MEETING THE CHALLENGE

QUALITY ASSURANCE

As a program grows so does its liability exposure. The best way to protect your programs is through consistency. If you know on any given weekend that any given instructor is delivering training in a way you find acceptable, in the event there is an accident you can feel reasonably sure that it was not instructor induced or a case of negligence. There are a number of ways we can assure quality without being excessively restrictive or structured.

Site Compliance Audit

Formal evaluations of the program at the site level (every site, at least once a year). All aspects of the program are looked at; classroom, classroom storage, range, range storage, equipment (including M/Cs and AV), and curriculum delivery in both classroom and on range. At the conclusion of the audit a formal report is written and sent to the program administration and all instructors involved.

The form used by TEAM OREGON is attached SITE COMPLIANCE AUDIT FORM The form is filled out in the field then taken to the office where the information is put in the Excel version of the form.

Technical Assistance Visit

An informal visit by a Trainer or designated specialist who works with the instructors for an entire course. Positive re-enforcement and coaching are provided on the fly. Notes should be taken by the Trainer so a debrief of the entire course can be done quickly at the end of the last day.

Mentor Program

Instructors just out of IP are rarely ready to manage an entire course on their own. Even if every detail of course delivery and reporting was covered in IP, it is unreasonable to expect a new instructor to remember all the details, much less be able to put them into action.

To make the transition easier, utilize some form of mentoring program. Mentors should be instructors who have at least one year of experience and a minimum of 16 courses. They should have a good grip on the all the workings of a course. Most importantly the mentors should be sensitive to the needs of the apprentice and able to provide what they need to realize success. The one thing that new instructors need (besides time in the saddle) is to experience success, frequently!

Have the new instructor work with a mentor for as many courses as needed to become comfortable and reasonably proficient. Our experience shows that four to six complete courses is the average time as an intern instructor. Don't expect perfection from the new instructor, rather the ability to meet the objectives fairly proficiently.

The "mentor" must be careful to provide what the "intern" needs without trying to provide all the detail and information they have gleaned over the years. The new instructor will gain all that detail over time. Protect the intern from information overload. For now they need success and consistency in the basics.

Determining when they are ready: After each week's activity communicate with the "mentors" to determine how each "intern" performed. Ask pointed questions regarding how the "intern" handled the various objectives. The questionnaire used by TEAM OREGON for "intern" sign-off is attached.