Above all else, training and development professionals should promote the well-being of others and avoid activities/interventions/relationships that may bring others harm. Since certain aspects of human services may involve risk of harm or discomfort to practitioners (e.g., working with violent clients), simulated training and development activities may also present a risk to training and development participants. The potential risk of harm or discomfort to a participant must be considered relative to the potential learning and development opportunity. Every effort should be made to ensure the physical and emotional safety and security of all participants.

Compliance Example – A youth worker trainer informed potential training participants prior to the training of the potential risks involved in participating in physical crisis management training (e.g., the possibility of clothes being torn and muscle strain). Prior to the training, the trainer planned for the prevention of physical and emotional injury to the learner. This prevention preparation included planning of the physical environment (e.g., providing sufficient space and mats for "take-downs"). The trainer also limited the number of participants to ensure that the participants could safely demonstrate and practice newly learned skills under the trainer’s guidance. When planning for the training, the trainer met with program activity personnel and reviewed the training plan, jointly assessing the importance of the learning objectives relative to the risk to the learner. Concern was expressed regarding potential risk of physical injury for some of the staff who were "out of shape." Alternative learning activities along with a longer period of time for "successful completion of training" were considered for those who may not have been able to perform certain activities. Additional trainer assistants were also hired for "demonstration periods" to assure safe and successful learning of crucial crisis management skills.

Noncompliance Example – A training video-tape was mailed to each foster parent prior to receiving a child who experienced sexual abuse to help them better understand the special needs of the child. The video contained detailed accounts of sexual abuse by the survivors. The video had previously been used in the training of child protective services social workers and typically resulted in at least one participant crying and leaving the room. Due to the geographical distance from the training site of many of the foster parents and other logistical concerns, training personnel decided that the use of the mailed video was a cost effective way to provide "training." The training personnel did not know if any of the foster parents had experienced sexual abuse themselves. No additional support for the foster parents before, during, or after the viewing of the video was provided.

Training and development professionals are committed to promoting the development of human services practitioners by facilitating knowledge acquisition, skill demonstration and practice; exploring values and attitudes; increasing self awareness and metacognitive abilities; utilizing strategies to promote transfer of learning; and advocating for the development of learning organizations/communities. Training and development professionals also value the importance of ensuring their own learning, development, self-awareness, and self actualization.

Compliance Example – During orientation training, a trainer at a mental health agency encourages new employees to think about how to get the most from their learning experiences (formal and informal). The trainer administers a learning style inventory to help participants become aware of their perceived learning styles. The trainer also provides suggestions to enhance learning during training and application of learning on the job.

Noncompliance Example – Concerned that a group of economic assistance workers were reluctant to demonstrate and practice needed assessment interviewing skills in the training, a trainer decided to show an "entertaining" video that illustrated poor interviewing techniques (e.g., what not to do) in a counseling setting instead of rehearsing the interviewing skills. Although the participants did not have the opportunity to demonstrate and practice the appropriate interviewing skills, they rated the trainer very highly on the training evaluation form.