By Jacki Pritchard
Organisations operating with susceptible adults are more and more discovering they must teach employees internally to develop into running shoes at the factor of grownup abuse and new executive laws skill this development is probably going to proceed. according to the author's significant adventure of teaching practitioners, this well timed and sensible handbook may help businesses increase powerful uncomplicated understanding programmes. turning into a coach in grownup Abuse paintings offers with a complete variety of matters together with choice of running shoes; practicalities similar to venue, gear, refreshments; coverage, legislation and evaluate and hard concerns starting from disclosure and confidentiality to insecurity and time administration. in addition to this step by step suggestion, the e-book includes routines and worksheets, making sure it's a useful source in addition to an invaluable reference for these businesses, throughout all sectors, excited about grownup abuse paintings.
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Additional resources for Becoming a Trainer in Adult Abuse Work: A Practical Guide
Hodkinson and M. Issitt (eds) The Challenge of Competence. London: Cassell. Yelloly, M. and Henkel, M. (1995) Learning and Teaching in Social Work: Towards Reflective Practice. London: Jessica Kingsley Publishers. 41 Chapter 3 Training and Supporting the Trainers Organisations that are going to develop a pool of trainers to provide basic awareness training on adult abuse must take time to consider how they are going to recruit suitable practitioners and managers to the pool. In the previous chapter we gave consideration to who should train, but that does not solve completely the problem of obtaining the right people for the pool.
They will use the time to reflect and then cut off. We all need different things to help us relax. I have to have complete silence in the car after a training course; I know colleagues who are the complete opposite – they have to have music blasting away. Some will go for a drink, others will go for a workout in the gym, others will sit and watch the soaps on TV! It is important to do a totally different activity. Final comment This chapter has shown the amount and depth of support which organisations must provide for trainers if they are to be valued and sustained.
Who is going to monitor and evaluate their performance? • What happens if a trainer is not performing satisfactorily? • Do we need time-limited contracts? © Jacki Pritchard 2001 36 SELECTING A POOL OF TRAINERS The selection process After the initial planning stages, there needs to be a very clear selection process and stages need to be followed: SELECTION PROCESS • Deciding criteria for selection – equivalent to developing a job description and personal specification. • Advertisement – be clear about what is expected of the trainer re time commitment, training for the pool, provision of courses, support, evaluation of performance.