Professional Documents
Culture Documents
EVALUATION PROPOSAL
ETR 431 Fall ‘17
Abstract
Evaluation proposal for a suggested training program designed to improve numerous aspects of
an existing training program at an industrial production facility
Sam Fountain
1787757@students.niu.edu
Part I: Program Description
The program which is the evaluand for this project is one designed to improve the training theory
knowledge of, and provide support and guidance to, technicians who have been tasked with the hands-
The program consists of a two-part, classroom training session for trainers, complete with activities and
assessments, for all training technicians. The session will be conducted in groups of 8 to provide
sufficient numbers for group activities while maintaining a personal feel to the interaction.
The second component to the program is a follow-up introduction session for training pairs (trainer and
trainee) in which a program overview will be given to both parties and includes activities which allow
both parties to get to know each other’s’ training and learning styles.
The third component to the program is a weekly update session, in which both parties provide an
update on their progress and highlight any successes or difficulties experienced during the week. This
information can then be used to brainstorm solutions and to pool experience to feed into the program.
The exchanges also provide an opportunity for the program manager to monitor the implementation of
the program by trainers and provide feedback and collect data as necessary.
The fourth component to the program is a tracking tool, which allows pairs to check their progress and
gives guidance on expected durations for various components of the program and helps the pair keep
on track for completing the program within the proscribed timeframe. The tracking tool also allows
supervisory team to monitor the progress of employees to provide guidance and assistance where
necessary and feed into annual evaluations to ensure that diligence and proficiency are duly rewarded.
The final component of the program is a final evaluation, conducted by an SME, of the trainee’s
performance, allowing them to complete the training program. The evaluation is conducted via a
standardized score sheet and comprises an oral examination, conducted one-on-one, and a series of
Upon successful completion of the program, both trainer and trainee contribute to a discussion on the
most and least successful components of the program and their training experience. The resultant data
is fed back into the program to provide an opportunity for evaluation and continuous improvement.
If issues are experienced with proscribed timeframes or program expectations, revisions can be made by
the training manager after consultation with supervisory and/or management team. Problems with
trainer/ trainee diligence or aptitude can be dealt with either by coaching, or referral to supervisory
The program expects to reduce the total training period for new employees from a current estimate of
9-12 months (no data exists) to 6-9 months. The program also expects to reduce operator error
occurrences of new employees, but a percentage reduction has not been stipulated. Data exists for
historical occurrences, so a simple reduction will suffice for the initial year.
The participants, both trainer and trainee, are process technicians in an industrial biotechnology plant.
The learning curve is quite steep, as new recruits are often unfamiliar with the most basic aspects of the
Short term goals for the project are numerous. They include improving the proficiency of new
employees, thereby minimizing the propensity for accidents and wastage and improving safety, reducing
the required duration of a successful training cycle, increasing the versatility of existing technicians and
deepen their process knowledge, and reducing staff turnover due to dissatisfaction with the training
success.
Long term goals are as follows: developing the skill sets of technical employees, improving moral by
reproduceable program which can be easily transferred to sister facilities, and fortifying the existing
safety program through reinforcement of its values through the training program.
Program personnel/staff
The program will be conducted by one program manager, who will report out quarterly to the site
management team. Participants will be eight training technicians and their eight trainees. Other
required inputs will be periodic monitoring by the supervisory team and an SME to conduct final
evaluations. The SME must not be a training team member to avoid any conflicts of interest and would
Program logistics
The program will begin with two 2-hour sessions between training manager and eight trainers, to be
held in a conference room large enough to permit small group activities. Weekly 30-minute update
sessions will be held between training manager and eight training pairs, to be held in training manager’s
office. SME evaluations with trainees will be conducted, as necessary, anticipated to be every 6-9
months. These will be held in a small conference room, with the hands-on portion conducted on the
production floor. In addition, quarterly progress reports given by training manager to management team
feedback.
Logic Model
The evaluation of the train the trainer program is being conducted in order to ensure that the program
is being conducted effectively and efficiently, that the resources attributed to the program are being
well utilized, and that there has been a degree of improvement over the pre-existing program, which the
The purpose of this evaluation is to ensure that the program is able to assist technicians who have been
tasked with training new employees to develop proficient trainee technicians by increasing their
It also aims to ensure that the program has been able to instill a sense of cohesion in the individual
training teams and thereby increase the site’s confidence in the training program as a whole.
The evaluation will also confirm that the program has increased the reduced the duration of the training
A further aim is to establish whether the program has been successful in improving morale within the
A final objective will be to assess whether or not the program has matured sufficiently to transfer to
other manufacturing sites where a need for training program improvement has been identified.
A number of questions the evaluation seeks to answer are as follows: Is the program structure
appropriately adhered to? Has the proficiency of new employees increased? Are trainers satisfied with
improvements to the program? Is the program sufficiently successful to maintain continued resource
investment?
The evaluation is intended to be used by site management primarily, with secondary stakeholders at
sister manufacturing sites and upper management also taken into consideration. The site management
will use the information contained herein to assess whether the program warrants continued
investment of resources, and to decide whether any identified amendments should be made to the
program.
The training staff who are being directly assessed by the evaluation are also intended to use the
evaluation, to be used as a tool to identify and bolster successful techniques, and to highlight and rectify
areas of improvement.
The evaluation is intended to be used by all of the users to improve the training program in the facility
and recognize improvements that have been made using the available data.
Part 3: Evaluation Model and Methods
The proposed evaluation is intended to assess the degree of success of the Train the Trainer program
and whether it is worthy of continued investment, both at the single plant level, and in the broader
business.
It follows an Objectives‐Oriented Evaluation Approach, as it is mainly focused upon the outcomes of the
program and their effects within the organization. The general design of the evaluation will be mixed
The sampling plan features data collected from all of the staff involved in the program: 10 participants in
the form of trainers and trainees; 1 program coordinators in the form of the training manager; and 8
department supervisors and managers. The design used to collect data will be purposive, focusing on
information gleaned from specific individuals. Data sources are selected exclusively based on their
participation in the program, but follow no other criteria, as age and gender etcetera are irrelevant to
the evaluation.
The evaluation will employ an employee attitude survey to measure employee’s attitudes and opinions
about the quality of the training program updates. It will use the existing incident database to measure
trainee operator incidents before and after the campaign in order to assess whether the program has
improved new employee aptitude, thereby reducing accidents. It will utilize a census of tracking tool and
progress reports to ensure that the program is being completed within the prescribed timeframe.
Finally, an interview will be conducted with management, inputting the information from the
aforementioned data along with financial requirements of the program, to determine whether the
Should the program plan be accepted, it is suggested that the implementation begin immediately. It is
expected to require at least six months to complete the entire program, given the anticipated reduction
in total training duration, though it may require as much as nine months if improvements are not seen.
As recruitment will involve a specific set of employees, the options will be limited to both participants
and program staff, but the timeframe for recruitment will be almost null. The data collection will extend
across the life of the training cycle, which as previously stated will require at minimum six months. Data
analysis is expected to require two weeks of the program manager’s time, if no other responsibilities are
required of the manager during that period. Dissemination of results will require the attention of the
site management team initially, with any resultant amendments made requiring further time before
sitewide dissemination occurs. The results should be presented to the entire site during a plant meeting,
Milestones and deliverables will be assessed at each monthly management team meeting with the
program manager. All of the deliverables will be assessed at each meeting, largely ensuring that the
As the entire program staff exists today, the revamp will not require any additional resources. All of the
participants are regular employees, the training manager already oversees the existing program, so no
further investment will be required. The management team will be asked to contribute to the process,
including monthly meetings, but as they are salaried, this will incur no further costs.
All of the evaluation will be conducted by the training manager. Specific tasks include two 2-hour
sessions between training manager and eight trainers, to be held in a conference room large enough to
permit small group activities. Weekly 30-minute update sessions will be held between training manager
and eight training pairs, to be held in training manager’s office. SME evaluations with trainees will be
conducted, as necessary, anticipated to be every 6-9 months. These will be held in a small conference
room, with the hands-on portion conducted on the production floor. In addition, quarterly progress
reports given by training manager to management team during management team meetings.
Dissemination of results will require the attention of the site management team initially, with any
resultant amendments made requiring further time before sitewide dissemination occurs. Following a
site management announcement and discussion, an email will be sent to regional management
announcing the results, with further action taken at specific regional sites dependent on the success of
the program and each sites’ willingness to adopt the new training program.
The results should be presented to the entire site during a townhall-style plant meeting, with data-based
If after the initial rollout considerable alterations are required to make the program successful, a new
evaluation plan will be drafted, outlining amended deliverables and deliverables, along with revised