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74. Do you need different information or graphics?
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75. Are employees recognized for desired behaviors?
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76. Do you need to avoid or amend any Training Evaluation activities?
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77. Why is this needed?
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78. Are losses recognized in a timely manner?
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79. To what extent would your organization benefit from being recognized as a award recipient?
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80. Can management personnel recognize the monetary benefit of Training Evaluation?
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81. How do you assess your Training Evaluation workforce capability and capacity needs, including skills, competencies, and staffing levels?
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82. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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83. Are there any specific expectations or concerns about the Training Evaluation team, Training Evaluation itself?
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84. Do you recognize Training Evaluation achievements?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Training Evaluation Index at the beginning of the Self-Assessment.
CRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. Who is gathering information?
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2. How do you gather Training Evaluation requirements?
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3. What key stakeholder process output measure(s) does Training Evaluation leverage and how?
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4. Has a Training Evaluation requirement not been met?
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5. Have all of the relationships been defined properly?
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6. What are the tasks and definitions?
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7. Is Training Evaluation currently on schedule according to the plan?
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8. What are the requirements for audit information?
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9. What gets examined?
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10. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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11. Has a project plan, Gantt chart, or similar been developed/completed?
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12. Who is gathering Training Evaluation information?
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13. Who are the Training Evaluation improvement team members, including Management Leads and Coaches?
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14. Has your scope been defined?
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15. Are audit criteria, scope, frequency and methods defined?
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16. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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17. Do you have a Training Evaluation success story or case study ready to tell and share?
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18. Is full participation by members in regularly held team meetings guaranteed?
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19. What is the context?
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20. How do you gather the stories?
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21. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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22. How did the Training Evaluation manager receive input to the development of a Training Evaluation improvement plan and the estimated completion dates/times of each activity?
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23. The political context: who holds power?
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24. Why are you doing Training Evaluation and what is the scope?
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25. Are different versions of process maps needed to account for the different types of inputs?
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26. Has everyone on the team, including the team leaders, been properly trained?
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27.
