Train the Trainers consultation

Reviewing Train the Trainers May-June 2013

Background

We have now completed our first year of this programme in 2012-13. 32 people have been accredited on three different courses, two in London and one in Manchester.

We agreed to reflect on its successes and challenges through a review.

But one piece of advice I have received from more than one community member 'don’t judge too quickly – these things take time'. I agree but we can learn a lot already.

Our events are our showcase to the world. They need to be of high quality with competent and sympathetic trainers. Conversely badly run, boring sessions will alienate potential editors.

Aim of review

• To review the programme to date, its progress, its value and do a simple SWOT analysis.

Methods

• Questionnaire of participants
• Interview with providers, i.e. Midas and Andy Mabbett and Charles Matthews
• Data gathering
• Producing final report for discussion
• Using feedback from attendees directly from the training weekends (Gathered at time and from Survey Monkey poll).

Issues to particularly consider

• Accreditation and its purpose + methods
• How the courses work:

• How were the days for the participants
• Follow up / refresher days
• Learning materials to take away
• What did they learn
• Are they using these skills?

• The use of the VLE and its next steps

• How do we make it more accessible?

• Location of courses and the future

• Future potential

• How we are using the trained people

• Helping them initiate training -offering template options
• What support do they need?

Measuring the programme

• How many training days delivered?
• How many trainees kept editing
• How many edits did they make, how many pages created?
• How we support the newbies after their training

Outcomes

Analysis of impact and potential impact.

Recommendations for future progress or cessation.

SWOT analysis

Initiated Wednesday 22 May 2013

Strengths	Weaknesses
High impact on the participants – feel involved and rewarded with 1:1 feedback. Has created a pool of good trainers thereby building capacity. Has demonstrated WMUK's commitment to training. Has created a shared set of training values and language. Has created new ideas for training and materials needed. Trainers have also picked up other skills e.g. communications, support and feedback. Has given WMUK kudos with other chapters and within the movement. We have created an expectation of high quality training. People have been able to network face-to-face. Has raised the profile of WMUK. Has a system of accreditation and certificates. Established relationship with Midas has created added benefits.	Have not been enough sessions yet Only two days – could be longer Not enough lead trainers - people who can confidently run a Wikipedia workshop session and assess other trainers. Modules good but not being shared. VLE not properly joined up with the programme. We are not keeping in touch well enough with the trainers. New trainers need more standard presentations/curricula/modules. Not enough follow-up to the events. Expensive outlay – need to assess cost benefit. No metrics for following up on edits. Trainers not taking initiative to set up events themselves, resulting in small number of events available for them to train at. No route to development for trainers. After the session trainers know how to train but can lack information as for how to run Wikipedia workshops We geared up our supply of trainers but didn’t balance that with an equivalent program of events that would use them.
Opportunities	Threats
We can develop teaching resources We can gather modules and adapt and share them. We can talent spot future training leaders and community activists. Develop current cohort with more training and keeping in touch regularly. We can adjust culture to be more welcoming to newbies. Develop different training fora to support more volunteer/member development. Can act as a spur to developing the community. A volunteer to coordinate the support of trainers (e.g. Doug emailing trainers every quarter talking about upcoming events and trainer resources). Refresher sessions to keep trainers using their new skills If we can get the events going we can supply lots of trainers.	Lack of admin time to support the trainers and gather metrics on their impact (events stats) We have lost some people who had potential. Need more personal love and support for trainers. Lack of capacity to develop new events Skills atrophy through lack of use Loss of momentum of programme. Lack of ownership from within staff. (? - several members of staff are using the list of trainers) Are the workshops that the trainers are delivering effective? We are not recruiting many new members.