Here is a listing of some highlights that Frontline Supervisors will experience during the on-site workshops conducted by those who completed the NADSP Frontline Supervisor Train-the-Trainer Curriculum.
Icebreaker, objectives of the program and setting the stage.
We explore why we need to develop and fortify Frontline Supervisors (personal outcomes, financial efficiencies, turnover decrease, staff morale are all parts of “why” we need this program) NADSP “believes” that Frontline Supervisors are the key to quality improvement in all organizations supporting people with disabilities.
The 15 validated competencies are explored and become ultimately the lenses through that Supervisors observe and evaluate their staff.
The 11 nationally validated Supervisor competencies are explored. These are the foundation of high-quality Frontline Supervisor Competence and serve as the basis for developing oneself as a manager, supervisor and leader.
The values of direct support practice are experienced in an interactive session where participants use the NADSP Code of Ethics in situations of supervision.
Throughout the workshop there are fun and educational “homework activities to inspire, challenge and keep the learners engaged.
Critical to the retention of DSPs is the art of the “good hire” and the orientation of prospective and new staff. This session explores the use of Realistic Job Previews, interview techniques and how to engage direct support professionals in their initial and ongoing development as professionals
Throughout the course of boot-camp this dynamic is discussed, challenged and reconciled. Management and leadership are not exclusive components of the Frontline Supervisor’s practice. They occur together.
Confronting, counseling, correcting and other difficult discussions are a daily part of a supervisor’s role with subordinates. We use role-play and the sharing of personal stories to explore this challenging topic.
“Baby-boomers”, “Generation X-ers”, “Millenials”. Volumes have been written about these different “types” in the workforce. We discuss the ways and best practices of communicating with a multi-generation workforce and how to navigate the many styles of communication, learning, understanding ways to lead each generation.
We have developed a standardized and universal performance evaluation tool. The session looks at how supervisors can move from an “annual” performance appraisal and use the NADSP Evaluation tool as an ongoing development tool.
Teams are established and the objective of this team/leadership building activity is that each team is charged to create an unusual product from inception to final reveal. The product is to be “marketed” as a single egg point of purchase item. Participants process their experience in light of the themes of teamwork, leadership, trouble-shooting and creativity.
The culmination of the entire experience of the training is continued in a final plan of professional development for the participants. Everyone commits to a plan that will encourage continued professional development using the National Frontline Supervisor Competencies.
In an effort to measure the efficacy of the NADSP Frontline Supervisor Training and Curriculum we will administer an evaluation and survey. In partnership with the University of Delaware, the NADSP will measure the effect of the experience, material and overall program.