Introduction - hdbk12010007

DOE-HDBK-1201-97

1. INTRODUCTION

1.1 Purpose

Training evaluation determines a training program's effectiveness in meeting its intended

purpose; producing competent employees. Evaluation is the quality assurance component

of a systematic approach to training (SAT) program. This guide provides information on

evaluation instruments used to gather employee, supervisor, and instructor feedback to

identify strengths and weaknesses of training programs at DOE facilities. It should be used

in conjunction with DOE Training Program Handbook: A Systematic Approach to Training

and DOE Handbook, Alternative Systematic Approaches to Training.

1.2 Discussion

The key to conducting an effective training evaluation is to first identify the questions to be

answered by the evaluation. Should the program be modified? What performance gains are

being realized? Is the need for training being addressed in the best way possible? The

purposes of an evaluation include the following:

To determine if a program is accomplishing its objectives.

To identify the strengths and weaknesses of a particular training program.

To identify which trainees benefitted the most, or the least, from a training

program.

To determine if a program was appropriate for its intended purpose and target

population.

Training evaluations should be conducted in all available settings (classroom, laboratory,

simulator, and on-the-job training) and at various times (during training, immediately after

training, three to six months after training, etc.). "What type of training data is needed?"

and "What training setting is being evaluated?" are two questions that will help determine

when the evaluation is conducted. The specific setting and time are usually controlled by

the level of the training evaluation. There are four levels of evaluation.