Prepare To Scale Up

Training for scaling-up

Partners must answer several questions when developing a training system and structure for a regional or national level program.

• Who will provide the training at each level (national, regional, municipal/district, community)?

The answer to this question will depend on many factors including: who the implementing partners are and where their strengths lie; whether the intent is to sustain the existence of the training team over the medium to long-term; who has direct experience implementing the methodology; whether there are policies that dictate certain qualifications for certain levels of worker (if there are, these may be a barrier to having the most experienced field workers involved and you may want to explore the possibility of exceptions or changes in policy); and what resources are available (time, funding, space, human talent, etc.).

• What methods will be used (workshops, in-the-field observation and practice, coaching)?

It is helpful to develop a complete package of training materials to support a large scale effort, including manuals, training plans and curricula, and materials developed by the original project (adapted for the regional level if necessary).

• How will we assess and monitor the skills and needs of trainees over the life of the program?

It is not sufficient to provide only initial training. It cannot be assumed that trainees will completely understand and adopt new methods and need no further assistance. Staff training and development is essential to community mobilization because community mobilization approaches are intended to build community capacity, and results depend to a large extent on the ability of field workers to transfer multiple skills and technologies to community members and organizations.

Establishing systems that enable implementers to assess on a regular basis how they are doing and whether they need refresher training or additional support helps ensure that quality is maintained. This does not have to be a difficult or complex process. It may consist of developing a self-assessment tool that is administered once a quarter or every six months, coupled with field visits by supervisors and/or trainers. Monthly or quarterly meetings at which trainers and trainees can share their successes and difficulties and discuss common problems can be helpful if they are focused on results and how to improve the quality of the work.