5.  Staff Development

It is evident that staff need more than just ICT skills to feel confident working with the wide range of ILT/e-learning resources today. Staff employed in the education sector should be given support to develop confidence and competence in their ability to identify and apply quality information, in whatever media, to inform and add value to their working lives and to the lives of their learners.

a.     Analysis and understanding of staff development needs

      Identifying the skill level of staff is fundamental to the overall development needs within an ILT/e-learning strategy. Effective use of self assessment and training needs analysis tools can determine the nature and extent of the need.

b.     Staff development programme and delivery
A comprehensive and ongoing programme of training, based upon a staff ILT/e-learning skills audit, forms part of professional and personal development. Implementation will require a fresh approach in which ILT/e-learning becomes a fundamental feature of all staff development policies. ILT should be used in a variety of innovative ways to deliver staff development programmes e.g. interactive learning resources, use of a staff intranet or virtual learning environment (VLE)

c.     Making best use of enthusiasts
The delivery if ILT/e-learning may provide an opportunity to involve staff from a number of departments/occupational areas, at both senior and practitioner level, who have the knowledge, skills and subject interest to support a training programme. These individuals are often referred to as ILT Champions or E-Guides. Developing an integrated delivery team has the potential to enhance collaboration across departments/occupational areas, improve the content and relevance of the material and, in avoiding duplication of effort, maximise existing resources and expertise.

d.     Competence and confidence of trainers and assessors

      Trainers and assessors, whether full or part time, office based or peripatetic, must be part of any ILT/e-learning staff development strategy. Staff development should include solutions to ensure that trainers and assessors become competent and confident in skills to facilitate such models as blended learning, on-line learning, mobile learning, e-assessment and how the use of technology can enhance personalisation

e.     Competence and confidence of administrative staff

       Development of ILT/e-learning skills should apply to all staff employed by the organisation, including administrative staff. Administrative staff should have the necessary ICT/ILT knowledge and skills to develop and apply quality e-materials and administer on-line processes within their own roles and to provide appropriate support to their colleagues and learners. Examples of skills that may be required by administrators are:

• The creation of interactive personnel spreadsheets and Word forms e.g. holiday requests, expenses

• On-line learner registration with awarding bodies and for e-assessment

• The creation and uploading of interactive information, advice and guidance resources

f.      Impact of staff development on the organisation.

An effective ILT/e-learning staff development programme can play a significant part in an institutions aim to enhance its excellence in its quality of teaching and learning as well as its reputation with employers, funders, quality assurance agencies and the local community. Organisations should evaluate the impact of staff ILT/e-learning development by gathering feedback from staff, learners and employers on the effectiveness of, for example:

• Off and on-the job delivery of learning

• Quality and accessibility of learning resources

• Assessment

• Learner support

• Internal verification sampling

This qualitative evidence can then be included in the organisation's Self-Assessment Report and any improvements identified included in the Quality Improvement Plan.