| Evaluate This phase is the culmination of our joint efforts. If the first three
phases are done right, and management support and reinforcement is present, we will now be
celebrating our successes. Our goal here is to evaluate whether we have achieved the
objectives set for the program. There are three ways in which we can measure the overall
effectiveness of the performance improvement effort. First, we measure the effectiveness
of the training program. Second, we measure the degree to which participants changed their
behaviors/actions back on the job. And third, we measure the results participants achieved
by implementing their performance improvement plans back on the job.
1. Measuring Program Effectiveness: This method of
measurement is a traditional but necessary step to ensure that our training efforts are
focused on their intended objectives. As a first step, we will:
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measure the effectiveness of the
training process;
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evaluate the instructors'
presentations, program
design, course material, and program objectives;
and
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determine the extent to which
participants believe
that the program objectives have been met and that
their improvement plans will help them increase
their effectiveness and achieve the results expected of them
back on the job. |
These written evaluations yield information that is critical
for the continuous improvement of our programs. As we work with you, if we find
deficiencies in the design, content, or instructor presentations as a result of our
evaluations, we will make the appropriate improvements to ensure we are meeting the agreed
upon objectives of the program. Opportunities to make continuous improvement in these
areas will be done at our cost. Any other changes required to further customize the
program to your evolving needs, would require a contract amendment.
2. Measuring Participant Behavioral Changes: This method
measures the extent to which participants' on-the-job behavior changes as a result of our
program. To provide this evaluation, we recommend, when applicable, the re-administration
of our survey instrument nine to twelve months after participants attend the program.
In this way, behavioral change as perceived by their direct
reports, team members or customers can be tracked and measured. Individual data is useful
for identifying areas that are still in need of development, as well as those areas where
improvement has taken place and appropriate recognition should be provided. Aggregate data
rolled up by management level or by work unit, is useful in determining what areas of need
are still present across the organization and what development differences exist between
and among work units.
3. Measuring Performance Results: This method measures the
extent to which performance has improved and results have been achieved as a result of
implementing each program's performance improvement plans. As participants implement their
plans back on the job and then report the outcomes achieved, tangible results will be
documented.
We can help you develop composite profiles of those plans,
their successes, failures, and lessons learned, and how they could be rolled up to each
level of management, so that management can evaluate the extent to which their objectives
are being achieved.
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Introduction
Training
Systems Model
Diagnose
Management
Support and
Reinforcement
Design
and
Develop
Implement
and
Follow-Up
Evaluate
Summary |
