Training readiness and evaluation Rubric

 

 

How ready is your organisation to deliver the right learning outcomes to meet the organisational goals?

Where is your organisation in its journey to transform learning in your workplace? Not ready? Nearing readiness? Or ready to succeed?

Use the evaluation rubric below to determine where you are and how you can get to where you want to go. 

Part 1: Organisational readiness to implement training

The learning strategy has a clear and articulated purpose aligned with the organisational goals
A strategic plan for the adoption of an organisational learning strategy to reskill, upskill and develop new skills to meet organisational goals.
An ongoing promotional plan for organisational learning is communicated as scheduled and measured for effectiveness.

Part 2: Training evaluation

Workplace capability and learning outcomes guide the analysis, design, development, implementation, and evaluation of learning content.
Learning content is designed for meaningful learning (learn, practice, reflect.) as micro-lessons on demand or pushed to the point of need.
Instructors, trainers, and teachers (learning facilitators) use individual learner data to identify learning gaps during formative assessments allowing timely intervention and remediation.
Regular reviews of the learner data at a course level are used to evaluate and adapt learning content to achieve iterative training improvements to meet workplace capability.

Your result

Part 1: Organisational readiness to implement training and Part 2: Training evaluation

 

Not ready/ad hoc. Understanding where you are and what needs to be fixed to ensure success is a great place to start. Look to how you can take a more strategic, structural and supportive approach to achieve your learning objectives.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training

 

Not ready/ad hoc. Understanding where you are and what needs to be fixed to ensure success is a great place to start. Look to how you can take a more strategic, structural and supportive approach to achieve your learning objectives.

Part 2: Training evaluation

Nearing readiness/Consolidating. Your journey has started, and some fine tuning may be all that’s needed to ensure success. Ensure you cover off on strategic, structural and supportive elements of your approach.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training

 

Not ready/ad hoc. Understanding where you are and what needs to be fixed to ensure success is a great place to start. Look to how you can take a more strategic, structural and supportive approach to achieve your learning objectives.

Part 2: Training evaluation

Ready for success/Maturing. Great work. Maintain the strategic, structural and supportive balance is critical to success

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training

 

Nearing readiness/Consolidating. Your journey has started, and some fine tuning may be all that’s needed to ensure success. Ensure you cover off on strategic, structural and supportive elements of your approach.

Part 2: Training evaluation

Not ready/ad hoc. Understanding where you are and what needs to be fixed to ensure success is a great place to start. Look to how you can take a more strategic, structural and supportive approach to achieve your learning objectives.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training and Part 2: Training evaluation

 

Nearing readiness/Consolidating. Your journey has started, and some fine tuning may be all that’s needed to ensure success. Ensure you cover off on strategic, structural and supportive elements of your approach.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training

 

Nearing readiness/Consolidating. Your journey has started, and some fine tuning may be all that’s needed to ensure success. Ensure you cover off on strategic, structural and supportive elements of your approach.

Part 2: Training evaluation

Ready for success/Maturing. Great work. Maintain the strategic, structural and supportive balance is critical to success.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training

 

Ready for success/Maturing. Great work. Maintain the strategic, structural and supportive balance is critical to success

Part 2: Training evaluation

Not ready/ad hoc. Understanding where you are and what needs to be fixed to ensure success is a great place to start. Look to how you can take a more strategic, structural and supportive approach to achieve your learning objectives.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training

 

Ready for success/Maturing. Great work. Maintain the strategic, structural and supportive balance is critical to success

Part 2: Training evaluation

Nearing readiness/Consolidating. Your journey has started, and some fine tuning may be all that’s needed to ensure success. Ensure you cover off on strategic, structural and supportive elements of your approach.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.

Your result

Part 1: Organisational readiness to implement training and Part 2: Training evaluation

 

Ready for success/Maturing. Great work. Maintain the strategic, structural and supportive balance is critical to success.

  Some thoughts to ponder.

Having in place an institutionalised, Integrated Learning strategy, with written multi-year plans documented, evaluated, and adjusted as required is critical to success.

A written, scheduled, and measurable communications campaign is being used to promote the Integrated Learning strategy and plans to all stakeholders.

Training content developers require knowledge, skills, facilities, and support to analyse workplace requirements, design, develop and implement training that integrates of pedagogy and technology to meet the organisation’s learning objectives.

The progress learners make needs to be monitored, evaluated, and adjusted based on quantitative and qualitative data.

Training deployed needs iterative, evidenced-based feedback, that allows ongoing continuous improvement of learning content.