What problem does it solve? Decreases the need for high salary trainers who may not have any direct experience in the topics they are training, eliminates travel reimbursements, and increases quality of trainings. Peer to peer training cohorts will foster a learning experience that will increase employee retention by setting a more realistic training environment. What is your solution and who does it apply to? Allowing local office staff to become trainers in the field to which they directly work in allows hands on training experiences for newly hired staff. For example, new case workers for DCPP, are trained by high salaried trainers who often have not worked as a caseworker themselves. Allowing current employees training access, can promote a more universal training experience for new employees to promote employee retention and a more concrete learning experience for new hires. -Provides practical experience instruction, instead of examples -Hands on training. Experience is the best teacher! -Practical experience opens the door to explore more ways to improve case practice -Peers can be more relatable What is the anticipated impact? Decrease the need for high salary trainers, promotes a more uniformed and practical learning experience for new hires and may help with employee retention. Investing in the training of new employees can help combat the high employee turnover rate. Staff will teach others as well as learn by fostering communication between peers. Decrease travel reimbursements Increases the quality of training of new staff
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