Annual Training Program Review

Creating a Formal Evaluation and Revision Process for Curriculum

May 23, 2009 Joni Rose

An annual review of company training programs helps to ensure that training objectives are being met. Create a formal evaluation process to keep content current.

Often training programs are designed and delivered for years without a formal review process. As material becomes out of date and needs of the audience change over time, it is important to plan an annual training program review processes to evaluate and revise training programs.

Summarize Evaluation Results

Begin the process of a curriculum review by summarizing results from evaluation forms collected over the year. This process is simplified if a consistent evaluation form has been used each time the training is offered and qualitative information is collected. Graph qualitative information in order to see trends and consistencies in review results in order to make recommendations for revisions. If possible, categorize the findings into feedback into the following categories:

Training Framework

• Content structure – broken into modules, sequence of content
• Instructional style – self paced, instructor led
• Delivery modes – online, face to face, workbooks
• Delivery style – interactive group work (discussions, games, brainstorming, simulations), lecture, demonstration, individual work (exercises, experiments)
• Audience definitions – restricted to a target group, open to a more general audience

Training Environment

• Room layout
• Comfort – chairs, temperature
• Catering
• Lighting

Program Content

• Relevance to work
• Reflective of current marketplace
• Adequate detail and depth of content
• Pacing of delivery

Results of Tests and Quizzes

After summarizing the results of participant evaluations, graph test and quiz results to see if they create a bell curve. If you analyze the results of tests and quizzes and the results consistently do not produce a bell curve, adjust the questions by making them easier or harder accordingly. If possible, analyze per question results to determine questions (and subsequently topics) that produce high error rates.

Content Review

Content to Keep

Keep content that is consistently evaluated as relevant and truly impacts on the job performance.

Content to Edit

Reviewing the findings of the evaluation review will help to determine what content is out of date and needs to reflect current market conditions. If test results indicate that a subject should be covered in more depth or as more of an overview, make the adjustment. The sequencing of content is often an issue if foundational topics are offered after more advanced concepts. Restructure the content to offer foundational content first.

Also pay attention to content areas that have been identified as an area of weakness on multiple employee performance reviews. Review how the content is delivered to make adjustment to improve learning and retention of knowledge.

Content to Delete

If information overload is a common complaint on evaluations, it is time to hack and slash content that complicates key message delivery.

Completing an annual review of curriculum will keep a training program fresh and relevant to current market conditions and ensure employees improve their performance.

The copyright of the article Annual Training Program Review in Training/Professional Development is owned by Joni Rose. Permission to republish Annual Training Program Review in print or online must be granted by the author in writing.

Training Program Review