Training and development

Education Evaluation:Benefits to Trust and

its Learners

Learning Beyond RegistrationEducation Quality Team

May 2014

Training and development

Training and development

Content• Data explanation• Benefit to the organisation• Benefit to learners• Training quality• Expected impact of training to the

organisation• Expected impact of learning on staff and

organisational performance

Training and development

Data explanation• Learning Beyond Registration is an opportunity for staff (with exception of

medical staff) in bands 5-9 to develop their role as a part of Continuous Professional Development and undertake university modules.

• The report includes data gathered between September 2011 and May 2014 – overall 118 responses.

• All the pictorial representation of data reflects percentage of respondents in agreement with benefits of training.

• The courses evaluated in this report are: Diagnostic Assessment and Decision Making, Research Methods for Evidence Based Practice – Online, Care of people with cancer, Intensive Care, Recognising the Deteriorating Adult Patient, Mentorship, Leadership of Change, Research Methods for Evidence Based Practice, Principles of History Taking and Physical Assessment, Work Based Learning, Foundations in History Taking and Physical Assessment, Decision Making for Advanced Clinical Practice, Assessment and Learning in Practice, Care of highly dependent patients, Recognising deteriorating child patient, Mentorship, Leadership of change, Maternal and fetal medicine, Safeguarding children and young people, Pharmacology and applied clinical science for prescribing and advanced medicines management

• The data highlighted in orange or red requires attention and addressing in the Action Plan.

Training and development

RAG rating

The following RAG rating is applied:• Green:75%/3.0 and above or below 5% for

constructive comments• Amber: 2.5 to 3.5/50-75% or 5-25% for

constructive comments• Red: below 2.5/50% or over 25% for

constructive comments

Training and development

Benefit to the organisation

• Assisting in meeting departmental and organisational goals, objectives and targets (impact on goals)

• Helping in learners current work / role (importance to learner)

• Degree of satisfaction with the programme content (learner content satisfaction)

• Knowledge and preparation of learners prior to programme commencement (pre-training engagement)

Training and development

Benefit to the organisation chart

Training and development

Benefits to the learners

The outcomes show if:

• the training was a revision of previously gained knowledge,

• obtaining of completely new knowledge or• combination of both above options.

Training and development

How new was the material to delegates?

Training and development

Learners’ experience of the programme

Training and development

Training quality

Overall quality of training combines the following components:•Trainer quality (attitude, knowledge of the subject, enthusiasm, ability to listen, clarity of presentation)•Training materials quality (manuals and other materials and equipment)•Quality of administrative assistance•Quality of training room and general training environment

Training and development

Overall training quality

Training and development

Trainer quality

Training and development

Expected impact of the programme on the organisation

• Amount of programme content expected to be implemented at work (content implemented)

• Efficiency, effectiveness and value of the undertaken training to the organisation (faster/better/cheaper)

• Time from attending the training to training knowledge implementation in practice (time to implementation)

• Obstacles in implementing the training knowledge and skills (lack of time, authority, no support from manager, lack of personal confidence, no equipment, need of further training or irrelevance of the training to the current role)

Training and development

Expected training impact

Training and development

Barriers to training implementation

Training and development

Expected effectiveness of performance post education

• The degree of expected impact of learning on LBR courses on performance rates as follows in below scale from 1 to 4 where:

1=little impact, 2=some impact, 3=significant impact and 4=very significant impact

Training and development

Expected effectiveness of performancepost education

2.3

Training and development

Education Outcomes Framework

• Excellent education• Development of competent and

capable staff• Growth of adaptable and flexible

workforce

Training and development

Excellent education

• Learner content satisfaction• Quality of trainers• Quality of training materials • Quality of administration• Quality of training environment

Training and development

Development of competent and capable staff

• Impact on goals• Importance to learners• Learner objectives• Learner improvement• Learner capability• Increased networking

Training and development

Growth of adaptable and flexible workforce

• Learner engagement with training• Content implementation• Expected degree of training impact • Time to training implementation• Barriers of training implementation

Training and development

Education Outcomes Framework