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Good morning - Molweni - Morre - Sambonaya

Good morning - Molweni - Morre - Sambonaya. Big-5 in service training extension. Big-5 in service training extension. Overall goal Training and education delivered by CIAT (Fort Hare & Fort Cox) contributes to improvement of the quality of

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Good morning - Molweni - Morre - Sambonaya

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  1. Good morning - Molweni - Morre - Sambonaya Big-5 in service training extension

  2. Big-5 in service training extension Overall goal Training and education delivered by CIAT (Fort Hare & Fort Cox) contributes to improvement of the quality of extension services in support of emerging farmers and (other) beneficiaries of Land Reform in the Cape Provinces

  3. Big-5 in service training extension Specific objectives • Improved performance in extension • Proper policy implementation by extension • Improved communication within the extension services

  4. Big-5 in service training extension Two categories of trainees • Teaching staff CIAT, Fort Hare & Fort Cox • Frontline extension officers in the Cape Provinces

  5. Big-5 in service training extension After the training the core trainers should • Have upgraded their training skills and methodology • Have updated know-how of actual practices, trends & developments in extension • Be able to give proper continuation to in-service training of extension staff in the Cape Provinces • Have mastered participatory training methods to facilitate adult learning • Have learned how to stay informed about relevant developments in their professional field

  6. PCM: Big-5 in service training extension The nested nature of training needs of core-trainers Training needs of core-trainers are partly conditioned by the gaps and shortcomings in skills, knowledge and attitudes of the extension field staff they have to assist by providing training

  7. Big-5 in service training extension Training purpose: To bridge the gap between actual performance and the performance required Set-backs: Job profiles reflect immediate implementation tasks rather than mid-term development goals and long term strategies Provincial departments are struggling to conceive proper policies

  8. Big-5 in service training extension • The sector is undergoing profound changes • Future is quite unpredictable • Skills, know-how and professional competence of extension staff should be commensurate to the tasks asked to perform • Mid- and long-term solution: reform the education system • Short-term solution: regular and substantial in-service trainingbased on periodic, momentary appraisal of job requirements

  9. Big-5 in service training extension • Field staff need a solid set of basic knowledge and skills for a wide range of problems they are facing • Two TNA surveys in Oct and Dec 2005 • Workshop cum training for team of core trainers in the Netherlands in May 2006 • Draft curriculum for the in-service training course • Planning and programming • Implementation (N/W: Aug–Dec 06; E: Nov 06–Jul 07) • Evaluation

  10. Big-5 in service training extension Survival toolkit for extension staff: • Accountability • Motivation • Sustainability • Context • Synergy

  11. Big-5 in service training extension Rhino Systems approach; Food security; Livelihood strategies; Production systems; empowerment & policies Lion Farm economics; gathering information; keeping records; setting priorities & decision-making; farm management and business planning; on-farm/off-farm income Elephant interpersonal communication; personality features; learning styles, adult education; qualities extension staff Buffalo group dynamics and facilitation; decision-making; leadership; representation and accountability; conflict management Leopard extension management; communication, planning, co- ordination, monitoring & evaluation; development and building capacity

  12. Big-5 in service training extension • 3 venues with 3 trainee groups ( 51 trainees) • 3 trainers (the same team over and again) • 5 modules in 3 sessions (with assignments for 6 weeks intervals) • 2 venues with 2 trainee groups (29 trainees) • 4 trainers (3 different teams) • 5 modules in 3 sessions (with assignments for the 2 and 3 months intervals)

  13. Implementation

  14. Big-5 in service training extension • Trainee selection (criteria?) • Slotting learning effects into the job reality • Trainees’ reactions • Effectiveness of assignments • Evolution of course contents • The logistics, organisation, follow-up capacity • The training of trainers effects • The elusive quality jump (chicken or egg)

  15. Thanks for your attention - Siyabulele - Dankie Ngabonga! Big-5 in service training extension

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