| In a 90 minute Roundtable session, the first
rotation uses the first 45 minutes and the second rotation uses the last 45 minutes.
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| Roundtable Rotation I:
Painting a Picture of Evaluating Trainee Needs: Content and Experience With Training Methodologies |
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Roundtable Presentation 512 to be held in the Sandstone Boardroom on Friday, Nov 7, 9:15 AM to 10:45 AM
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Sponsored by the Needs Assessment TIG
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| Presenter(s):
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| Sandra Naoom,
University of South Florida,
snaoom@fmhi.usf.edu
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| Adrienne Cadle,
University of South Florida,
adriennewoodleycadle@msn.com
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| Abstract:
There is an intuitive benefit to evaluating a need for training as it identifies the motives for delivering (or not delivering) training, the method of delivery, the content to be trained and appropriate trainees. Despite the benefits of evaluating training, it is seldom reported in peer reviewed publications (Arthur et. al, 2003). This evaluation was aimed at assessing two different levels of school district leaderships’ need for training. The management-oriented approach was used to help trainers tailor the training they will deliver. The purpose of this formative evaluation was to identify training needs, past experiences with training others, and knowledge of training content. Training needs were assessed using mixed methodology, including paper and pencil surveys, as well as interviews. Organizational and person level analyses were conducted as part of the assessment of training needs. The benefits and limitations to conducting a needs assessment for training will be presented further in this paper.
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| Roundtable Rotation II:
Measuring Impact Beyond the Training Room: Executive Leaders Training Program Evaluation |
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Roundtable Presentation 512 to be held in the Sandstone Boardroom on Friday, Nov 7, 9:15 AM to 10:45 AM
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Sponsored by the Needs Assessment TIG
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| Presenter(s):
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| Jecky Misieng,
University of South Florida,
mjecky@gmail.com
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| Abstract:
This evaluation was conducted to measure overall impact of executive leadership training on behavior changes and performance of district level administrators in a South Eastern school district. Approximately 100 participants, all new to their leadership positions, completed the training over a four year period (2004-2007). Kirkpatrick’s and Guskey’s evaluation models were used to provide insight on information at five different levels including reaction, learning, behavior, results, organizational support and change management. Several instruments were used to collect quantitative and qualitative data from participants, their supervisors and coaches in order to address the evaluation questions. These methods include post-training surveys, questionnaires, and interviews. Impacts at each of the above mentioned levels were examined based on the training evaluation criteria. Participant responses on the training, including logistic difficulties, expenses and limitations that provided useful information to improve the training will be discussed.
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