BTSR guidebook ~ Training & skills self-evaluation
Overview
Purpose
This guidebook is a companion to the online self-evaluation and the case study portfolio (PDF). It is intended to provide a working tool for more in-depth analysis and reference. It:
- contains more-detailed definitions and examples of performance across each of the seven self-evaluation strands
- gives examples of what is required in each strand to move from None, through Base and onto Medium and High levels
- provides strand-specific links to the case study portfolio.
Structure
The guidebook follows the structure of the self-evaluation grid. For each intersection between a strand (row) and level (column), the guidebook has material on:
- Hallmarks – the key features of each level
- The benefits and risks of occupying each level
- Practical help with evaluating your provision
- Reference material
- Examples
- Suggestions for how to reach the next level
- Case studies that illustrate high provision.
Comment facility
There is a facility for you to add your comments at any intersection. In particular, your suggestions for references would be particularly welcome (see the References tab at each intersection). Please take a moment to suggest further links in your comments.
Once added, your comment will be visible to all users.
Unlike Wikipedia, this isn’t a free-for-all. But every suggestion will be reviewed by our editorial team. Once approved, it will be incorporated into the grid or guidebook. If you think you can improve the descriptor or – even better – suggest sources that improve this resource for colleagues across the industry, we want your suggestions. Of course, if you disagree with any element then please say so.
Language
We prefer to use terms as follows:
- Training: (1) structured events, activities, materials, situations and other interventions intended to help people acquire knowledge and skills; (2) processes of creating and delivering training interventions, and of assessing their effectiveness
- Training intervention: see meaning (1) of Training
- Trainer: Person skilled at some or all of:
- designing & creating training interventions
- delivering training interventions
- assessing the effectiveness of training
- managing other trainers
- Learning: the intended outcome, for participants and their organisation, of training
- Learner: participant in training (we prefer Learner to Attender because attendance alone is not enough)
- Development: those aspects of training that involve no facilitator or structured materials; almost always preceded by “Training &”.
It is the current trend, in some quarters, to use Learning to carry the meaning we give to Training. We resist this fashion because:
- it gives the word Learning too much work to do while Training stands idle
- it can muddle the distinction between learning (the intended outcome) and training (a means for achieving it)
- it tends to devalue the professional skills of trainers
- we are not the BLSR!
