Developing a training evaluation Plan
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COMPETENCY: Demonstrate effective training program design, development, and implementation.
CRITERION: Analyze the methodology used in the evaluation process.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not describe the methodology used in the evaluation process.
Faculty comments:“
Methodology would be are you measuring pre./ post / post only - with a control group or what?
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COMPETENCY: Demonstrate effective training program measurement and evaluation.
CRITERION: Explain how evaluation levels will be measured.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies, but does not explain how evaluation levels will be measured.
Faculty comments:“
You say you will use level 1 but then evaluate issues like learning and behavior = unclear what you're really evaluating and not examples were provided.
The training evaluation method is a formative evaluation plan that consists of a level of one of the kirkpatrick models (kirkpatrick, & kirkpatrick, 2016). The techniques focus on the creative and knowledge gained by the learner after training by evaluating my evaluating new changes of trainer daily operation concerning the training learned.
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CRITERION: Develop evaluation levels for learning objectives.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not describe evaluation levels for learning objectives.
Faculty comments:“
You never brought forward your specific objectives from assessments 2 and 3
Think of it this way:
After training what should the trainees know or be able to do? For example - training to build a wooden picnic table'
Objective: after training trainees will know the 6 types of lumber they need to secure to build the table.
Evaluation: a test on the 6 types of lumber given learning will be measured in two ways: 1. Pre and post test results and 2. Direct observation during the interactive modules both before and immediately after the training program. Change (improvement) will be the post score minus the pre score.
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CRITERION: Justify the evaluation plan used for the training and development program.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Analyzes, but does not justify the evaluation plan used for the training and development program.
Faculty comments:“
Your plan needs clarification and details to be viable.
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CRITERION: Evaluate the effectiveness of the program design against evaluation results.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Analyzes, but does not evaluate the effectiveness of the program design against evaluation results.
Faculty comments:“
You need to evaluate what would happen if you did the evaluation of the program.
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COMPETENCY: Identify effective organizational processes and roles for employee development.
CRITERION: Evaluate the effectiveness of training to organizational processes on employee development.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Evaluates the effectiveness of training to organizational processes on employee development.
Faculty comments:“
Ok you did point out the value of this program but did not provide any example.
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