Study on WSH (ATP) Trainers – Sharing of Key FindingsStudy on WSH (ATP) Trainers – Sharing of Key Findings
Li JunjieLi Junjie
Senior Manager, Planning and Evaluation Senior Manager, Planning and Evaluation
Workplace Workplace Safety and Health InstituteSafety and Health Institute
13 July 201213 July 2012
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About WSH InstituteAbout WSH InstituteAbout WSH InstituteAbout WSH Institute
Progressing WSH in Singapore
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INDUSTRY
PARTNEREducating & Engaging
Stakeholders, Promoting
WSH
WSHCWorkplace Safety & Health Council
THINK TANK
Providing Insights to
Chart New Grounds for
WSH Excellence and
Innovation
WSHIWorkplace Safety & Health Institute
REGULATOR
Legislation, Policies,
Compliance Assistance &
Enforcement
OSHDOccupational Safety & Health Division
About WSH InstituteAbout WSH InstituteAbout WSH InstituteAbout WSH Institute
Develop and enhance WSH capabilities of company
leaders and senior
Provide continuous learning and development for WSH professionals and
specialists
Strategic Outcome
Centre for Leadership &
Professional Devt
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leaders and senior executives
• Strengthen and deepen competencies in WSH leadership
• Facilitate translation of knowledge into actions
• Develop an ecosystem to support the growth of WSH leadership
for WSH professionals and specialists
• Develop and offer programmes catered to WSH professional groups in the areas of (i) emerging WSH risks and (ii) new insights and solutions for existing challenges.
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About the StudyAbout the StudyAbout the StudyAbout the Study
Why the interest in WSH Trainers?
� WSH trainers play a major role in contributing to safer and
healthier workplaces
� Direct influence on the competencies of workforce
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� Direct influence on the competencies of workforce
� Multipliers of essential WSH knowledge and skills and key
WSH messages to the workforce
Need to ensure our WSH trainers are competent, motivated
and passionate about WSH.
Objectives of the StudyObjectives of the StudyObjectives of the StudyObjectives of the Study
WSH Institute conduct a study on WSH Trainers early 2012. Key
outcomes includes:
a. Profile the current WSH Trainers
b. Identify knowledge needs among WSH Trainers
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c. Understand Trainer’s motivation and challengers towards
continuing education and training
d. Gather feedback on the Train-the-trainers (T3) Programme
How the study was conductedHow the study was conductedHow the study was conductedHow the study was conducted
Study Preparation
Data Collection
Analysis of Data
Follow-ups
ATP Site InterviewATP / Trainers
Focus Group
Discussions
Survey ATP and
trainers
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Data
Processing
Discussions
Findings &
Recommendations
How the study was conductedHow the study was conductedHow the study was conductedHow the study was conducted
Scope of data collection
• Survey sent out to all ATPs and 702 WSH trainers in Feb 2012. A total of 48 ATPs
and 210 Trainers responded when the survey closed on 5 April 2012
Study Preparation
Data Collection
Analysis of Data
Follow-ups
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• Arranged for 5 focus group sessions from 15 Feb – 25 Feb 2012
•3 focus groups involving ATP trainers
•2 focus groups involving representatives from ATP
•Visited 10 ATPs between 16 Feb – 14 Mar 2012
• Big to small size (in terms of number of trainers)
• Servicing different industry sectors
How the study was conductedHow the study was conductedHow the study was conductedHow the study was conducted
WSH Institute
• Relook at the WSH Institute’s Train-the-trainers based on feedbacks received
• Conduct in-depth study/evaluation on identified areas of concerns
• Benchmark for future studies
Study Preparation
Data Collection
Analysis of Data
Follow-ups
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• Benchmark for future studies
Stakeholders - MOM/WSH Council
• Provide feedbacks to MOM / WSH Council
• Assist in implementation of recommendations
Stakeholders – ATP/ Trainers
•Sharing of results and findings of study to ATP/ Trainers (e.g. ATP Forum)
• Reports/findings will be disseminated through our website
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1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile
Understanding the profile of trainers allow MOM /
WSH Council/ WSH Institute to better tailored our
approach, strategies and programmes to enhance the
capabilities of our trainers.
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Part time / Full time
trainers?
At a Glance
Total number of trainers:
Approximately 1100 active ATP trainers in the industry
Part time vs full time:
About 30% are full time trainers, with the remaining 70% training part time.
1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile
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Curriculum developers:
Only 27% of trainers responded are curriculum developers
Spread of trainers:
Among the ATPs surveyed, the 10 largest ATPs accounted for almost 550 (unique)
trainers, almost half the entire pool of active trainers.
On the other end of the scale, 37% of ATPs engaged 5 or less trainers.
With the exception of certain specialised topics,
trainers do not lack technical knowledge. However,
more should be done to ensure trainers are sufficiently
equipped on soft skills aspects.
2. Knowledge needs2. Knowledge needs2. Knowledge needs2. Knowledge needs
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Adequate technical
knowledge in topics
assignedAbility to apply adult
learning principles in WSH
training?
Adequate practical experience?
Well equipped to
prepare lesson plan?
What the ATPs say:
What trainers say
�Good technical
Knowledge (5.3/6)
�Able to apply
adult learning
theories (5.1/6)
�Good technical
Knowledge (5.4/6)
�Able to apply
2. Knowledge needs2. Knowledge needs2. Knowledge needs2. Knowledge needs
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theories (5.1/6)
�We ensure that
trainers are
updated (5.2/6)
�Able to apply
adult learning
theories (5.2/6)
�I am updated
(5.3/6)
Perception on competencies of trainers is high … however…
We followed the CDA’s requirement, hence our trainers are
competent
Some gaps do exist, especially on specialist areas and soft skills
Site interviews
2. Knowledge needs2. Knowledge needs2. Knowledge needs2. Knowledge needs
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… In-depth discussions identified specific areas of improvement
Focus group discussionDilution of trainers’ standards in recent years
Trainers lack adequate training delivery skills and design
and conduct of competency based assessment
Newer trainers need more help
In Summary :
- Perception among the industry is that Trainer’s WSH technical
knowledge is strong
2. Knowledge needs2. Knowledge needs2. Knowledge needs2. Knowledge needs
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- However, concerns were raised on areas such as specialist
skills and training delivery skills.
3. CET among trainers3. CET among trainers3. CET among trainers3. CET among trainers
ATPs and Trainers agreed on the importance of continuing
education and training (CET). However, the current
landscape does not encourage, nor incentivise, trainers
towards CET.
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Training roadmap for
trainers?
Sponsoring trainers for
external upgrading
courses/
conferences/seminars?
Recognizing and rewarding trainers
after they attended skills upgrading
Any in-house
training?
70% sponsored trainers for upgrading
50% reward/recognise trainers after skills upgrading
48% provide training road-map and 50 % in-house
training
What the ATPs say:
3. CET among trainers3. CET among trainers3. CET among trainers3. CET among trainers
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What trainers say
Only 30% are rewarded / recognised for their skills
upgrading
51% are provided a training road-map and 40% undergone
in-house training
Motivation for CET for (at most) half of our trainers
Facilitate CET mainly for in-house trainers
Little recognition for CET, except occasionally to allocate
more training hours or classes at higher level
Site interviews
3. CET among trainers3. CET among trainers3. CET among trainers3. CET among trainers
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Focus group discussion
Do not sponsor or recognise part time / associate trainers
Not an issue among larger ATPs => what about trainers
from smaller ATPs and accredited, but “non-active”
trainers?
In Summary :
- Findings from survey, focus group discussion and site interviews
point towards a lack of motivating factors to encourage CET among
trainers
3. CET among trainers3. CET among trainers3. CET among trainers3. CET among trainers
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- There are no tangible benefits for trainers to constantly upgrade
themselves
Awareness was high for the Train-the-Trainers
initiatives from WSH Institute. However, more need to
be done in order to translate this high awareness into
high participation.
4. T4. T33 Programme Programme 4. T4. T33 Programme Programme
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Are you aware of the T3
programme?Are the T3 programmes
effective?
Have you attended any of the T3
programme?
70% are aware of the T3 programme
20 % sponsored trainers for the T3 programme
35% found the T3 programme useful for trainers
What the ATPs say:
4. T4. T33 Programme Programme 4. T4. T33 Programme Programme
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What trainers say
59% are aware of the T3 programme
Only 16 % attended the programme
High awareness, low participation and perceived effectiveness
High Profile/ calibre experts with good practical
experience
Content tailored for trainers (subject matter experts)
Site interviews
4. T4. T33 Programme Programme 4. T4. T33 Programme Programme
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Practical element as part of the training
Lower course fee
Certification and recognition
Focus group discussion
In Summary :
- WSH Institute will relook at how the T3 programme can be
adjusted to ensure better quality and relevancy and value-
add.
4. T4. T33 Programme Programme 4. T4. T33 Programme Programme
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add.
-This would include:
- Engaging more strategic program partners
- Focusing more on specialist skills and training delivery skills
- Catering to needs of individual trainers
ConclusionConclusionConclusionConclusion
1. WSH Trainers = Multipliers of essential WSH knowledge and
skills and message.
2. Good perception of trainers competencies. However, specialist
knowledge and training delivery skills can be improved.
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3. CET among trainers is important; However, our current eco-
system does not promote CET.
4. WSH Institute will revamp its T3 programme to address need
of Trainers.
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Thank YouThank YouThank YouThank You
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