From FRAILS to CLEAR PLANS: Fixing What’s Broken in Government Training

Not all training is effective. Many government programs struggle because they're designed for compliance rather than competence. To diagnose ineffective training, I employ a model known as F.R.A.I.L.S., which identifies six common factors that contribute to lousy training:

Hypothetical Case Study: FRAILS in Action

Agency: Midwestern City Department of Public Works

Training Topic: Emergency Response Protocols

Scenario: A new policy mandates that all field crews adhere to revised safety and emergency guidelines.

What Went Wrong:

·         Evaluation Failure: No plan was in place to assess whether behaviors had changed effectively.

·         Relevance Issue: The training incorporated generic federal examples that did not pertain to the city's specific infrastructure.

·         Engagement Problem: The three-hour webinar consisted of slides and voice-overs, with no interactive components.

·         Instructional Gap: The training lacked clear steps and real-life scenarios applicable to the field crew's responsibilities.

·         Retention Concern: Employees could not recall key procedures during a live drill two weeks after the training.

·         Support Deficiency: No refresher materials, job aids, or supervisory follow-up were provided.

Result: When a water main burst, the crews hesitated due to confusion about the new reporting procedures, resulting in a significant delay and major public backlash.

From Fixing to Flourishing: The C.L.E.A.R. P.L.A.N.S. Model

While the F.R.A.I.L.S. framework highlights areas where training may fail, the C.L.E.A.R. P.L.A.N.S. model provides a structured approach for developing effective training programs.

Hypothetical Case Study: CLEAR PLANS in Action

Agency: Midwestern City Department of Public Works Training Topic: Emergency Response Protocols Scenario: The same department revisits its approach using the CLEAR PLANS model.

What Changed:

• C: Objectives like “Demonstrate the 3-step protocol for burst mains” were built into the lesson.
• L: Trainers co-developed the content with field supervisors to include city-specific examples.
• E: Crews participated in tabletop simulations of real emergencies.
• A: Each participant received laminated quick-reference cards and an app with protocols.
• R: Supervisors tracked incident response times pre- and post-training.
• P: The course was broken into 20-minute daily micro-lessons over a week.
• L: Local peer trainers facilitated sessions, encouraging peer-to-peer discussion.
• A: Online modules could be accessed in the field for quick refreshers.
• N: Weekly debriefs allowed for reflection and improvement.
• S: Supervisors were given a toolkit to reinforce behaviors during team meetings.

Result: In the next emergency, crews responded swiftly and confidently. The city’s response time dropped by 18%, and public confidence rose.

Takeaway for Government Training Leaders

Outdated training models can be hard to fix. By shifting from FRAILS to CLEAR PLANS, state and local training professionals can:

·         Build trust with learners

·         Increase knowledge transfer

·         Improve citizen outcomes

·         Show clear ROI to leaders

Move beyond check-the-box learning to create resilient, relevant, and prepared programs for future challenges.

Interested in using the CLEAR PLANS model for your agency's training?

Let's connect. I help public sector teams improve their learning strategies with innovative design and modern methods.