I think that its is interesting in learning about all of the training evaluation models. I found two different models. the fist model is called the CIRO Model of Evaluation. It was developed in 1970 by Warr, Bird, and Rackham. EVen though this training is over 30 years old but still answers issues that trainers still look at today like: impact of training on objectives and how to make people see the importance of training. The model is based on 4 stages that always uses 3 questions that each trainer needs to keep in mind:
1. Stage one: context- what needs to be changed?
2. Stage two: Input- What procedure are most likely to bring about change?
3. Stage three: reaction- what evidence is there that change has occurred?
4. Stage four: outcome- what evidence is there that change has occurred?
For more information and my source of information came from: http://toolkit.goodpractice.com/mdt/resources/development-cycle/training-cycle-evaluation/the-ciro-model-of-evaluation
The second is Professional Development and Appraisal System (PDAS)
This currently is what the state of Texas uses and recognizes as approved method of appraising teachers and figuring out the ares that the staff needs development. With this training model there are 8 domains which was adopted by the State board for Education Certification.
Prezi about the PDAS: http://prezi.com/u_kjn1lfkzsc/copy-of-peters-colony-professional-development-and-appraisal-system/
The 8 Domains :
- Active, Stuccessful Student Participation in the Learning Process
- Learner- centered Instruction
- Evaluation and feedback on Student Progress
- Management of Student Dicipline, Instructional Dtrategies, Time/Materials
- Professional Communication
- Professional Development
- Compliance with Policies, Operating Procedures and Requirments
- Improvement of All Students' Academic Performance
I feel like out of the two I would be able to use the first Model of Training of CIRO.
I do believe that return on investment and management should be considered. However, that is where you have to evaluate what your satisfaction or what are you considering a return on your investment. What I would utilize if I were selling something or looking into a model I would want a return on investment however, it would not be a monetary form. I would want my employee to feel valued and important. I would want to produce better customer service
One thing I have noticed where I work is working in the department that I work in we have problems with outside buy-in from other departments or faculty However, this is something that I do not think training models can fix. I think this is something were our highly trained staff needs to find that connect to ensure that faculty can have buy-in Not sure that this answered the question however, this is what I thought of after reading and seeing the question.
I'm familiar with the PDAS evaluation since our administration uses it in our school. I like the CIRO it looks pretty user friendly.
ReplyDeleteI think the 4th step in the CIRO model is important in any instructional design evaluation. More time needs to be spent in the EFFECT the training has had on the learner's performance and views of how work is done, what mission is trying to be accomplished and to what extent this new knowledge has been used, for how long, that way, another variable, assimilation time and practice time, could be factored in to the ROI or effectiveness index of the design.
ReplyDeleteI'm not sure how PDAS translates to instructional design evaluation. I am familiar with PDAS because it is the evaluation tool for teachers, but it limits itself to evaluating if the teacher has pursued professional development and training rather than implementation and results of said implementation.