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Evaluating TrainingEvaluating Training
Joan M SerpicoJoan M Serpico
Mount Laurel Mount Laurel LibraryLibrary
Barb Hauck-MahBarb Hauck-Mah
Lodi LibraryLodi Library
ObjectiveObjective
By the end of this lesson,
you will be able
to evaluate your training
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Lesson ObjectivesLesson Objectives
You will be able to
• Identify 4 levels of evaluation
• Apply methods for each level
• Develop an evaluation strategy
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Why evaluate?Why evaluate?
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Why evaluate?Why evaluate?
• Ensure objectives are achieved
• Reinforce key program points
• Assess value of training
• Identify areas needing improvement
• Sell program
• Identify appropriate audience for future
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When to evaluate?When to evaluate?
DuringTraining
End ofTraining
Back atJob/Home
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Who is involved?Who is involved?
• Trainer
• Learners
• Coworkers
• Manager
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Training Evaluation ModelTraining Evaluation Model
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Four Levels of Evaluation
Reaction
Learning
Behavior
Results
9(Table 7.1 on p 7-3)
(Donald Kirkpatrick, 1959)
Training Evaluation ExampleTraining Evaluation Example
Downloading
eBooks for Library
Patrons
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Level 1: Reaction
• Measures how learners felt
• Subjective
• Occurs after training
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Level 1: Reaction
Methods
• Evaluation Form (smile sheet) Examples on p 7-5 and 7-6
• Interview
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Online Evaluation Tools
• Free online survey sitesSurveyMonkey, Zoomerang
(See Handout)
• Mobile Apps
• Social Media
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Level 2: Learning
• Measures what learners learned
(new skills and knowledge)
• Occurs during or before/after training
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Level 2: Learning
Methods
• Test
• Observation
• Interview
(Table 7.2 on p 7-7)
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Level 3: Behavior
• This measures lasting results
• Occurs after training (3-6 months)
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Level 3: Behavior
Methods
• Observation (during training and after)– Checklist
Input from learner & coworkers
• Interview
• Survey
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Level 4: Results
• Measures training’s contribution to organizational goals
• Performed by the organization
• Not appropriate for all training
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Level 4: Results
Methods
Input from learner & organization
• Analysis of pre-post statistics
• Cost-benefit analysis
• Impact on goals
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Four Levels of EvaluationFour Levels of Evaluation
How Learner Felt about Training
Assess New Skills
Behavior at Job/Home
Impact
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Practice!Practice!
• Complete worksheet on page 7-9.
• Compare answers with a partner.
• We’ll discuss as a group.
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Apply to your lessonApply to your lesson
Take a few minutes
• Find “Levels of Evaluation” Worksheet (p 7-10)
• Choose one evaluation level
• Jot down some methods for your plan
Table 7.1 (p 7-3) and Table 7.2 (p 7-7)
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Group ExerciseGroup Exercise
• Find a partner
• Share your evaluation plan
• Pick one to illustrate
• Present to groupObjective, level, method
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Develop an Evaluation StrategyDevelop an Evaluation Strategy
1) Create a Plan
• Pick an evaluation level
• Identify information to be collected
• Select method
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Develop an Evaluation StrategyDevelop an Evaluation Strategy
2) Collect and Analyze Information
• Design an instrument to collect data
Search online for “sample training evaluation forms”
• Decide how to analyze data
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Some Tips on Form DesignSome Tips on Form Design
• Keep it short
• Tie questions to objectives
• Focus on actionable items
• Mainly closed-end questions
• Use open-ends to find gaps
• Make it anonymous
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Develop an Evaluation StrategyDevelop an Evaluation Strategy
3) Present Evaluation Results
• Highlight lessons learned
• Present results with recommendations
to management
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Evaluation StrategyEvaluation Strategy (summary) (summary)
1) Develop a Plan
2) Collect and Analyze Information
3) Present Evaluation Results
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The training process is a The training process is a never-ending cyclenever-ending cycle
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Next:Next:Practice TrainingPractice Training
Best of Luck with your Best of Luck with your Presentations!Presentations!
Contact Information:
Joan SerpicoManager Special Projects, Mount Laurel [email protected] 856-234-7319 x314
Barb Hauck-MahDirector, Lodi Memorial Library [email protected] 973-365-4044 x7
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