We have a centralized training group that needs to audit departmental training programs. Does anyone do something similar? Do you have good criteria to "grade" a training program?

If anyone has resources as to "best practice" training programs this would also be helpful in helping us to develop our grading criteria.

Thanks!

It would help if you could tell us what "audit" and "grading" mean in the context of your organization.

One starting point might be Dr. Donald Kirkpatrick's four levels.

To clarify--

The goal is to gauge a department's training effectiveness and could also serve as an incentive to create a better training program (if we eventually tied the grade to performance/comp). It helps a department know where they need to grow their training program to be best in class, etc.

So, a Department may get an "A" if they have development plans based on competencies, have regularly scheduled needs analyses,utilize post and pre-assessments to gauge effectiveness of content, etc...

Whereas a department that doesn't have development plans (say they only have new hire training plans), doesn't use any testing, has holes in their content, doesn't tie to performance goals, etc. would get an "F".

That is the very oversimplified version, but hopefully that helps you to clarify our purpose.

Thanks for your response!

Good. I like the compentency-based approach and the training plan requirement.

Check out Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs by Donald L Kirkpatrick and James D Kirkpatrick to help you decide what types of assessments you want. Do you want those who've completed Widget Assembly I to be able to answer questions about widget assembly or do you want them to demonstrate that they can assemble widgets, for example. Also, is it necessary for a master widget assembler to take the Widget Assembly I class in order for his department to meet the competency goals?

Finally, you might consider checking to see if the departments have any idea of the skills/knowledge gaps and what plans they have for meeting them. I know you mentioned training plans, but mentoring, coaching and other approaches might be better than training.

Thanks, it looks great! I've ordered the book. Appreciate your help.