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The Beacon Model: Peer-led
Training Academy
Each summer, the San Francisco Beacon Initiative sponsors
a peer-led training event called the Beacon Academy.
A citywide gathering of youth development professionals focused
on peer-led training, professional development and networking,
the Academy brings together more than 100 Beacon staff from
Centers across San Francisco. Beacon staff are offered
an opportunity to learn new techniques and best practices
from their peers at other Beacon Centers and come away with
valuable information and resources to guide their work in
the upcoming school year. The Academy also provides
the Initiative with an opportunity to encourage professional
development, foster improved morale and reward peer-leadership
at Beacon Centers.
Key Elements of the Beacon
Academy
Peer Leadership
One of the key elements of the Beacon Academy is its peer-leadership
model. Every part of the process, from planning and
logistics to training and workshops, is led entirely by youth
development staff from Beacon Centers. The focus of
the Academy is data-driven, determined by specific needs and
challenges at Beacon Centers identified by the evaluators
(see discussion of Beacon Quality Standards, below).
Once the topics for training have been identified, the Beacon
Initiative executive director designates two Academy co-chairs
to provide planning and oversight. The co-chairs are
responsible for setting the Academy schedule, recruiting and
training the peer-trainers, and developing a budget for the
event. As an enhancement to the professional development opportunities,
the Academy co-chairs work intensively with trainers to identify
needs and provide training help in preparing their workshops
and presentations.
In order to include a broader Beacon perspective in the
planning and oversight of the academy, the two co-chairs are
joined by one staff member from each Beacon Center to form
an advisory group. To ensure consistency in delivery
of curriculum and facilitation of workshops, peer-trainers
for the Academy are recruited through an RFP process, and
interested staff are invited to submit a one-page training
proposal. And, to encourage cross-Beacon collaboration,
trainers are invited to pair with peers from other Centers
to submit proposals. In addition to technical assistance
in planning workshops and training in presentation skills,
all peer-trainers receive training in cultural competency.
Workshops at the Academy incorporate promising practices,
strategies and approaches drawn from the trainers’ first-hand
experiences at Beacon Centers. Workshops tend not to
be dominated by “talking heads,” but are instead
dynamic and interactive, facilitating collaboration across
Beacon Centers. The presenters represent a diversity
of roles and experiences, which allow them to speak to the
broad range of perspectives among the participants.
Data-Driven Training Topics
The focus for the Academy is determined by challenges identified
in an ongoing evaluation of the Beacon Centers by Resource
Development Associates. This comprehensive evaluation
includes pre- and post- assessments of youth outcomes, client
survey data, and a range of interviews. Topics identified
by the evaluators are discussed with Beacon directors and
with the Beacon steering committee, the policy body, in order
to ensure broad support and buy-in for the Academy.
For example, in 2005 the Academy topics will be strategies
for collaboration with the host school, and strategies for
parent involvement. Because safety continues to be an
urgent concern, the 2004 focus on safety will be continued
in 2005 in the form of a safety seminar discussion.
Youth Leadership Opportunities
In keeping with the Initiative’s commitment to
an asset-based approach to youth development, youth play a
visible and vital role in the Beacon Academy. A team
of Beacon youth representing each Center takes an active leadership
role in the planning and logistics for the Academy.
This includes responsibility for the registration process,
coordinating the food service, and organizing the Academy
T-shirt and logo design contest. Oversight and training
of youth workers is provided by the co-chairs and two youth-coordinators.
Plus, a youth-led film crew videotaped the 2004 Academy and
is working on developing a promotional video.
Beacon Academy Outcomes
"There was a lot of hard
work put into this. Everyone did a great job,
from participants to staff facilitators and youth [workers].
I picture greater things to come for Beacon Academy
in the future."
- Comment from Beacon staff member
in Academy evaluation. |
Evaluations collected at the end of the First Annual Beacon
Academy revealed that this first effort held great promise
as a model. For many Beacon staff, the Academy was their
first opportunity to meet their colleagues from other Beacon
Centers. Staff appreciated the opportunity for networking
and cross-Beacon interaction. Additionally, it provided
a valuable opportunity for information-sharing and learning
among peers. Through the workshops and promising practices
presentations, Beacon staff were able to share and learn about
innovative programs and promising practices at work in Beacon
Centers. And, staff reported that the information and
resources that they came away with would be useful to them
as they prepare for the coming program year.
Building from year to year on what is learned, the San Francisco
Beacon Initiative intends to further enhance this model of
peer-led training. The First Annual Beacon Academy provided
the Initiative with an opportunity for reflection and planning
for future training and technical assistance approaches.
The lessons learned in this process will not only inform the
direction of future academies, but will also provide the Initiative
with guidance on providing ongoing technical assistance and
training. The Academy plays a crucial role in the San
Francisco Beacon Initiative’s development as a learning
community.
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