Recreation and Parks Training and Development

1
Recreation and ParksTraining and Development

• A Model for Taking the Lead
• in Operational Training for
• Today and Tomorrow
• Presentation to Ontario Parks Association,
• September 2010

2
Leading Operational Training for Today and
Tomorrow

• Development of this Training and Development
  Model
• can be compared to planning and participating in
  a Race.

3
Leading Operational Training for Today and
Tomorrow

• 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

4
Leading Operational Training for Today and
Tomorrow

• Controlled Self Assessment (CSA)
• Need for programs that
• Say What You Do
• Do What You Say
• See That Its Done
• Legislative Compliance/Organizational Capacity

5
Leading Operational Training for Today and
Tomorrow

• 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

6
Leading Operational Training for Today and
Tomorrow

• TD 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

7
Leading Operational Training for Today and
Tomorrow

• TD Model Developmental Process Contd
• 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

8
Leading Operational Training for Today and
Tomorrow
Essential Components Creating Success

• 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

9
Leading Operational Training for Today and
Tomorrow
Essential Components Creating Success continued

• Internal Instructors Utilizes
  workforce knowledge,
• 
  ability for custom designed
• 
  practical training sessions
• High Satisfaction Level Increased
  staff morale gt
• 
  leadership roles
• 
  Repeat participation in sessions
• Cost Avoidance Savings to
  the Corporation
• Innovative Motivating
  for staff
• Training Conducted Quality
  Services for staff and public

10
Leading Operational Training for Today and
Tomorrow

• 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

11
Leading Operational Training for Today and
Tomorrow

• 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

12
Leading Operational Training for Today and
Tomorrow

• Developed Protocol
• Requirements gt Approved by Supervisors, Managers,
  Recreation and Parks Leadership Team
• Modules Developed gt Approved by Advisory
  Committee gt Supervisors Managers gt Health and
  Safety Committee for Equipment gt sometimes to
  RPLT
• Training Dates/Topics gt feedback from Adv
  Committee
• Training gt Supervisors Signature Required
• Documentation gt Sign-off form signed by
  instructor, employee, supervisor
• Parks Supervisor also retains a binder on site
  with records

13
Leading Operational Training for Today and
Tomorrow

• Cost Avoidance Summary Per Year (TD 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.)

14
Leading Operational Training for Today and
Tomorrow

• Four Segments of Training for Seasonal Staff
• Introductory/Sign-On Session
• Independent learning must complete quiz and
  sign-off
• City Wide Training
• Site Specific

15
Leading Operational Training for Today and
Tomorrow

• 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

16
Leading Operational Training for Today and
Tomorrow

• 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 Owners Manual
• Reporting Workplace Accidents
• SunSmart
• Your Safety Matters
• Were Working Together
• WHMIS

17
Leading Operational Training for Today and
Tomorrow

• 2.0 Independent learning contd
• 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

18
Leading Operational Training for Today and
Tomorrow

• 2.0 Independent learning contd
• Read material
• First day of work complete quiz
• Employee and supervisor sign-off
• Sign-off form sent to HR and kept on-site

19
Leading Operational Training for Today and
Tomorrow

• 3.0 Seasonal Staff City Wide Parks Training
• One 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

20
Leading Operational Training for Today and
Tomorrow

• 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.)

21
Leading Operational Training for Today and
Tomorrow

• 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

22
Leading Operational Training for Today and
Tomorrow

• 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.