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Module 3

1. Local organizations can become local trainers by developing expertise in biosand filters and water, hygiene, and sanitation issues and having training facilities or experience. 2. Trainers must plan workshops, set up facilities, practice teaching, and develop budgets, schedules, teaching strategies, and materials. 3. Follow up with trainees is important to reinforce skills, review facilities, solve problems, and complete reports to improve training programs.

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128 views

Module 3

1. Local organizations can become local trainers by developing expertise in biosand filters and water, hygiene, and sanitation issues and having training facilities or experience. 2. Trainers must plan workshops, set up facilities, practice teaching, and develop budgets, schedules, teaching strategies, and materials. 3. Follow up with trainees is important to reinforce skills, review facilities, solve problems, and complete reports to improve training programs.

Uploaded by

api-3803750
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
You are on page 1/ 6

Module

3.5
3.5 Local Trainer

A local partner organization first develops expertise in the BioSand filter,


implements an effective filter program, and expands knowledge of water,
hygiene and sanitation issues. Eventually, if the organization has training
facilities and/or experience, that partner may develop into a local trainer.
Module 3.5 Local Trainer

3.5 LOCAL TRAINER...................................................................................................................................1


INTRO TO BEING A LOCAL TRAINER ....................................................................................................................2
Role of a Local Trainer...........................................................................................................................2
Expected Participants.............................................................................................................................2
Training for the trainer...........................................................................................................................2
GENERAL KNOWLEDGE.....................................................................................................................................3
PLANNING A TRAINING WORKSHOP.....................................................................................................................3
Setting up................................................................................................................................................3
Practice, Practice...................................................................................................................................3
Training Facility.....................................................................................................................................4
Budget.....................................................................................................................................................4
Scheduling...............................................................................................................................................4
Teaching Strategies.................................................................................................................................4
Materials.................................................................................................................................................4
FOLLOW UP.....................................................................................................................................................4
1. Reinforce worker skills.......................................................................................................................5
2. Review workshop/production facility and solve problems..................................................................5
3. Complete a summary report of the follow-up visit.............................................................................5

Intro to Being a Local Trainer


Role of a Local Trainer
The local trainer should live and work in the country and area where the training takes
place. There are several reasons for this which should be abundantly clear to those
involved in International Development. A short term out-of-country trainer lacks
considerable knowledge that is essential to effective delivery of training to local people
who will work with the local population.

Expected Participants
Selected individuals from organizations that have existing training facilities, are already a
college or adult educator institution with a focus on developing country issues.
Participants may have teaching skills, a technical background, be fairly well educated,
and be very familiar with water, sanitation, and hygiene issues.

Training for the trainer


The local trainer, as a minimum, would take CAWST’s 4-day Project Implementer’s
workshop. Preferably, further training workshops would provide additional skills that
would be useful to the trainer.

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Module 3.5 Local Trainer

General Knowledge
Local trainers are taught the full curriculum, and then they take that material and revise it
to make it site specific for the filter technicians, community stewards, and program
organizers that they would teach. We provide the base material and topics but they
customize it to fit their students. Trainers should be familiar with the following material:

General Water and Sanitation Issues


Water Cycle
Water Contamination
Global Issues
Microbiology and Epidemiology
Sources of Water
Safe storage of water
Good hygiene practices
Sanitation
Water Quality and Testing
Modules 1.1 – 1.9

BioSand Filter
What is it?
How is it built?
How is it installed?
How is it used correctly?
What the filter user should know
How to maintain the filter

Training Courses
Program Organizer
Filter Technician
Community Steward

Planning a Training Workshop


Setting up
It is important that the Trainer set up a good facility and system before actual training
classes take place. See steps 1-6 of the 11 Steps to Program Implementation handout. As
well, demonstration filters should be constructed and installed as per Step 6. By doing
this, the trainer will be able to build up the physical facilities as well as developing
his/her own skills in filter construction.

Practice, Practice
Test the adapted course materials during one or two training courses before they are used
on a larger scale. It often takes several courses before a facilitator becomes confident with
the course content as skills increase with additional practice in facilitation.

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Module 3.5 Local Trainer

The following aspects need to be considered by the trainer when planning a workshop.

Training Facility
Classroom
Shop
Living Accommodations for students

Budget
Expenses
Equipment
Labour
Consumable Supplies
Income
Workshop Fees
Subsidies
Outside Funding

Scheduling
Sample Workshop Agendas

Teaching Strategies
Different Learner and Techniques
Lesson Plans

Materials
Power Point Presentations
MS Word Student Manuals
Filter Booklets
Demonstrations
The course requires that participants have adequate reading abilities; even so, the existing
training materials are not designed for self-instruction but require the presence of trained
course facilitators.

Follow up
The work environment is often very different from training settings. Support is required
to enable the filter technicians (FT’s) and community stewards (CS’s) to apply their new
skills in practice, and to address barriers to providing good products and services.
Follow-up is, therefore, an essential component of the training process to reinforce skills
acquired during training and to solve problems encountered during the implementation of
a filter program.

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Module 3.5 Local Trainer

The follow-up of trainees (especially the filter technicians) is an essential part of training.
It is important in helping the trainees to start using newly acquired skills in their own
areas and with their own facilities. The Trainer should conduct follow-up visits since
he/she is probably the only one with sufficient skill to correct poor practices and suggest
improvement to the trainees.

The objectives of follow-up are to:


• Assist CS’s and FT’s in the transition to their own projects, areas and facilities
with their own clients
• Reinforce all the skills the trainees learned in the training program
• Identify problems faced by the CS’s and FT’s in managing their work and help
solve these problems
• Collect information on the performance of the CS’s and FT’s, and the conditions
that influence performance, in order to improve implementation of filter programs

Follow-up visits shortly after training help motivate the CS’s to identify and resolve
problems, and to encourage early success in applying newly acquired skills.

Information from follow-up visits stimulates new ideas for further training and provides a
tool to evaluate how well the trainees have absorbed the material that has been provided
to them through the workshop.

1. Reinforce worker skills


By doing a follow-up visit, the trainer helps to reinforce the FT’s skills by:
• Identifying and solving production, installation or business problems
• Reinforcing and encouraging the practice of various skills
• Demonstrating correct practices when necessary
The trainer also encourages the regular use of the job aids – the quality control check list,
the installation check list and ….

2. Review workshop/production facility and solve problems


The trainer checks the:
• Work space, tools and equipment
• Condition of mold
• Organization of workspace, tools and raw materials
• Quality of records
• Availability and quality of sand, cement, water and other supplies
The trainer meets with the Filter Technician to discuss any problems noted, review
procedures, and identify solutions.

3. Complete a summary report of the follow-up visit


Before leaving the FT’s facility, the Trainer completes a brief summary report. The report
outlines the results of the visit, describes action taken to reinforce good practices and to
solve problems, and identifies additional action needed. He/she retains a copy so that

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Module 3.5 Local Trainer

progress can be reviewed on a periodic basis and used for feedback to the FT and as input
for improvements to upcoming training programs.

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