ADID 2: Cours-projet / Dispositif de formation: CARING FOR WATER

Introduction

Sujet: Formation des ambassadeurs de l'initiative Caring For Water → mise en place du standard AWS (standard sur la gestion des ressource eau).

Rôle de ces personnes:

• Obtenir la certification de leur site pour la conformité au standard AWS (Alliance for Water Stewardship)
• Trouver les initiatives locales
• Convaincre les cadres de l’entreprise de réaliser les projets
• Communication des résultats

Objectif du cours connaître le standard Water StewardShip et initier les projets + communication

Background des personnes visées par la formation:

Personnes désignées par l’entreprise ou volontaires, majoritairement travaillant déjà en environnement ou en communication/public relation

Compétences transversales mobilisées/à développer:

New Vision for Education Unlocking the Potential of Technology[1]

• financial literacy
• Cultural & civic literacy
• social & cultural awareness
• critical thinking / problem solving
• creativity
• communication
• collaboration
• initiative
• leadership

>>> les distribuer au long des modules, combinées [ou individuellement (??possible, utile, )]

Scénario d'apprentissage: Modalités: Alternance: présence - distance; individuelle - collaborative; synchrone - asynchrone

Modules: Le cours est composé de trois modules principaux

• Présentation du standard AWS ( présentation du standard + travail sur les step 1-2)
• Mise en place effective du standard AWS et mesure des effets (Step 3-4 du standard AWS)
• Communiquer sur les réalisations dans le domaines de la gestion des ressources en eau (Step 5 du standard AWS)

- Icebreaking / cercle de confiance à définir? - Ateliers Collaboratifs par exemple de construire une communication

Besoin de Support Enseignant:

— Feedback/validation sur la proposition de Scénario

— Questions techniques / pédagogiques / vérification de théories etc.

Projet: CARING FOR WATER

Objectifs visés par la formation

Job description des Champions AWS - Caring for water: [2]

Matrice de compétences

AWS competency matrix [3]

AWS competency matrix

Compétence	Description	"Knowledge not acquired/required” (Level 1)	"Basic knowledge, but no competency” (Level 2)	"Can practice with help” (Level 3)	"Can do alone” (Level 4)	"Can train others” (Level 5)	Required level before course	Current level	Expected level for the role	Gap	Priority	Action
TRAINING TECHNIQUES	"Training techniques comprises of Trainer's personal qualities, Behavioural and Learning styles, Adults' Learning Process, Presentation skills, Audience management and Learning Evaluation. This Competency is about being able to delivery a successful training by applying these techniques and checking its effectiveness."	"Knowledge not acquired / required"	Employee attended to a Train the Trainer session and successfully passed the Learning Evaluation tes. He / she knows the difference about the 4 levels of evaluation (experience, learning, behaviour and impact).	"Level 2 + Employe is able to recognize his / her own style as a trainer and explore the other styles when necessary. Uses interaction and different activities during the training to motivate and accommodate the different learning styles. Employee applies the Feedback Survey to measure the quality of his / her trainings. Employee is able to design Learning Evaluations to check the training effectiveness (learning and behaviour)."	"Level 3 + Employee can make an effective presentation by using posture & movement, facial expressions, gestures and voice to achieve the expected result during one presentation. Is able to manage the audience. Employee uses the feedbacks to improve the training material / dynamic as a routine. Employee measures the impact of the training on the business result."	"Level 4 + Employee is able to teach others on how to teach and measure training effectiveness."	2		4	4
COACHING TECHNIQUE	"Everyday Coaching Model's heart is Rapport and it takes into account the process, the necessary skills related to Listening, Questioning, Feedback and Challenge and the roles a Everyday Coach plays: Teacher, Guide and Facilitator. These set of skills are about being able to help others to unlock their potential and improve their performance."	"Knowledge not acquired / required"	Employee attended the Every Day Coaching session and successfully passed the Learning Evaluation test.	Employee is able to run various coaching sessions, mentored by a peer	Employee is able to run various coaching sessions, on his own. The mentor and manager, or LDV pillar has validated formally the competency	Employee is a lead coach, level4 + validated as mentor for other coaches	2		4	4
GO-SEE-THINK-DO	Know how to do basic problem solving using the tools in the GSTD template such as check points, problem description, cause and effect diagram, 5 Why's, Action plan, standard improvement, OPL's	No knowledge of Go-See-Think-Do (GSTD)	Employee has attended a GSTD training and has acquired theoretical knowledge about basic problem solving	"Level 2+ Employee has participated in some GSTD's. Follows the methodology, can define the problem statement and can identify some of the root causes, but more root cause analysis is required. The action plan and its follow up to guarantee the sustainability is correctly done."	"Level 3+ Employee has participated in many GSTD's. Root cause analysis is exhaustive, moreover the employee gained a deep understanding to the problem. In addition to the action plan, he/she knows how to standardise the solutions and makes sure all people involved are communicated and trained and can apply the new standards."	"Level 4+ Employee can train and coach others on Go-See-Think-Do."	2		4	4
MANAGEMENT OF CHANGE	Management of change is one key component of the SH&E Management Systems and needs to be enhanced at all levels. The ability consist in identify when a change is happening and needs to be activated the management of change process.	No Knowledge about Management of Change	Employee has attended the training of Management of Change and know the definition on changes and the basic principles and tools to manage changes.	"Level 2+ Employee can apply the management of change process identifying changes that needs to be analyzed with help and support of key functions."	"Level 3+ The employee can apply different techniques to analyze changes and propose corrective actions when needed."	"Level 4+ Employee can teach others about the management of change process on the facility and is able to propose improvements."	2		4	4
AWS Standard	It is required that the employee gets a full understanding and exhaustive view of all elements of the AWS standard	No knowledge	Employee has attended the AWS champion training	Employee is able to integrate an AWS champions team and to take actively part to the various implementation projects	Employee is able to lead an implementation team, with the help of a qualified peer	Employee is able to lead an implementation team and mentor other champions	1		5	5
AWS step1		No knowledge				Employee is able to run implementation of AWS standard and conduct related project for his site and can mentor other champions/sites in this process. This includes leadership work with local stakeholders, communication skills. + the employee has reached level 5 for each AWS step	1		5	5
AWS step2		No knowledge					1		5	5
AWS step3		No knowledge					1		5	5
AWS step4		No knowledge					1		5	5
AWS step5		No knowledge					1		5	5
PROJETC MANAGEMENT	It is expected the the ASW champion is able to support his/her site in implementing the projects to reach AWS certification. For this, he/she must get competence in project management and understanding on how to lead different cross functional teams. Project management includes, but is not limited to : objective setting, effectiveness measurement planning, gouvernance implementation, time framing, budget preparation etc.	No knowledge	Employee has attended the PM basic training and successfully passed theoretical evaluation	Employee has been part of project teams, with full responsibility of one aspect of the project	Employee has been part of at least 3 project teams, with full responsibility of one aspect of the project	Employee has been leading projects on his own and is used to manage cross functional teams, and/or project teams	1		5	5

Contraintes

• Deux contextes possibles d’utilisation, qui vont dépendre du profil des participants:

—Cours dans le cadre d’une prise de rôle en entreprise.

—Cours ouvert à tout participant intéressé

• Dans le cadre d’une formation proposée par une entreprise:

Les participants sont donc déjà en emploi. Qu’ils aient manifesté la volonté de devenir champion waters stewardship ou qu’ils aient été désignés volontaires, ce sont des personnes qui ont déjà une occupation professionnelle.

Leur formation se fera dans le cadre de leur travail et donc le temps à y consacrer devrait idéalement être prévu pour se faire pendant les heures officielles de travail et ne pas générer de temps de travail additionnel plus que nécessaire.

En outre, les participants étant potentiellement basés sur des sites géographiquement différents et éloignés, on considère qu’il faut limiter les déplacements liés à des séances présentielles et en tout cas faire en sorte de “grouper” ces cessions.

Il faut garder à l’esprit que en cas de séance en présence, idéalement le bloc ne doit pas durer plus de trois jours.

Références

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