Discusses performance analysis factors and their applications, including (1) three types of performance aids--directories, ensamplers, and queries; (2) training and guidance, including a guide to the use of performance aids and descriptions of three kinds--stimulus, response, and reinforcement; and (3) performance analysis as a tool in training.…

An interview with a professional speaker (Larry Wilson) who is also a professional trainer. He expresses his views on the difference between speaking and training and gives the elements in a good speech that can be applied to training. (MF)

The question of whether teachers should train other teachers is discussed from the perspective of the literature and the opinions of classroom teachers. Several cautions for using teachers as staff developers are given. (MT)

This article describes the experience of the Fort Worth Independent School District, Texas, with peer coaching, using teachers as their own staff developers, to improve performance in the classroom. Problems associated with traditional inservice education are discussed. Implications of the peer coaching program are presented. (MT)

The concept of peer coaching of teaching is discussed and specific, low-cost strategies are recommended to support peer coaching. (Author)

A peer coaching program at Forest View High School, Illinois, is described and evaluated. Recommendations are provided for other districts to consider when implementing a similar program. (Author/MT)

Presents insights on issues that need to be considered when one tries to implement changes in day care programs. Such changes involve training and learning efforts; individual characteristics of staff members; staff and program development; effective training programs; and individual motivation techniques. (BB)

Identifies seven general areas of competence in the field of training technology derived from a model of training as communication. The role of trainer versus that of institutional instructor is compared; preparation of trainers is discussed; and occupational analysis is described, with emphasis on developing a curriculum (DACUM). (6 references)…

Reports results from a 1987 survey of 2,830 readers of "Training," who are mostly industry-based trainers. Results indicate that salaries remained about the same as 1986, although bonuses were larger. Another finding indicates that the male/female salary gap is growing. (CH)

To meet the expanding demand for comprehensive, relevant training for correctional personnel, programs to train staff trainers have been developed. The feasiblity of expanding the "train the trainer" process to include supervisory staff is explored. Preliminary findings on a comparison of training by a supervisor and a certified trainer are…

The author argues that it is time for the traditional role of staff developer to be strengthened through an enhanced form of personal professional development, professionalization, and promotion of a new professional image. He presents a model program featuring accreditation as opposed to certification. (Author/CH)

A brief review of current techniques for forecasting trends and planning ways in which training can facilitate technology and human resource change--trend extrapolation, scenario forecasting, relevance trees, and technology assessment--is followed by a discussion of the Delphi Technique, its development, advantages and disadvantages, and how the…

Trainers need to know how to identify and control silence as an important cue in nonverbal communication. A categorization of the types of silence in trainer behavior most frequently observed includes set and closure, wait-time, pause-time, discipline or control, confusion or disorganizational, transitional, humorous, and interactive silence, and…

The author, a training director for a trucking firm, feels that training can and should be profit-oriented. Here he describes an application of the idea, which seems to have paid dividends. (Editor)

As manager of Education Systems at Addressograph Multigraph Corporation, the author undertook the task of keeping his staff and clientele abreast of training information. (Author)