Training and Learning

Training and Learning

This thematic area focuses on enhancing the capacities and capabilities of professionals dealing with those involved in crisis management. This is achieved through a series of training modules and frameworks that are being developed and tested during the project.

The main target audience consists of training and human resources (HR) professionals whose work focuses on all levels in a crisis management organisation, from first responders to high-level decision makers.

There are two frameworks to support the scoping and structuring of learning and training in Crisis Management (CM):

  • A competence framework for crisis management to consistently link competences and training objectives consistently.
  • A lessons learned framework to increase awareness and usage of lessons learned, with two main components: a collection of information from people involved in CM, and the analysis to identify why this information is important and how best to formulate training materials from it.

Additionally, this topic develops four distinct training areas:

  • Two for High-Level Decision Makers to increase awareness that CM is different from other daily work. The training process forms the main focus.
  • Two areas to train CM Professionals to deal with the general public in the event of a crisis or disaster. Focus: psychological first aid to improve the understanding of victims’ and bystanders’ mental states, and increasing professionals’ awareness that there is no one best way to deal with the general public.

During the experimentation stage of DRIVER, these solutions are being tested and evaluated in several countries to assess their potential for (cross-border) applications. Various methods are being used for these experiments, including workshops, role playing and serious gaming. Preliminary results are:

  • There is much to be gained in CM effectiveness by improving awareness and skills in these areas.
  • Linking up with other experiments in DRIVER provides a more realistic and context-rich base, upon which to test the application of solutions and their effects.
  • Behavioural change is a process and a short period of training is unlikely to provide lasting effects.

The solutions will also feature strongly in the Joint Experiments in 2017 and in the Final Demonstration in 2018 - methods from the smaller-scale experiments will be applied in the larger context of these major events. They will support other DRIVER solutions by providing stakeholders with the tools and skills necessary to prepare more effectively for a crisis, and ultimately to manage the situation more successfully:

  • The competence framework can be used to compare competency profiles of individuals with their performance in the simulations in order to identify optimal profiles for different tasks.
  • The lessons learned framework can be applied by defining performance indicators relevant to the simulations, assessing progress on these indicators, and identifying which actions expedited or impeded progress.

The outcome of this important sub project will enhance the means, capacities and capabilities of human resource experts in crisis management and, ultimately, of crisis management professionals themselves.

Top left picture © XVR