New requirements or skills
Training needs may result from a wide variety of changes that affect skills. Examples include new State requirements, changes in certification requirements, grants or partnerships, insurance requirements, or added services. In some cases, a single change may affect many different employee groups in different ways. It is important to consider impacts on
performance requirements for different employee groups and to determine which employee groups will need “awareness,” which need “education” and which need “training.”
Conducting a learning needs analysis can help you determine needs as well.
For example, a Veteran’s Administration program has decided to hire paid peer specialists to work with case managers in 2-person teams. When veterans with co-occurring disorders who have been homeless are released from a temporary facility that provides treatment, the teams follows each client over a 12-month period, meeting with them with decreasing frequency. The new program will require training for both peers and case study managers to ensure they understand their respective roles and responsibilities.
For other resources on performance requirements, see the following:
- Performance requirements documentation in identifying and quantifying performance requirements, it is important to identify the reasoning behind a particular requirement.
- Get performance requirements right—think like a user – is an article by Scott Barber about how to get the most out of performance measurements. It provides strategies on how to keep it simple and avoid not doing them.
- Behavioral Pathway Systems has established a Strategy-Based Performance Management model that is based on six guiding principles. This model is used with organizations wishing to evaluate or re-design their performance measurement and performance management practices.
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