Discuss
Ask what was useful, what was unclear and which examples matched the work. Use a made-up scenario rather than naming someone receiving services.
For supervisors and training leads
Help staff use training after the course
A completion record tells you who finished. A short follow-through plan helps you check whether the learning fits the work and what support is still needed.
Follow your organization’s privacy and supervision procedures. Do not include names or private details about the people your staff support in shared notes.
Before staff begin
Choose one observable task relevant to a staff role and the organization’s procedures. Agree on the goal with a supervisor and a staff member. Identify how staff can ask questions and where to find current instructions and each person’s support plan.
Record a starting point using a de-identified practice example or another method your organization approves. Check for barriers such as scheduling, unclear instructions or missing tools.
After the learning
Check one task
Invite the staff member to describe or demonstrate the agreed task in an approved practice exercise. Compare it with the goal and your starting point.
Support and follow up
Provide the correct procedure, coaching or other support the person needs. Agree who will follow up and when, and ask what barriers remain.
Staff support for a particular person follows that person’s plan and the responsible clinical team. A course does not replace your organization’s supervision or required training.
Decide what to do next
Review the evidence with staff and supervisors: keep what helps, address non-training barriers, and identify a remaining learning need if one exists. Our training needs checklist can help with that decision.
Want to discuss a staff learning need? Email our team with the staff roles, setting and task you want to improve. Please omit names and private health information.
Further guidance
See CDC guidance on planning training evaluation and OPM’s planning and evaluation guidance.