Corporate Leadership Council: Level Three Training Evaluations
CORPORATE LEADERSHIP COUNCIL
JANUARY 2003 www.corporateleadershipcouncil.com Fact Brief
Level Three Training Evaluations
Key Questions
Profiled
Institution
Industry
Revenues
Insurance
A
Employees
20,000 – 50,000
More than $10 billion
5,000 – 20,000
50,000 – 100,000
More than $10 billion
D
Consumer Products
Less than 5,000
What is the content and design of level three training evaluations?
More than $10 billion
C
Computer Software and Services
Financial Services
For what types of training are level three evaluations used?
Less than $1 billion
B
To whom, how, and when are level three training evaluations administered?
What is done with collected data?
Issue Overview: Companies Want to Increase Use of Level Three Evaluations
Table of Contents
Executive Summary
2
Determining Usage
3
Evaluation Content
And Delivery
7
Applying Results
12
Research Methodology
15
Appendix
According to a 2002 Learning and Development Roundtable study, 88 percent of surveyed companies cite measuring the “impact of specific training experiences on performance” (level three) as important. However, only 27 percent of surveyed
1
companies report actually utilizing this metric. According to the 2002 ASTD State of the
Industry Report, approximately 12 percent of surveyed organizations evaluate for level
2
three.
16
It is no surprise that companies want to measure training programs for transfer of skills, or level three, given that creating better evaluation frameworks for training helps demonstrate the link between training and performance improvements, which in turn helps
3
build support for training programs.
It is also no surprise that training programs are not used as often as is desirable, given today’s fast-paced work environment, limited resources, and the difficulty of measuring
4,5
skills transfer, particularly for “soft” skills training. This report
JANUARY 2003 www.corporateleadershipcouncil.com Fact Brief
Level Three Training Evaluations
Key Questions
Profiled
Institution
Industry
Revenues
Insurance
A
Employees
20,000 – 50,000
More than $10 billion
5,000 – 20,000
50,000 – 100,000
More than $10 billion
D
Consumer Products
Less than 5,000
What is the content and design of level three training evaluations?
More than $10 billion
C
Computer Software and Services
Financial Services
For what types of training are level three evaluations used?
Less than $1 billion
B
To whom, how, and when are level three training evaluations administered?
What is done with collected data?
Issue Overview: Companies Want to Increase Use of Level Three Evaluations
Table of Contents
Executive Summary
2
Determining Usage
3
Evaluation Content
And Delivery
7
Applying Results
12
Research Methodology
15
Appendix
According to a 2002 Learning and Development Roundtable study, 88 percent of surveyed companies cite measuring the “impact of specific training experiences on performance” (level three) as important. However, only 27 percent of surveyed
1
companies report actually utilizing this metric. According to the 2002 ASTD State of the
Industry Report, approximately 12 percent of surveyed organizations evaluate for level
2
three.
16
It is no surprise that companies want to measure training programs for transfer of skills, or level three, given that creating better evaluation frameworks for training helps demonstrate the link between training and performance improvements, which in turn helps
3
build support for training programs.
It is also no surprise that training programs are not used as often as is desirable, given today’s fast-paced work environment, limited resources, and the difficulty of measuring
4,5
skills transfer, particularly for “soft” skills training. This report