Internal Evaluations

DOE-HDBK-1201-97

Level I:

Reaction-

Determines the trainees' opinion of the training program.

Level II:

Learning-

Measures the trainees' achievement of the program goals.

Level III:

Application-

Determines if trainees are using the new skills on the job.

Level IV:

Results-

Measures whether training has a significant influence on the

organization's operation.

Internal Evaluations

Levels I and II focus primarily on internal evaluations. Internal evaluation is the process that

collects data by reviewing course materials, trainee test and performance data, the trainees'

reactions to training, instructor evaluations by training staff, and other information coming

from the development and use of the actual training program itself.

Measuring the trainees' reactions to training is usually collected on an end-of-course critique

form or questionnaire that records the trainees' impressions about the instructors, course

content, materials, facilities, etc. Although this data is subjective, it can be valuable as a

quick assessment of training. This data can also be a source of information about the

perceived quality of training and materials. Trainees can also be good evaluators of

instructor technical competence. The problem with this instrument is that there is very little

correlation between how the trainees feel and what they have learned. Examples 6 and 7

are variations of this type.

Instructors are evaluated by the training staff to determine the adequacy of training delivery.

This evaluation should be performed by the training supervisor or a qualified staff member.

Instructors should be evaluated regularly in terms of technical knowledge, presentation

skills, and interpersonal skills for each training setting they are qualified to instruct. The

discrepancies identified in these evaluations should be corrected using a systematic method

such as a feedback loop. Examples 1, 2, 3, 9, and 10 all relate to this method of

evaluation.