ࡱ> gif%` $bjbj"x"x 8l@@N(0'''''''$~)h+|'iii'({{{i^'{i'{{:#T# ## $(0N(# b,Xb,#b,#,"{ ^''5FN(iiii CAP Certification Session Overview Participants in this session were asked to review a proposal for coach certification and provide comments. The group expressed a mixed reaction to the concept. Major benefits were seen as Incentive for personal development and implies that this is required Quality assurance Formalizes roles this is particularly useful in some cultures Potential drawbacks were seen as Did not include CAP practitioners May be seen as hierarchical Clarifications requested/suggested Clarify technical vs. strategy specialist. It may make sense to subsume the strategy specialist under the technical specialist category Clarify headings Ensure criteria are clear so it is easy to self-assign Specific improvements to the scheme and additional uses were suggested including A complementary database of coaches and their expertise/experience Use to develop an individual personal development plan with your Franchise Leader Use to develop Franchise development plans and fellowships Expand to include CAP practitioners as part of the family Use to tailor basic, intermediate and advanced trainings available Franchises should be allowed to determine if the certification will be implemented within their units. Consider how Champion role should be represented as a person who provides institutional and political support for capacity and practice in their programs Raw data Include writing skills as a requirement for CAP coachNo categories (data base of # of CAPs, languages, ecosystem specialties, etc, willingness to travelUse categories in countries that value titlesDevelop a list and/or sequence of training expectations for coaches skill development incentiveDevelop CAP certification but use Database for specific skillsAcknowledge prior experience even in absence of formal training based on quality of performance/productsClarify headingsClarify technical vs. strategy specialist. It may make sense to subsume the strategy specialist under the technical specialist category.No categories. Instead we should use an experience/skills database. We might also develop a tool for coaches to self-assess their skills with the objective of on-going personal developmentTech specialist and strategy specialist NOT category but instead a part of the list to draw from for specific entre or participation. Points in CAP processIf category is retained make sure mentor has strategy specialist skillsIf there are categories, make sure criteria are clear so it is easy to self-assign develop experience databaseIf there are categories, combine strategy specialist with technical specialistHave each coach work with Franchise leader to develop Individual Personal Development Plan as a coachNo categories risk of hierarchy is too great. Lack of hierarchy is one of the networks greatest strengthsProfessional certification requires some level of continuing education and practiceAdd category of CAP PractitionerCould be people outside of the network interested on certification, may be would be feasible to have some open way to obtain certificationEliminate categories, certifying as cap leader could make more comfortable the processAll coaches in region are under franchise leader for quality controlLevels above basic are project driven by need, desire to improve self and processesBasic, intermediate and advanced trainings availableCategories/certification but not in isolation - needs quality controlOnly one category of coach, but scout badges/stars for competencies info in databaseWho categories? Quality control first self assessment might be misleadingDatabase with skill sets should be includedDatabase that includes: mileage, language, availability, specializationAllowing people to fit in many categories according to circumstances (scale, type of CAP, location, workshop complexity, etc.)Add CAP practitioner categoryCreate database showing experience with option of selecting more than one category (selecting more than one category removes risk of creating hierarchy.)One category plus database of experience and willing specialistsOne category plus establish various levels of trainingCAP fellowships for developing countriesComplete coach review forms for quality control at the end of the processSame people will be used for every CAP (strategy specialists)Higher level champions may not have time to commit more than approvalProvide transparency in coaching opportunitiesRegardless of categories or database approach, retain mechanism for valuing generalists and specialistsBasic requirements met CAP certifiedOne category coach? N/YProfessional certificate with 3 levels: practitioner, coach, specialistMeasures 10 steps CAP to assign process categoriesList of trainings, experiences one can aspire to obtain or which would guide professional development (like the list of experiences)Franchises should be allowed to determine if the certification will be implemented.Balance goals to: provide excellent service as a network and develop individual talent within network role of franchise leaders?Ability/opportunities for coach assistant to gain experience to move up especially if very new to network MECHANISMWould recommend a sample category: leadership skill and comfort level or competency: can lead large complex teams and stakeholders, can lead simple teams, or more complex teams with support, can serve in support role )lead breakout groups but not whole team)Focus on coach attributes: competency skills, engagement-availability action level, background experience baseCoach/mentor, coach in training, practitioner, (specialists?) need job descriptionsJust two categories coach and technical specialist. Remove strategy specialist (include in technical specialist), remove coach mentor and include in technical specialistQuality control is crucial independent of categorizationIf there is a strategy specialist, maybe it could be useful to have other specialists but not as category but instead as expertiseInclude CAP practitioners in database of those willing to assist CAPSThe Champion role should be present somewhere as a person who provides institutional and political support for capacity and practice in their programsDevelop coaches database that captures experience levels (searchable database top choice)Need to have a record of success It will be useful for certification for protected area management plansCreate database for coaches: level of experience, strengths, availability, skill set (languages, experience with agencies, etc.)Searchable online database of CAP practitioners profiles create a searchable online database consisting of CAP practitioners profiles which are updated/maintained by the practitioners themselves, which is open to all. 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