TRAINING NEEDS SURVEY

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The following survey was undertaken to demonstrate the need for training and to understand the requirements of people within the social change movement for training. In late 1996 Environment Movement Training Working Group surveyed the major environment groups, conservation councils and environment centres in all States. Approximately eighty survey forms were distributed . The survey asked what training had taken place during the past three years; what had and hadn't worked for them in training they had done; what had been spent on training; their planning for future training; attitude towards pooling resources with other groups; and a rating of usefulness of training topics in 20 different areas.

Summary of results

33 groups responded. Overall very little training was being done. It was obvious that training and support work was given low priority when allocating group time and money. There was also a high perception of obstacles to accessing suitable training. When specific topics were outlined a high percentage said they would find these useful. There was also considerable enthusiasm for pooling resources with other groups: 78% said joint training would be useful.

What has been done
According to these responses, during the past three years there has been a very low level of training in the environment movement and very little planning for future training. 3/4 said they had had no training in the last 3 years.

The 1996 National conference of Conservation Councils and Environment Centres in Adelaide provided a smorgasbord of training workshops over 4 days, and this training was the only training that many individuals had done. 18% said the training at the Adelaide conference was all they had had. Many groups had done no training (approximately one third) and of those that had done some training, only a few people in the groups got to participate.

Overall a minority had trained in any particular area. The most common training topics were in computer and office related skills such as email/Internet training (31% had done computer training.). 15% had done some media training and in a very few organisations there was some one-to-one passing on of skills. Very little training had occurred in other topics - mostly campaign information related, a little bit of conflict resolution and public speaking. There was very little been done on volunteer management, community education, planning, public speaking etc even though they say it is important.

What worked well
The Adelaide conference opportunity, which provided a wide range of topics and the opportunity for discussion with people from other groups was mentioned positively a number of times. Quote: "I found the training at the nat. conference excellent ..I returned motivated & inspired, which flowed to other members." On-the-Job training in practical skills had some positive mentions. Training that was relevant and had immediate application was also mentioned. There were negligible comments on what was not useful.

Spending on training
Greenpeace had an identifiable training budget, but most other groups said they spent nothing on training. Many that had done training had managed to access it free of charge.

How training was organised. One third of the groups who had done some training said they combined training with other events such as an AGM or other organisational event. Many said they felt this was a good idea though they were not doing it.

Limiting factors
The perceptions of the main limiting factors in providing training were finding the time, finding the money and motivation, and organisational disinterest. Some rurally isolated groups said finding resources in their area was hard. Some groups said that there was no-one skilled in their group in understanding or providing training, or anyone specifically driving training needs. Quote: "In some organisations people don't see it being as important as the "important work" of saving the world."

Joint (cross-organisation) training
70% said they were interested in joint training. Of the ones who were not, geographic distance was given as the reason. Suggestions that were given to make joint training most useful included: costs subsidised, geographical proximity, the provision of materials for use afterwards, affordable, and targeted to individuals' identified needs.

Useful training topics
20 suggested topics were rated from 'no use at all' to 'very useful' on a five point scale. All topics mentioned received majority support. Training in almost every topic mentioned was seen as useful or very useful by 3/4 of respondents or more.

Some of the comments which were added to the survey returns were: "Training is an area very much needed in the movement... I strongly support moves to provide more resources however restricted." "It's a jolly good idea", " It is great that this is finally happening." and " A very important initiative"

SUGGESTED STRATEGIES FOR OVERCOMING OBSTACLES TO TRAINING

The three major obstacles to training highlighted by the Survey were, as always, money, time and human resources. The suggestions which follow are just a beginning. A peak body that was taking a joint approach to meeting needs could take this a lot further.

Money
Some of the groups that have been quite successful in providing training to their members, such as Friends of the Earth in Melbourne, have done so by spending virtually no money.

They have recognised the need for training, have accessed volunteer trainers (see Trainers' Register below) and have shared skills already existing within the organisation. There are many ways of making use of what already exists within or without your organisations, and many ideas to be shared.

Strategies for pooling resources between groups can be developed - for example, participating in joint training exercises which could be funded by a pro-rata contribution and / or pursuing external funding specifically for training, from bodies that would not fund campaign work. An umbrella body is in a much better position to pursue this than individual groups. The working group has made some submissions in this regard and there is more scope in this area.

Time
While time constraints are undeniable, there is too often a 'scarcity mentality' in operation when training is considered. What is needed is a shift in priorities and time-frames which recognises that time invested in appropriate and quality training now can save time in the future through reduced turnover, more strategic, appropriate and skilled action.

Time spent in setting up useable systems and volunteer orientation programmes is also a valuable investment. Overall movement success will not be governed by the sheer volume of work done by well intentioned people but by the strategic effectiveness of actions .

Human and Training Resources
There are many people whose main focus may not necessarily be environmental activism, but who are supporters and who are willing to donate cheap or free training eg. computer experts, teachers, consultants, communications experts etc. The Working Group can play a role in helping you to access these people - see the Trainers' Register, below.

Health and Welfare organisations often provide training either through individual or peak organisations eg. the Centre for Community Welfare Training in Sydney. Many of the topics provided, particularly those in people / management skills, are just as applicable to environmental organisations.

There are also opportunities through TAFE Colleges, Universities eg. University of Technology's Centre for Popular Education, Adult Education Colleges, etc., that should not be overlooked.

A peak body could lobby organisations such as TAFE to provide "industry" training for the movement and for other related community groups. New Social Security regulations now allow some "legitimate" voluntary work for those on benefits, and this could provide a new pool of 'human resources'. Government employment programmes (whilst always changing rapidly) are often a source of people and training money.

Trainers Register
The working group is developing a national register of people who are willing to offer training and support to the environment movement. Survey forms have been distributed nationally, mainly in a fairly informal way through environmental and friendship networks. To date, there have been 47 responses from all States from people who said they are available to offer training in specific topic areas. A web-site on training for the environment movement will soon be set up, linked to a similar US site, and the register will be accessible there. Groups could also be encouraged to pay more attention to resources in their local area.

Bibliography of resources
A bibliography of resources in a wide range of topics related to environmental skills and training is being developed and will also be on the web-site. This can progressively be updated and expanded. It may also be published and distributed to environment groups.

OTHER STRATEGIES

One example of a group taking a wider perspective on their environmental role is that of the Environment Centre of Western Australia. This group has used community psychology students, TAFE students and other volunteer professional people to commence consultations and needs analyses on training and support needs amongst a wide range of either single-issue or otherwise small organisations in the wider Perth region. Though more consultations are needed to complete the training needs analysis, the Centre will endeavour to offer itself (and community volunteers) as a resource to provide that training.

A strategy which the Working Group is currently pursuing is to design and obtain funding for a pilot training programme, probably as a 5 day intensive in or near Sydney early next year. This will offer a smorgasbord of training topics and could establish participants in Action Learning programmes within their own organisations.

CONCLUSION

The work of environmental activism is important, complex and 'real' work, whether the rest of society recognises it as such and whether or not it is paid. It deserves to be taken as (or even more) seriously than any other work, with the skills of workers respected and developed for maximum effectiveness.

The Community Services sector formerly made training a low priority. Over the past fifteen years, and mainly through peak body coordination, they have vastly expanded their training programmes. In doing so, they have demonstrated the value they place on the skills of their employees

Taking a more coordinated, cross movement approach to meeting training and support needs is likely to be more effective and efficient, given the limited resources and will enable access to more resources than individual groups find feasible, however this change like every other will come from individuals putting the issue on the agenda and pursuing it until some change is apparent.

We encourage you to look at the following papers and to raise the training and support issues within your group. There are many ways to find our what will help you be more effective in your role and build a stronger movement.

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