CB,

Cannot expect much measurable meaningful change in less than a couple of months, I believe.

My suggestion would be to assess at the beginning (set as a foundation, benchmark and starting point), assess at 3 months as program is ongoing. Again at 6 months and then again after 1 year.....depending on the length of the immersion.

sf,

Boom
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Remember -- a lot of factors play a part in someone applying what they've learned to their jobs. Have you considered implementing action plans where the employee and manager have a communication/tracking vehicle to assess what was learned and how it will be applied? One of the keys to ensuring the "transfer of training" is management support. Of course, you can also ensure this by making very clear links between learning, performance and business goals from the get-go. That would also give you something to measure... the proof will be in the pudding if the learning opportunity directly impacts performance AND managers hold people accountable.