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This paper problematises the experience of trainee teachers in further education (FE) colleges in England. It focuses on colleges as employers and developers of their own teaching staff, 90 per cent of whom are trained “in‐service”, while in paid employment. The paper aims to explore how a shift towards more expansive workplace practices could better develop these teachers and contribute towards enhancing the learning culture in FE.

The paper draws on data gathered from two instrumental case studies of FE colleges focusing on the experience of in‐service teachers training in the workplace. Using Fuller and Unwin's expansive‐restrictive framework, the paper draws on qualitative data from interviews with trainee teachers, teacher educators and human resource managers. It critiques the current practice of colleges as employers and considers alternative strategies for workforce development.

This research finds that in‐service trainee FE teachers are expected to cope with heavy workloads almost immediately upon commencing employment and that these trainees are required to quickly make the transition to full practitioner. Consequently, opportunities to develop are restricted, often leading to conservative practice. There is evidence of the prioritisation of expedience over the development of professional knowledge and creative practice, a scenario that this paper challenges.

This is a small‐scale qualitative research project based upon two colleges within a large and diverse sector of employment. As such, its findings do not claim to be representative of workplace practices experienced in all FE colleges. However, the research gives informed insight into some of the challenges trainee teachers are likely to face during the early stages of their employment.

The paper identifies strategies to challenge current practice and to enhance the work‐based learning experience of trainee teachers.

This paper considers FE colleges primarily as employers and explores the consequences of their employment practices on new teachers as both trainees and employees.

Work experience has traditionally been a part of industrial training, either informally through on‐the‐job learning or, more formally, as a component of occupational training programmes. However, work experience as a mode of training has not been systematically researched. Apart from Watts, there is little advice available on how work experience can be designed as an effective vehicle for learning.

The purpose of this paper is to build insight into how the local community impacts an organization’s ability to develop an inclusive culture. The paper introduces the concept of inclusion disconnects as incongruent experiences of inclusion between an organization and its community. Then, using the case of teaching hospitals, the paper empirically demonstrates how individuals and organizations experience and deal with inclusion disconnects across the boundaries of organization and community.

A multi-method qualitative study was conducted in hospitals located in the same city. Focus groups were conducted with 11 medical trainees from underrepresented backgrounds and semi-structured interviews were conducted with ten leaders involved with diversity efforts at two hospitals. Data analysis followed an iterative approach built from Miles and Huberman (1994).

The findings demonstrate how boundary conflicts arise from disconnected experiences of organizational and community inclusiveness. Such disconnects create challenges for leaders in retaining and supporting minority individuals, and for trainees in feeling like they could build a life within, and outside of, their organizations. Based on findings from the data, the paper offers insights into how organizations can build their capacity to address these challenges by engaging in boundary work across organizational and community domains.

Future research should build upon this work by further examining how inclusion disconnects between communities and organizations impact individuals and organizations.

The paper includes in-depth insight into how organizations can build their capacity to address such a deep-rooted challenge that comes from a less inclusive community.

This paper contributes to an understanding of how forces from the community outside an organization can shape internal efforts toward fostering inclusion and individuals’ experiences of inclusion.

This paper seeks to report upon psychiatric trainees' experience of providing psychodynamic therapy for the first time and their experience of group supervision.

A total of five trainees, undertaking training in psychodynamic therapies, were interviewed on multiple occasions over an 18‐month period – before, during, and after undertaking their first case of psychodynamic therapy. A semi‐structured, qualitative interview approach was used to explore providing psychodynamic psychotherapy and participating in psychodynamic supervision groups. Interviews were transcribed in full and data analysed following the conventions of thematic analysis.

Trainees' anxieties about working psychodynamically and their concerns for developing new competencies are recognised. Personal and professional challenges associated with this therapeutic approach are identified and the importance of ”looking after” trainees is stressed; the role of trainee supervision groups in this is advocated. The potential challenges of integrating psychodynamic thinking into general psychiatric practice are discussed and suggestions to address these difficulties are proposed.

The small sample size reflects the total number of trainees participating in training at the time of the study; for future work, a larger sample drawn from multiple training centres would be recommended.

Training in psychotherapy is now mandatory for all trainee psychiatrists and this is something which many trainees find daunting; training in psychodynamic techniques is particularly challenging. A fuller awareness and understanding of trainees' experiences is important in nurturing clinicians who are competent in psychodynamic thinking, and who might consequently apply these skills clinically.

The purpose of this paper is to explore the interface between the professional and personal, and particularly personal realities reflected in the Equality Act (2010), within a clinical psychology training context.

An innovative action research process involving discussions, seminars and focus groups. The first author was a trainee on the programme and had been an informal carer. The other two authors are programme staff with service user experience. In the cycle presented here, six staff members and 14 trainees attended five 50‐minute reflective group sessions. Data were collected by focus group and analysed using thematic analysis.

Participants voiced continuing uncertainty about the personal‐professional interface alongside increased understanding of ways to enact it. Parenthood, class and mental health were identified as important domains and competition between these emerged as a theme.

The reflective groups and focus group have contributed to a process of change in relation to service user involvement and trainee learning. Transferability of the findings to other programmes is discussed and further research is required.

The authors would advocate for partnerships between trainees, staff and service users as a means of learning, researching and change within mental health training.

The authors are unaware of any other similar work: the unusual collaboration by the authors, the use of action research and the adoption of reflective groups within the process is unique.

This study examines the implementation of a community-level Sustainable Broadband Adoption Program (SBA) under the Broadband Technology Opportunities Program (BTOP), a national public policy program meant to expand broadband deployment and adoption under the American Recovery Act of 2009, and administered by the National Telecommunications and Information Administration (NTIA) at the U.S. Department of Commerce. The California Connects Program (CC) was administered by the Foundation for California Community Colleges (FCCC).

This chapter focuses on one part of CC’s efforts to expand broadband adoption among the most underserved Californians through collaboration with the Great Valley Center (GVC). CC-GVC provided basic computer and Internet classes to disconnected populations with low-literacy levels, and primarily in Spanish, through community-based organizations, public schools, public libraries, small businesses, and others in the Central Valley, an 18 county rural region with a high concentration of digital destitute populations. The program worked with under-resourced local community institutions with a range of poor technology resources and that operated under variable set of social, economic, political, and institutional conditions. Through inductive, process-oriented, and explanatory case study research, the structure, strategy, and training approach of CC was examined. Content and theme analysis of primary and secondary qualitative and quantitative data involving the program’s leadership, direct service providers, partners, participants, and nonparticipants was conducted. This involved a sample of 600 in-depth and short, structured and unstructured interviews and focus groups, archival and participant observation notes.

It was found that CC-GVC was able to meet uncertainty and operated with low institutional resources and paucity of linguistically appropriate teaching resources for new entrants through a flexible leadership approach that adapted to the social situation and was open to innovation. Community technology trainers were also able to engage those without or little direct experience with computers and with low-literacy levels with a linguistically appropriate and culturally sensitive step-by-step teaching approach that empowered and met people where they are. The author expands non-adoption models to include structural barriers in the analysis of the disconnected. It is argued that non-adoption is a result of evolving inequality processes fueled by poverty and under-resourced community development institutions and that teaching and learning is a social and institutional process that takes trust and time.

CC shows that even the most disadvantaged can be empowered to learn-to-learn to use computers and can begin to function online and gain benefit under the most extreme institutional and economic conditions, but it takes more time and resources than providers expected and the Recovery Act provided.

The basic information required by trainers who wish to use video to achieve training outcomes is presented for those who are not experts at video production, do not have the time or the interest to become expert, do not have, and do not wish to develop, expertise in electronics and do not have access to sufficient organisational resources to hire an expert. The essential information needed to make experiences with video as productive, creative and problem‐free as possible is included.

The purpose of this paper is to investigate the stressors involved in pre-qualification clinical psychology as reported by a sample of the UK trainee clinical psychologists. The main coping strategies reported by the trainees are also explored.

One-to-one interviews were conducted with 15 trainee clinical psychologists using qualitative research methods. Themes were established using the main principles of thematic analysis.

Three themes were identified that described the pressures involved in applying to the course, the support networks available to trainees, and the commonalities in their personal history, experiences and self-reported personality characteristics.

It is important to investigate the sources of stress and coping strategies in trainees to help them cope more effectively. The findings of the study are discussed within the context of clinical psychology training.

The purpose of this paper, an audit, was to explore and evaluate the quality and effectiveness of review meetings between core (CT) and higher psychiatry trainees (HST) and their educational supervisors (ESs). The second aim was to recommend changes in practice to improve the quality and effectiveness of the ES–trainee review meetings to enhance the training experience and overall training quality.

A tool was developed to gather anonymous feedback from trainees about their meetings with their ES. Consultation was carried out with CT and HSTs as well as ESs to ensure the questions were clear and acceptable to all. Trainees were requested to complete the feedback form for all pre-annual review of clinical progress (ARCP) meetings for the June–July 2019 ARCP cycle. Completed forms were placed in a sealed box, which was emptied once all meetings were complete.

In total, 25 feedback forms were received. On most questions, trainees gave positive feedback on the process, content, supervisor and administration. Four main themes emerged from the qualitative feedback. Trainees found the process supportive and felt listened to. They felt the process was organised and personalised. Trainees' views on suggestions for further improvement was captured and reflected: the ES reading their portfolio in advance, shorter forms with more focus on clinical acumen and less like a tick-box exercise, frequent reminder emails, more specific guidance and to plan ahead for change of supervisor.

The main research limitation is that this study used only one measure, which was the subjective account of the participating postgraduate Psychiatry trainees. No other objective measures were used in the study to evaluate the effectiveness or the quality of the educational supervision.

The implications of the findings were discussed, and recommendations were made based on the findings to further enhance the trainees' experience of their educational supervision. It is likely that a positive experience of supervision and training will have implication by improving the overall training quality of the scheme.

The quality of supervision of Psychiatrists in training have a significant contribution in their training progress and completion, and in the long run the quality of service or assessment and treatment they are able to provide to their patients as qualified Psychiatrists.

Literature searches revealed no previous audits to have been published on quality of educational supervision meetings between postgraduate psychiatry trainees and their ES.

This chapter takes the case of contextualizing a solar-powered Information and Communications Technology Center Model to train young women for employment in an informal education setting. One of the sites in which the Model has been actualized is in Mahabubnagar District of Telangana State, India. The Center provides employment-aligned training through computer, communications, business, personal and interpersonal development topics, while supplying steady energy source through solar panels to cover for the needs of sustained computer usage. The learning contents are delivered through a tailored curriculum founded on affective/humanistic education approach, facilitated through a teacher – better described as facilitator – for the personal, interpersonal and skills development of over 450 young women trainees. The objective of this chapter is to add a consideration in the teacher quality literature from the perspective of prioritizing affective education approach, both in the teacher as well as the learner. The chapter illustrates that teachers who can communicate the messaging and delivery of learning contents in a way that allow learners to feel understood and prioritized – with social, emotional, and attitude of learners considered – will be much more effective than an approach where teachers prioritize skills development and academic achievement.