2.7 Learning Issues and Models Used
2.8 Successful Communication Strategies
2.9 Program Barriers and Successful Resolutions
Municipal governments struggled with manager/ supervisor resistance to programs, the issue of training for shift and part-time workers and the decision to hold classes on employee or shared time. There was concern that ongoing costs would far outweigh the benefits to be gained. Solutions had to be found for workers who were "pulled" from training by supervisors whose first priority remained staffing for unplanned operational needs, such as major snowstorms. Many organizations needed to overcome the confrontational Labour/Management style of the day in order to move programs forward.
Successful programs ensured ongoing communication at all levels. They highlighted benefits regularly and addressed issues promptly. Scheduling became a nonissue once classes where made available at a variety of times in alternate locations and by offering "make-up" classes at the end of sessions. Early programs supported classes held on shared time. New programs have found that their motivated workforce is committed to learning on personal time, if access remains convenient and confidential.
| Our Legacy for the Millennium Project
Canadian Association of Municipal Administrators (CAMA)
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