Study on WSH (ATP) Studies [Read-Only] · Among the ATPs surveyed, the 10 largest ATPs accounted...

Study on WSH (ATP) Trainers – Sharing of Key FindingsStudy on WSH (ATP) Trainers – Sharing of Key Findings

Li JunjieLi Junjie

Senior Manager, Planning and Evaluation Senior Manager, Planning and Evaluation

Workplace Workplace Safety and Health InstituteSafety and Health Institute

13 July 201213 July 2012

About WSH InstituteAbout WSH InstituteAbout WSH InstituteAbout WSH Institute

Progressing WSH in Singapore

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INDUSTRY

PARTNEREducating & Engaging

Stakeholders, Promoting

WSH

WSHCWorkplace Safety & Health Council

THINK TANK

Providing Insights to

Chart New Grounds for

WSH Excellence and

Innovation

WSHIWorkplace Safety & Health Institute

REGULATOR

Legislation, Policies,

Compliance Assistance &

Enforcement

OSHDOccupational Safety & Health Division

About WSH InstituteAbout WSH InstituteAbout WSH InstituteAbout WSH Institute

Develop and enhance WSH capabilities of company

leaders and senior

Provide continuous learning and development for WSH professionals and

specialists

Strategic Outcome

Centre for Leadership &

Professional Devt

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leaders and senior executives

• Strengthen and deepen competencies in WSH leadership

• Facilitate translation of knowledge into actions

• Develop an ecosystem to support the growth of WSH leadership

for WSH professionals and specialists

• Develop and offer programmes catered to WSH professional groups in the areas of (i) emerging WSH risks and (ii) new insights and solutions for existing challenges.

About the StudyAbout the StudyAbout the StudyAbout the Study

Why the interest in WSH Trainers?

� WSH trainers play a major role in contributing to safer and

healthier workplaces

� Direct influence on the competencies of workforce

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� Direct influence on the competencies of workforce

� Multipliers of essential WSH knowledge and skills and key

WSH messages to the workforce

Need to ensure our WSH trainers are competent, motivated

and passionate about WSH.

Objectives of the StudyObjectives of the StudyObjectives of the StudyObjectives of the Study

WSH Institute conduct a study on WSH Trainers early 2012. Key

outcomes includes:

a. Profile the current WSH Trainers

b. Identify knowledge needs among WSH Trainers

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c. Understand Trainer’s motivation and challengers towards

continuing education and training

d. Gather feedback on the Train-the-trainers (T3) Programme

How the study was conductedHow the study was conductedHow the study was conductedHow the study was conducted

Study Preparation

Data Collection

Analysis of Data

Follow-ups

ATP Site InterviewATP / Trainers

Focus Group

Discussions

Survey ATP and

trainers

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Data

Processing

Discussions

Findings &

Recommendations


Scope of data collection

• Survey sent out to all ATPs and 702 WSH trainers in Feb 2012. A total of 48 ATPs

and 210 Trainers responded when the survey closed on 5 April 2012

Study Preparation

Data Collection

Analysis of Data

Follow-ups

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• Arranged for 5 focus group sessions from 15 Feb – 25 Feb 2012

•3 focus groups involving ATP trainers

•2 focus groups involving representatives from ATP

•Visited 10 ATPs between 16 Feb – 14 Mar 2012

• Big to small size (in terms of number of trainers)

• Servicing different industry sectors


WSH Institute

• Relook at the WSH Institute’s Train-the-trainers based on feedbacks received

• Conduct in-depth study/evaluation on identified areas of concerns

• Benchmark for future studies

Study Preparation

Data Collection

Analysis of Data

Follow-ups

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• Benchmark for future studies

Stakeholders - MOM/WSH Council

• Provide feedbacks to MOM / WSH Council

• Assist in implementation of recommendations

Stakeholders – ATP/ Trainers

•Sharing of results and findings of study to ATP/ Trainers (e.g. ATP Forum)

• Reports/findings will be disseminated through our website

1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile

Understanding the profile of trainers allow MOM /

WSH Council/ WSH Institute to better tailored our

approach, strategies and programmes to enhance the

capabilities of our trainers.

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Part time / Full time

trainers?

At a Glance

Total number of trainers:

Approximately 1100 active ATP trainers in the industry

Part time vs full time:

About 30% are full time trainers, with the remaining 70% training part time.

1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile1. Trainers’ Profile

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Curriculum developers:

Only 27% of trainers responded are curriculum developers

Spread of trainers:

Among the ATPs surveyed, the 10 largest ATPs accounted for almost 550 (unique)

trainers, almost half the entire pool of active trainers.

On the other end of the scale, 37% of ATPs engaged 5 or less trainers.

With the exception of certain specialised topics,

trainers do not lack technical knowledge. However,

more should be done to ensure trainers are sufficiently

equipped on soft skills aspects.

2. Knowledge needs2. Knowledge needs2. Knowledge needs2. Knowledge needs

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Adequate technical

knowledge in topics

assignedAbility to apply adult

learning principles in WSH

training?

Adequate practical experience?

Well equipped to

prepare lesson plan?

What the ATPs say:

What trainers say

�Good technical

Knowledge (5.3/6)

�Able to apply

adult learning

theories (5.1/6)

�Good technical

Knowledge (5.4/6)

�Able to apply


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theories (5.1/6)

�We ensure that

trainers are

updated (5.2/6)

�Able to apply

adult learning

theories (5.2/6)

�I am updated

(5.3/6)

Perception on competencies of trainers is high … however…

We followed the CDA’s requirement, hence our trainers are

competent

Some gaps do exist, especially on specialist areas and soft skills

Site interviews


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… In-depth discussions identified specific areas of improvement

Focus group discussionDilution of trainers’ standards in recent years

Trainers lack adequate training delivery skills and design

and conduct of competency based assessment

Newer trainers need more help

In Summary :

- Perception among the industry is that Trainer’s WSH technical

knowledge is strong


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- However, concerns were raised on areas such as specialist

skills and training delivery skills.

3. CET among trainers3. CET among trainers3. CET among trainers3. CET among trainers

ATPs and Trainers agreed on the importance of continuing

education and training (CET). However, the current

landscape does not encourage, nor incentivise, trainers

towards CET.

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Training roadmap for

trainers?

Sponsoring trainers for

external upgrading

courses/

conferences/seminars?

Recognizing and rewarding trainers

after they attended skills upgrading

Any in-house

training?

70% sponsored trainers for upgrading

50% reward/recognise trainers after skills upgrading

48% provide training road-map and 50 % in-house

training

What the ATPs say:


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What trainers say

Only 30% are rewarded / recognised for their skills

upgrading

51% are provided a training road-map and 40% undergone

in-house training

Motivation for CET for (at most) half of our trainers

Facilitate CET mainly for in-house trainers

Little recognition for CET, except occasionally to allocate

more training hours or classes at higher level

Site interviews


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Focus group discussion

Do not sponsor or recognise part time / associate trainers

Not an issue among larger ATPs => what about trainers

from smaller ATPs and accredited, but “non-active”

trainers?

In Summary :

- Findings from survey, focus group discussion and site interviews

point towards a lack of motivating factors to encourage CET among

trainers


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- There are no tangible benefits for trainers to constantly upgrade

themselves

Awareness was high for the Train-the-Trainers

initiatives from WSH Institute. However, more need to

be done in order to translate this high awareness into

high participation.

4. T4. T33 Programme Programme 4. T4. T33 Programme Programme

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Are you aware of the T3

programme?Are the T3 programmes

effective?

Have you attended any of the T3

programme?

70% are aware of the T3 programme

20 % sponsored trainers for the T3 programme

35% found the T3 programme useful for trainers

What the ATPs say:


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What trainers say

59% are aware of the T3 programme

Only 16 % attended the programme

High awareness, low participation and perceived effectiveness

High Profile/ calibre experts with good practical

experience

Content tailored for trainers (subject matter experts)

Site interviews


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Practical element as part of the training

Lower course fee

Certification and recognition

Focus group discussion

In Summary :

- WSH Institute will relook at how the T3 programme can be

adjusted to ensure better quality and relevancy and value-

add.


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add.

-This would include:

- Engaging more strategic program partners

- Focusing more on specialist skills and training delivery skills

- Catering to needs of individual trainers

ConclusionConclusionConclusionConclusion

1. WSH Trainers = Multipliers of essential WSH knowledge and

skills and message.

2. Good perception of trainers competencies. However, specialist

knowledge and training delivery skills can be improved.

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3. CET among trainers is important; However, our current eco-

system does not promote CET.

4. WSH Institute will revamp its T3 programme to address need

of Trainers.

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Thank YouThank YouThank YouThank You

Study on WSH (ATP) Studies [Read-Only] · Among the ATPs surveyed, the 10 largest ATPs accounted...

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