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Strategic Planning for Training

Evaluation
When to Evaluate?

Before, During, and After


Training
Why Evaluate?
Before Training
Identify needs or problems.
Identify specific job competencies
to close gaps.
Identify the type of evaluation
needed.
Why Evaluate?
During Development of Training
Determine which staff should be
the targets of training.
Provide feedback to curriculum
designers on content, methods,
and materials.
Determine if course delivery is
consistent and follows curriculum
specifications.
Why Evaluate?
After Training
Note changes in participants’ attitudes
and reactions to the course.
Assess trainees’ mastery of knowledge.
Assess trainees’ mastery of skills.
Assess transfer of new knowledge and
skills to the job.
Measure whether or not performance
gaps have begun to close.
Measure relationship of training to
agency goals and client outcomes.
Strategic Plan for Training
Evaluation

Why do it?

Specify clear relationships among


agency goals, resources, purposes
of training evaluation and decisions
about what to evaluate.
Factors to Consider
Purpose of training
Cost of evaluation
Centrality of subject matter to
competent job performance
Consequences of poorly
developed/delivered training
Number of staff to be reached
Length of course
Legal mandates, public and political
pressures
Agency goals
AHA Training Evaluation Model
Apple Peel Levels
Level 1 = Course
Evaluation of the training:
Content
Structure
Methods
Materials
Delivery
Apple Peel Levels
Level 2 = Satisfaction
(Happiness Sheets)
Assesses trainees’ feelings
about:
Trainer
Quality of material presented
Methods of presentation
Environment (e.g., room
temperature)
Apple Peel Levels
Level 3 = Opinion
Assesses trainees’
attitudes/perceptions about:
Utilization of training
Own learning
Training’s value
Apple Peel Levels
Level 4 = Knowledge Acquisition
Assesses learning and recalling
terms, definitions, and facts
Level 5 = Knowledge
Comprehension
Assesses understanding concepts
and relationships, recognizing
examples in practice, and problem
solving
Apple Peel Levels
Level 6 = Skill Demonstration
Assesses application of learned
material to new and concrete
situations within the training
environment
Level 7 = Skill Transfer
Assesses application of new
knowledge and skills outside the
classroom and on the job
Apple Peel Levels
Level 8 = Agency Impact
Level 9 = Client Outcomes
Level 10 = Community Impacts

Assesses impact of training at


agency, client, and community
levels
Model for Successful Training
Course Evaluation
Step 1: Identify the purposes of the
evaluation.
Step 2: Determine the levels of
evaluation needed.
Step 3: Develop an evaluation design.
Step 4: Select or develop instruments.
Step 5: Develop a data collection plan.
Step 6: Pilot and revise instruments and
procedures.
Step 7: Collect evaluation data.
Step 8: Analyze evaluation data.