Can anyone assist me or lead me in the right direction? I am exploring whether there is an evaluation form out there that I could use as a benchmark, to send to employees that have completed training and see whether it had made them better at their job or had any value?

I recommend asking their managers/supervisors what, if anything, has improved with regards to the objectives of the course. So, you list the objectives (they're observable behaviors, right?) and give them some type of scale to rate the behavior compared to what they did prior to attending.

Any forms for Level 3 (measuring performance impact/improvement) will be constructed specifically for the course delivered. As Laura points out the questions need to be specific to the objectives of the course.

With that in mind, the objectives need to be developed with the intent of modifying the performance/behavior of the participants. The objectives therefore should be measurable as well as observable, again as Laura points out.

By developing objectives as measurable, you can develop the level 3 survey before you even develop the course, because you have now identified what the course is expected to produce.

To give you more relevant examples, perhaps you can identify the type of training you are attempting to measure.

Here is information on a tool we have available on our website. It can be customized to reflect your specific training objectives.

The purpose of the Transfer of Training Measurement and Improvement Tool is to provide your organization with a simple, user-friendly means for systematically measuring and improving employee transfer of training from the learning setting to the job. In addition to providing a method for improving training, a significant side benefit of Trans-Measure is the generation of data needed to measure, and internally market, the value of training.

The Transfer of Training Measurement and Improvement Tool introduces a significant element to the transfer of training equation: task importance. An inherent weakness of many other transfer of training evaluation models is the lack of data and whether or not the training is worth transferring. Is value being added to the organization? Is proper task performance critical to individual and organizational success, or is it a non-critical, nice-to-know? Trans-Measure blends transfer of training evaluation and needs analysis methodologies to offer insight into the value added by training.

Administration Methodology.

The Transfer of Training Measurement and Improvement Tool can be administered on paper using interdepartmental mail, or electronically via e-mail, the Intranet, or the Internet. Paper administration is the best method for organizations that have a significant number of employees who do not have access to networked or on-line computers. If you chose to administer Trans-Measure electronically, many commercial databases, surveys, and polling applications are readily customizable to meet the needs of your organization.

Set up a Reminder System.

The Transfer of Training Measurement and Improvement Tool calls for trainees to be surveyed six months after they complete a training course. Six months allows trainees time to perform the tasks covered in the training course on the job. Establishing an automated system to remind Trans-Measure administrators when to survey trainees is essential for all but the smallest organizations; manually tracking these dates is extremely cumbersome. Fortunately, nearly every training record administration or spreadsheet software application can perform this function.

Reporting Values

· Transfer of Training Rate - Indicates the amount of training successfully applied on the job.
· Prior Knowledge Rate - The prior knowledge rate provides you with an indication of what percentage of the course’s content the trainee knew prior to attending training.
· Didn’t Stick Rate - Indicates the percentage of skills taught in the course that trainees did not learn how to perform and/or couldn’t remember how to perform.
· Value Added Rate - Indicates the amount of value the training course added to the organization on a 0 to 5 scale. A high rating indicates that employees are learning skills critical to the success of the organization and applying them in their jobs.



Bob Blake
TrainersDirect
1-800-250-1570
www.trainersdirect.com

P.S. Thank you Bill Keeley

I think it's important to note that because job performance and training transfer are affected by a large number of factors, there is no way to conclusively prove that a change in performance after training was indeed the result (or solely the result) of that training program. Likewise, if performance doesn't improve, it's not necessarily due to a problem with the training program.