Recreation and Parks Training and Development A Model for Taking the Lead in Operational Training for Today and Tomorrow Presentation to Ontario Parks

Recreation and Parks

Training and Development

A Model for Taking the Leadin Operational Training for

Today and TomorrowPresentation to Ontario Parks Association,

September 2010

Leading Operational Training for Today and Tomorrow

Development of this Training and Development Modelcan be compared to planning and participating in a Race.

Recreation and Parks services is driven by legislative requirements, industry standards and City of Mississauga policies, procedures, best practises

82 Legislative Acts affect Parks Services (with numerous corresponding regulations)

Our emphasis is on due diligence and to develop a standard/base of common knowledge in the workplace

We focus on “job specific” training and not to conflict with Human Resource training or professional development

Outputs of this unit reflect CSA - Controlled Self Assessment – imperative that we assess risks of all types and ensure training

We support HR training initiatives that need to be rolled out when/where feasible


Controlled Self Assessment (CSA)

Need for programs that :

“Say What You Do”

“Do What You Say”

“See That It’s Done”

Legislative Compliance/Organizational Capacity



Strategic Priority

Recruitment and Engagement Strategy:

Objectives:

Develop and sustain a skilled and knowledgeable workforce

Ensure that skilled and talented staff are valued, supported and committed


T&D Model – Developmental Process Establish Advisory Committee

Develop requirements

Conduct a needs analysis of workforce comparing training requirements and level of compliance – core, essential, special interest

Approval of requirements through levels in division

Identification and approval of a training plan

Immediate training needs

Long term needs


T&D Model – Developmental Process Cont’d Develop training modules

Establish tracking system for requirements (People Soft Data Base/SAP)

Implementation of Training (conference style, ad hoc, electronic learning, self directed)

Inputting of data

Sustain training needs

Training and compliance tied into PMP (technical knowledge)

Audits conducted on training compliance


Training Needs Identified = Increased accountability and responsibility Training Sessions Offered = Staff feel supported – efficiency in training

Resources Identified = Staff feel supported and lends

for training flexibility (on-site)

Program Identity = Fosters pride in training

Essential Components Creating Success


Internal Instructors = Utilizes workforce knowledge,

ability for custom designed practical training sessions

High Satisfaction Level = Increased staff morale > leadership roles = Repeat participation in

sessions

Cost Avoidance = Savings to the Corporation

Innovative = Motivating for staff

Training Conducted = Quality Services for staff and public

Essential Components Creating Success continued


Guiding Principles Strong Consultation process and staff involvement to

determine requirements, develop content, deliver training

Effective Advisory Committee with minimal effort for greatest gain

Build on strengths of previous work

Recognition Program

Decisions based on majority, exceptions inevitable

Inter-departmental Cooperation

Inter-municipal Cooperation


Results Support training of 2,676 full and part-time staff

ensuring customer confidence, contributing to a safe workplace, and ensuring due diligence

Training conducted in 124 courses with 3,199 participants in 2009

6 conferences and an average of 28 ad hoc sessions per year

An average of 168 staff are utilized as instructors annually

2010 – 187 summer staff in Parks Training done at central location and depots, on-line,

self-directed learning Evaluation of training yields high satisfaction level

(96.5% rate sessions as acceptable or exceeding expectations)

Cost Avoidance estimated at $403,518 per year


Developed Protocol Requirements > Approved by Supervisors, Managers,

Recreation and Parks Leadership Team

Modules Developed > Approved by Advisory Committee > Supervisors & Managers > Health and Safety Committee for Equipment > sometimes to RPLT

Training Dates/Topics > feedback from Adv Committee

Training > Supervisors Signature Required

Documentation > Sign-off form signed by instructor, employee, supervisor

Parks Supervisor also retains a binder on site with records


Cost Avoidance Summary Per Year (T&D Only)

Perceived External Costs $650,996

Fixed Costs $247,478

Net Cost Avoidance $403,518

Cost Per Participant $77

External Costs Based on $200/participant except ORFA and CPO

Fixed Costs – FT Salaries & ORFA Partnership and Operational Expenses for Training

Does not include ongoing support for external training with organizations (PRO, CPRA, OLA, OPA, etc.)


Four Segments of Training for Seasonal Staff:

1. Introductory/Sign-On Session

2. Independent learning – must complete quiz and sign-off

3. City Wide Training

4. Site Specific


1. Introductory/Sign-On Session

Introduction by Health and Safety Specialist and Parks Supervisor

Hiring documentation (forms, criminal record search, etc.)

Receive Independent Learning Package


2.0 Independent learning

Receive handout of 20 resources when signed-on: Employee Health and Safety Vehicle Safety Guidelines Employee Safety Guidelines Respectful Workplace Policy Back Owner’s Manual Reporting Workplace Accidents SunSmart Your Safety Matters We’re Working Together WHMIS


2.0 Independent learning cont’d

Lateness and Absenteeism Policy Guidelines for Inclement Weather Fact Sheet on Engine Idling Young Worker Awareness West Nile Virus Info Sheet Standard of Behaviour Policy Conflict of Interest Policy Cell Phones and Electronic Devices Combatting Distracted Drivers Workplace Violence Policy


2.0 Independent learning cont’d

Read material

First day of work complete quiz

Employee and supervisor sign-off

Sign-off form sent to HR and kept on-site


3.0 Seasonal Staff City Wide Parks TrainingOne Day for New Staff, Half Day Returning Staff

Parks 21-Two Way Fuelling city vehicles MTO Hours of work Bill 118, MOL Respectful Workplace Accessibility Bill C-45 WHMIS


4.0 Site Specific Training with sign-off Refresher on Safety Matters Basic Equipment Operation

String Trimmer Backpack Blower Rototiller Zero Turn Kubota Conventional Kubota Additional specific equipment (Mad Vac, Garbage

Truck, Tractor, etc.)


Continuous Improvement

Fall 2010 review Training Manual update Handouts, independent learning for staff Greater consolidation of training city-wide Improved resources for supervisory staff/lead hands


You too can reach the finish line if you set your goal, make an action plan, follow-through, are resourceful, celebrate successes, exercise patience and persevere.

Documents

Recreation and Parks Training and Development A Model for Taking the Lead in Operational Training for Today and Tomorrow Presentation to Ontario Parks