A guide on developing a Training Curriculum

Curriculum development is a challenge and is always avoided by many development practitioners who incidentally are training specialists. As a result, they offer trainings with less impact. Even with an already designed curriculum, all trainers should be conversant with the curriculum development process. In that, they can appreciate the challenges and necessary adjustments required while offering a training to a given category. Why a Training curriculum; To provide a lay out of the whole framework of the learning situation in form of giving the training problem to be addressed the required skills, knowledge and competencies, and the resources and logistics. It enables trainers to carry out an analysis of the overall training environment It provides for easy evaluation of effects and impact of the training It gives the learners a whole range of what is expected of them, i.e. all the activities they are expected to take part in and how their progress is to be determined.

A Basic Training Curriculum sample

1. The Course Title: Should be expressive of the character and purpose of training. E.g. A 2 weeks training Course in Post harvest handling for Vanilla farmers in Wakiso district 2. Aims The broad intended result the training will contribute. It focuses on

3.

Target Group

changes of permanent nature in life and should directly be related to problem. E.g. To equip the farmers with skills in planting, managing, sowing and marketing the Vanilla crop The intended trainees and their characteristics. State the relevant criterion desired (Entry level, experience required, the number targeted, the gender composition, Is it for specific organizations, open to all or on invitations
Should be clear and coherent indicating tangible happenings, which show the desired outcomes of the training program. E.g. Objective 1: By the end of the training, farmers should be able to state the origin and background of the Vanilla crop Objective 2: To Name atleast 30 uses of the Vanilla crop List topics in logical sequence. Should be in line with intellectual

4.

Course objectives

5.

Course Content

capacities of targeted trainees, indicative of approach from known to unknown, depict possibility of deeper understanding of the subject, be limited but highly inclusive.
Structure is stated and useful details of how training is to be implemented are given. State whether its to be done in phases,

6.

Course Design

semester/ term/ weeks/modules. Is it purely theoretical?, Is it a workshop, symposium, conference? Will it be residential?

Must be not only appropriate to cover topics and content adequately but also depict a process of discovery leading to participants ability to practice the skills and deeper understanding of subject. Methods are chosen in relation to aims, objectives and content of training and must be indicative of variety, mixing audio and visuals as much as possible. 8. Resources Do you need human resources in form of facilitators, moderators trainers, animators e.t.c 9. Duration Period of time in form of hours/ weeks. It should be in relation to content and facilitators availability. It should not be too long 10. Equipment List the material and equipment required for all the activities. They must be in relation to target group, content and methods 11. Evaluation State the method and timing of impact. How and when is success or failure to be determined and by who. The end result is often evaluated by comparing with the set aims and objectives. Will you set exams, practical demonstrations? The evaluation should focus on (a) Learners change in performance, skills, behavior and attitude (b) The contents, methods, facilities, logistics and facilitators/ teachers 7. Course methods