There is limited research that describes the evaluation procedures utilized by Athletic Training Education Programs (ATEP). The purpose of this study was to determine the effectiveness of the process the CAATE member institutions use to assess outcome-based standards in Standard H. This research used a cross-sectional study design. A survey link…

The chapter explores critical roles of internal evaluators in contemporary organizational settings. The need is highlighted for an expanded, reconfigured, unorthodox set of roles and styles of work to meet the needs of the emerging learning organizations effectively. A discussion of major categories of internal evaluator roles emerged from the…

Methods suggested by research for evaluating training were compared to survey responses from 202 Canadian organizations regarding actual evaluation practices. Most organizations appeared to evaluate at only one or two of Kirkpatrick's four levels. However, this may be appropriate in light of program objectives, type of organization, and purposes…

The purpose of this paper was to undertake a comprehensive review of Kirkpatrick's four-level evaluation model. Included was a brief discussion on the additions that have been suggested by critics attempting to make it more responsive to training practitioners' needs as well as researchers' inquiries. Also included is a contrast of Kirkpatrick's…

Drawing on her experience with County Durham Learning and subsequently as a Recognising and Recording Progress and Achievement in Non-Accredited Learning (RARPA) Champion for the Learning and Skills Council and as a trainer for the National Institute of Adult Continuing Education (NIACE) and the Learning and Skills Network, the author outlines the…

It is proposed that one of the best ways to sell training is by the objective results of training evaluation. (Author)

Presents a model for developing a strategy for training evaluation, according to the purpose of the evaluation or who is being evaluated. (MF)

Applying attribution theory principles to evaluation of educational programs, the effects of training for social service employees were evaluated by trainees, training instructors, and agency supervisors. Findings confirmed a concept of attribution theory: trainees and instructors tended to have similar responses, while agency supervisor responses…

This manual is intended to help workplace education practitioners understand the program evaluation process. The manual begins with a discussion of the issues involved in choosing an approach to evaluating workplace education programs. Six assumptions about objectives, development, management, and evaluation of workplace education programs are…

The problems faced by the author as an external evaluator responsible for evaluating a grass roots initiative for school managers in Great Britain are examined. The focus is on evaluating a management development program in the field and training an evaluator, rather than on outcomes of the program itself. (SLD)

Preparing Educational Training Consultants (PETC) is a series of three cumulative and sequential instructional systems currently being developed by the Improving Teaching Competencies Program (ITCP) of the Northwest Regional Educational Laboratory (NWREL). This paper presents the results of an evaluation of the second instructional system in the…

This guide was prepared during a 3-day institute to assist those involved in the initiation and continuance of joint in-service training between state Vocational Rehabilitation agencies and Disability Determination Units. The guide is organized around the major considerations in any training program, including: (1) content, which identifies the…

This paper represents the first phase of a pilot project designed to evaluate the effectiveness of training and utilizing licensed home day care providers as subsequent trainers of potential or inexperienced day care providers. The initial training of the licensed providers was conducted by professional personnel. Pretest and posttest data were…

This paper represents the second phase of a pilot project designed to evaluate the effectiveness of training and utilizing licensed home day care providers as subsequent trainers of potential or inexperienced day care providers. The second phase of the project involved the modification of the instruments used in Phase I, as well as the deletion of…

This handbook introduces a new training model that reflects the complexity of organizational life, changes in the human resources (HR) function, and the need to involve line management. Part I outlines the new context in which training must be delivered. It discusses the changing organizational requirements for training and the changing position…