1. Classroom expectations.
(1) Participants who become drowsy are free to stand or get refreshments, as long as this is not disruptive to the class.
(A) If drowsiness continues, the trainer talks to the participant at the first available break to determine the cause, such as working a double shift or health reasons, and to encourage the participant to move around or get refreshments.
(B) The trainer tells the participant the trainer wants the participant to be successful in the class, but sleeping is not tolerated and further occurrence results in dismissal from the class.
(2) If the participant disrupts class, the trainer:
(A) talks to the participant on the first available break to determine the reason for the disruption; and
(B) informs the participant that further disruptions will not be tolerated and will result in dismissal from class.
(3) If the participant is tardy for class, the trainer:
(A) reminds the participant to be on time the next day if the class is a two-day class;
(B) tells the participant to return from breaks and lunch on time and that class resumes as scheduled; and
(C) counsels the participant who is tardy after the first offense on the guidelines for dismissal from the class.
2. Trainer responsibilities. The trainer:
(1) obtains the name, provider agency, hire date, and Social Security number of the person who is not enrolled;
(2) ensures the person has completed any prerequisite courses or pre-course activities; and
(3) calls the appropriate training coordinator for the course at the first available opportunity to enroll the person.
3. Class monitoring. The Developmental Disabilities Services Division (DDSD) director of human resource development monitors classes in accordance with guidelines in (1) through (7).
(1) Each review is at least one-half training day, which is three hours in length.
(2) The reviews cover the range of primary training topics offered through DDSD, such as foundation training, leadership and administration, and health.
(3) The DDSD director of human resource development reviews training classes as a participant rather than as an observer, when possible.
(4) The reviews include announced and unannounced observations.
(5) Direct feedback is given to the trainer following the class, in written and verbal form. A copy of the written review is given to the trainer's immediate supervisor.
(6) If significant areas of concern are noted, the trainer and immediate supervisor are asked to develop a plan of correction that may include retraining, increased supervision of classes, or co‑training.
(7) Exceptional performance is noted in writing with a copy to the trainer's personnel file.
4. Monitoring documents. Documents to assist in the review process are available from the DDSD director of human resource development.