5-10 minutes
• Short quiz, impossible to ‘fail’ – reinforces learning, triggers badge award
• Care Certificate mapping, prompt for reflective / peer learning
• Cover a mix of practical guidance, tasks, procedures and underpinning knowledge
@cuppaHQ cuppacare.com
Our testing and evaluation to date
Piloteers and testers
• 20+ care organisations (homecare providers, training organisations)
• 700+ learners
• 1500+ Sips accessed
Data collection methods
• User requirements: site visits, interviews with employers and staff (n=18)
• User testing: surveys, telephone interviews with managers and staff (n=53)
• In-app ratings and comments (n=>1000)
@cuppaHQ cuppacare.com
So many of our staff live on their phones…
[CuppaCare] is a great opportunity to build that
in – you might do a call, then have a break… it
is easy to just log on to the app
Employer reactions
We have been looking for
something like this for ages!
If you give someone a workbook, they’re like,
‘I haven't got time to do this.’ If you give
someone an app that takes 10 minutes: well,
everyone's got 10 minutes
@cuppaHQ cuppacare.com
Learning in the flow of workYou do a call and then you might have
a break before your next call, or a
cancellation or time sitting in your car at
some point the day.
Rather than scrolling through Facebook
or social media pages, they could be
adding to their experience.
We had already identified a need to get
staff to use the ‘little spaces’… the 20
mins sitting in the car in a layby waiting
till the next visit starts.
We ideally wanted them to use this time
to learn something. I had not heard of
micro-learning before – but now I can
see that what we had identified was a
need for micro-learning.
@cuppaHQ cuppacare.com
Staff reactions
Genius app! this is my first care job. It
has helped me a lot
I prefer it to sitting in training where
other [trainees] are asking questions
about stuff you already know
Good to have at your fingertips
– refreshes your memory
4.8Average star rating for Sips: 4.8 out of 5
Brilliantly concise.
I think it’s the future
@cuppaHQ cuppacare.com
Instruction = instruction
Learning = mental processing (‘thinking + talking’ / reflection)
+ practice
“You can go to the bits you need. You can go back and check
things so it sinks in.”
“I can keep a check I am doing things correctly.”
“It’s like educating yourself.”
Support for (self-directed, reflective) learning
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Employer views on deployment
Training“It's difficult to get bums on seats, in this industry in particular. So any little
easy-access training materials are worth looking at.”
Reinforcement“Enhancing existing training, and making communications about topical
things – say a problem we have identified with something – making that
consistent and being able to monitor it.”
JiT guidance“It’s another way of drip-feeding knowledge and information updates to
staff … then (as an organisation) manage how it's used.”
@cuppaHQ cuppacare.com
Microcontent authoring tool
Really
valuable
feature
It gives me an opportunity to do my
own thing with it, like creating
newsletters. I can utilize my own
material and address pressing
topics when they come up
Really
powerful tool
@cuppaHQ cuppacare.com
Conclusions
Testing to date suggests:
• Delivery medium and format are welcomed by users
• Practical way to reinforce, extend knowledge that underpins safety and quality
• Offers reassurance to staff and managers = ‘always on’ refresher training
• Encourages, enables self-directed learning
• For some staff, can be preferable to classroom training in groups
To effect lasting behaviour change:
• Needs to be fully incorporated into training and supervision
• Integration into workflow management systems e.g. electronic care planning
@cuppaHQ cuppacare.com
Contact us at [email protected]
to set up a demo
OR
➢Search for ‘CuppaCare’ on the app stores
➢Download the app and register as a guest
➢Start using our set of free ‘taster’ Sips
See for yourself
@cuppaHQ cuppacare.com
Formally assessed training
One-stop-shop
“In order to be really effective as a more formal training tool, the quizzes could become
more formal assessments. At the moment you keep doing [the quiz] till you get it right,
that is OK for the kind of content in there, but for any more formal delivery of training
content for diplomas and so on… we would need to be able to produce harder evidence
of understanding for that.”
Implication?
Providers open to use of mobile microlearning for compliance training