Professional development
Help people work toward their next role. Connect plans and mentoring to training and deployment reviews.
Mentor relationships with dates and history
Learning a new role often involves support from someone with experience. A mentor supports a person’s development. Staff can record when the relationship starts and ends. Meetings and reviews stay attached to that relationship.
Earlier mentors remain in history. Assigning a mentor does not give that person the right to award a qualification.
Individual plans and evidence of progress
A person working toward a new role needs a clear path to follow. A development plan states what a person is working toward. Goals can link to courses and milestones. The person records progress and supporting evidence.
A reviewer checks the work separately. Linked development records let authorized staff inspect related history.
Deployment performance reviews
Time in the field can show how well a responder puts their training into practice. Deployment reviews record how a responder performed during an assignment. The review uses the deployment and supervision dates. Incident rules determine when a review is due.
A correction keeps the submitted review. It adds the changed version and the reason. Staff can inspect both.
Development connects to readiness
Development is easier to follow when goals connect to the work needed to reach them. Development plans can point to the training a person needs for a new role. Readiness checks whether they have met the qualification requirements.
Training-needs reports show where learning is still missing. Program owners can use that information to plan classes and follow progress.