Training Coordinator

Nature & Scope

During this transition period, the Training Coordinator role will undergo a structured handoff to ensure continuity of training, regulatory compliance, and staff development across ALG Senior Living communities. This transition plan outlines the temporary redistribution of responsibilities, documentation requirements, and support measures to maintain consistent onboarding, training delivery, and compliance with state regulations while Tammy transitions from the role.

This plan ensures collaboration between Human Resources, Operations, and Community Leadership to minimize disruption and maintain high-quality resident care and staff preparedness.

Transition Scope & Coverage

• Tammy will transition out of Training Coordinator responsibilities.

• Training programs, documentation, and community support will be temporarily supported through documented handoffs and leadership oversight.

• Key training functions will continue without interruption while a long-term coverage plan is finalized (if applicable).

Essential Duties & Responsibilities (Transition Period)

Training Development, Coordination & Delivery

• Document all active training programs, schedules, and delivery methods (in-person and virtual).

• Transfer ownership of training materials, curricula, and onboarding content to designated leadership or interim support.

• Identify any scheduled trainings requiring coverage during the transition period.

• Ensure access to training platforms, materials, and shared resources.

Regulatory Compliance & Documentation

• Provide detailed documentation of training programs aligned with North Carolina Assisted Living regulations (10A NCAC 13F / 13O).

• Handoff all ancillary training documents, including:

  • Sign-in sheets

  • Competency validation forms

  • Annual and ongoing training records

• Document current survey-related training requirements, plans of correction, and follow-up needs.

• Ensure training tracking systems are up to date at the time of transition.

Onboarding & Competency Support

• Document onboarding training pathways by role.

• Provide current competency validation processes and status for key positions.

• Transfer tracking logs related to required training deadlines and expirations.

• Identify any upcoming onboarding or compliance deadlines requiring immediate attention.

Field & Community Support

• Provide a list of communities currently receiving training support.

• Document recent site visits, observations, and follow-up actions.

• Share known training gaps, community challenges, and recommended solutions.

• Transition key relationships with community leadership, Regional VPs of Operations, and Executive Directors.

Program Development & Continuous Improvement

• Transfer standardized training materials, toolkits, and reference resources.

• Document trends identified from incidents, errors, or survey feedback.

• Provide recommendations for future training enhancements or priority focus areas.

• Identify ongoing improvement initiatives requiring continuation.

Transition Process & Timeline

• Phase 1: Documentation of all training programs, materials, and compliance requirements.

• Phase 2: Knowledge transfer meetings with Director of Training & Staff Development and HR leadership.

• Phase 3: Final review to ensure all systems, records, and materials are accessible and current.

Qualifications for Interim Support (As Applicable)

• Familiarity with assisted living operations and training requirements.

• Working knowledge of North Carolina assisted living regulations.

• Strong organizational and documentation skills.

• Ability to collaborate with HR, Operations, and community leadership.

Risk Management

• Risk: Disruption in training delivery
  Mitigation: Advance documentation and leadership oversight.

• Risk: Compliance gaps
  Mitigation: Up-to-date training records and clear tracking ownership.

• Risk: Community confusion
  Mitigation: Clear communication of interim training support contacts.

Success Measures

• No lapse in required regulatory training.

• Training documentation remains current and audit-ready.

• Communities continue onboarding and competency validation without disruption.

• Smooth handoff with minimal operational impact.

Acknowledgement

This transition plan supports continuity of essential Training Coordinator functions and may be modified as business needs evolve.