Tools to help you plan and
support self care
Training needs analysis
Why you should use this
Identifying training needs is a generic task that every practice team should be able
When to use this
It is useful for a team leader, supervisor or manager when putting together the annual
training plan for a team. Undertake this exercise at least annually as a routine, for
everyone in the PCT or practice, or in a focused way when a new initiative or way of
working is contemplated.
What to do
Compose an annual training plan for the PCT/practice team. Record information
about staff training needs in respect of the essential or special services you provide (see
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Expected benefit to
How it works (insight)
Collecting information from various perspectives enables you to record current perceived training needs, and anticipate the new knowledge and skills and attitudes that will be required, for example, in developing an integrated resource to support self care. It is a good repository for the learning needs identified at people’s appraisals from across your PCT/practice.
Whom to engage
Individuals and team leaders who represent a good cross-section of the workforce in your PCT/practice.
How much time you should allow
You will be lucky to complete this over a month’s period, cajoling everyone to contribute information from appraisals and training needs questionnaires. The time to collate the responses and chase non-respondents will depend on the size of your organisation.
What a facilitator should do
Establish a routine so everyone in your PCT/practice contributes information about training needs at a particular time of year and can time annual appraisals accordingly. Agree a standard questionnaire to ascertain training needs so people know what to expect and can gather information proactively.
What to do next
Agree the format and timing of any training in relation to supporting self care, with
team leaders and others who are key to providing information. Team leaders and line
managers should agree what training an individual will undertake as a result.
What makes it work better
- Keeping any enquiry about training needs to a simple format, making it obvious
that there will be resources to provide training to address needs.
- Collecting objective evidence of training needs.
What can go wrong
- Team leaders and others do not co-operate with completing the training needs
enquiry, making analysis difficult.
- The process lags on over too long a time interval, or there is limited or inappropriate training on offer, and everyone regards the training needs analysis as a waste of time.