Setting Up a Training Program for New Members

Before writing training content, list the specific outcomes a new member should achieve by the end of training:

• Understands all server rules and can apply them in common scenarios.
• Knows the rank structure and reporting chain.
• Can communicate correctly on radio (correct codes, call signs, format).
• Can perform basic in-game duties for their role (patrol, dispatch, EMS, etc.).
• Knows when and how to escalate issues to higher rank.

Each objective should be testable. If you cannot check whether a member has met it, it is too vague.

Break training into sequential phases. Do not attempt to deliver everything in a single session:

• Phase 1 — Orientation: Rules overview, server expectations, channel navigation. Completed before the first in-game session.
• Phase 2 — Procedural training: Radio communication, 10-codes, use of department-specific tools. Covered in a guided session with a trainer.
• Phase 3 — Practical evaluation: One or two supervised in-game scenarios. Trainer observes and provides feedback.
• Phase 4 — Clearance: If all phases are passed, the member is cleared to operate independently.

Training requires a designated trainer — not any available senior member:

• Trainers should be at officer rank or above and have completed a trainer certification process.
• Define trainer responsibilities: preparing for sessions, submitting training reports, and maintaining consistent delivery.
• Create a trainer log where each completed training session is recorded: trainee, trainer, date, outcome.
• Limit training assignments — one trainer should not run more than two or three concurrent training tracks.

Training should not rely on a single trainer's memory or interpretation:

• Write a training guide document that outlines each phase, what to cover, and example scripts for key scenarios.
• Create a reference sheet for trainees — radio codes, rank list, key commands, emergency procedures.
• Build a brief multiple-choice knowledge check for Phase 1. This forces retention and gives you a documented baseline.

Trainees who do not complete training within a set window should be reviewed:

• Set a standard training completion window — typically seven to fourteen days from acceptance.
• If a trainee cannot complete within the window, allow one extension before flagging for review.
• Do not allow trainees to operate in active duty roles until training is fully cleared.

Training programs deteriorate without active maintenance:

• Ask each trainee to submit a short feedback form after clearing — what was unclear, what was useful, what was missing.
• Review training materials every 60 days. Server rules and procedures change; training materials must reflect current standards.
• Track common failure points — if most trainees struggle with the same scenario, that scenario needs redesigning, not more repetition.