‘Different strokes for different folks’: The development and evaluation of a staff training package for working with prisoners

Abstract

The purpose of this paper is to describe the development of a staff training to improve the working experiences of staff within a prison. The paper will begin by describing the process of designing training and the context in which the training was commissioned. The development of the training was based on the four principles from Eitington’s model of training The winning trainer (2002)’.Within this circular model, training may be identified under four labels known as the four Ds and are described as follows:Determine Need.This is Stage 1 – Diagnose or determine need which involves exploring for difficulties (problems), deficiencies, or new developments that indicate that a training effort is in order.Design Training.This is Stage 2 – Design or develop the programme based on the needs identified in stage 1. Plan and design a course or training to meet those needs.Deliver Training.This is Stage 3 – Deliver or present the training in the most effective way possible. This stage focuses on the methods of training.Discern Differences (Evaluation).This is Stage 4 – Discern differences which require the measurement of results of the training. With a specific focus on whether the training has made a difference in knowledge, skill (behaviour/performance) and attitudes.This model upholds the process suggested within the handbook for the Diploma in Forensic Psychology. Therefore, the paper will conclude that by utilising this model and psychological principles it is possible to design a package of training. In this instance the training assisted participants to understand the different types of roles and relationships that they may develop with clients in a prison setting. Participants also demonstrated an increased knowledge of the importance of these varied roles. In addition, independent evaluation of the quality of staff prisoner relationships also improved.