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Running head: PROGRAM EVALUATION RUBRIC 1

Program Evaluation Rubric

Glorimary Diaz Torres

AET/570

Jul 02, 2018

Gregory Dlabach
PROGRAM EVALUATION RUBRIC 2

Program Evaluation Rubric

Organizations spend money and time preparing and facilitating training for their

employees. The objectives and goals of the training are to prepare the employees with the

necessary skills and knowledge that they need to succeed in their designated jobs. So how will

organizations know if their training program has worked successfully, and how will they achieve

a positive and productive return on their investment? Organizations and their training facilitators

need to perform evaluations before, during, and after training to collect the necessary data that they

will need to help them measure the effectiveness of the training. Evaluations also help to improve

the training techniques and material content. To plan and evaluate the training program, a program

evaluation rubric will be the magic tool that will guide facilitators and participants.

Organization and Training Description

Yves Saint Laurent beauté is a division of YSL that provides high scale services and

products in the beauty market. This division of makeup and fragrance is a French line that has

employees internationally. On U.S. territory, the corporate office is in New York. The reputable

brand facilitates their employees with training three times a year. The Luxurious training includes

travel arrangement to 5-star resorts in different states where the entire U.S. staff has its meetings.

The Beauty stylist gets to train in new product knowledge, upscale customers service, makeup

application techniques, sales techniques, customers personality knowledge, policies of the

company, hygiene, and personal appearance. The training is three full days and is divided into

training segments in different rooms. On the last day, the training takes place in an upscale luxury

mall at the current location to be trained in the field as an undercover customer.


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Evaluation

Yves Saint Laurent’s new manager of the learning and development program department

has reviewed the training manuals and no evaluation has been done after any training program. To

ensure and maximize a positive outcome in the next upcoming training, the new manager will be

performing evaluations using a program evaluation rubric in the assessment plan. A rubric in the

assessment program will help to determine the capacity of knowledge, skills obtained by the

participants, effectiveness, and the collection of more data that can be useful to reinforce the

training if necessary. The rubric will facilitate the assessment of the new training program. The

Kirkpatrick’s four levels of evaluation reaction, learning, behavior, and results (Kirkpatrick, 2008)

will be part of the rubric when creating the evaluation plan and measuring the training program.

KIRKPATRICK’S FOUR LEVELS OF EVALUATION

LEVEL 1 “The purpose is to measure how the attendees feel about the
EVALUATION: program” (Kirkpatrick, 2008).
REACTION
LEVEL 2 “What knowledge was learned, what skills were developed or
EVALUATION: improved, and what attitudes were changed” (Kirkpatrick, 2008).
LEARNING
LEVEL 3 What reaction do they show during training? Positive/ negative.
EVALUATION: “what change in job behavior occurred because people attended a
BEHAVIOR training program?” (Kirkpatrick, 2008).
LEVEL 4 “What results do we hope to achieve through a training program?
EVALUATION: What behaviors are needed to accomplish those results?”
RESULTS (Kirkpatrick, 2008). The return on investment occurs?

Another important piece of the rubric is the Likert scale “that involves asking a participant

to rate a statement on a scale of one to five:1 = strongly disagree, 2 = disagree, 3 = neutral, 4 =


PROGRAM EVALUATION RUBRIC 4

agree, 5 = strongly agree” (Brinkerhoff, 2008). The rubric will have a section, so the participants

can write personal comments. The rubric evaluation plan will guide the participants on the training

evaluation process that will be done at the end of the 3-day training program. Another assessment

that will take place one month before training is a Diagnostic Assessment which will be emailed

to the participants before they return to the new training. The purpose of the diagnostic assessment

is to measure the current knowledge and skills from prior training (O., 2018). The participants will

receive a questioner of 50 questions that will demonstrate their level of new product knowledge,

upscale customers service, makeup application techniques, sales techniques, customers personality

knowledge, policies of the company, hygiene, and personal appearance. The diagnostic assessment

will also show the areas of weakness so that the new training can be modified based on the needs

and weakness of the participants.

Training Evaluation Rubric

Participants will use the rubric to evaluate the training and their experiences. The results

of the rubric are evaluated by YSL training managers and their trainers.

Level 1: 1-Strongly 2-Disagree 3-Neutral 4-Agree 5-Strongly Comments


Reaction Disagree Agree and Score
Suitable, Suitable, Suitable, Suitable, Suitable,
pleasant, pleasant, pleasant, pleasant, pleasant,
inviting, inviting, inviting, inviting, inviting,
Location accessible, accessible, accessible, accessible, accessible,
loading loading loading loading loading
accommodation, accommodation, accommodation, accommodation, accommodation,
good audio and good audio and good audio and good audio and good audio and
visual visual visual visual visual
equipment, Wi- equipment, Wi- equipment, Wi- equipment, Wi- equipment, Wi-
Fi, Good Food Fi, Good Food Fi, Good Food Fi, Good Food Fi, Good Food
and Beverage and Beverage and Beverage and Beverage and Beverage
organized, organized, organized, organized, organized,
enough time, enough time, enough time, enough time, enough time,
enough break, enough break, enough break, enough break, enough break,
Agenda well plan, good well plan, good well plan, good well plan, good well plan, good
timing between timing between timing between timing between timing between
section, well section, well section, well section, well section, well
invested time invested time invested time invested time invested time
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Training Well design, Well design, Well design, Well design, Well design,
cover enough cover enough cover enough cover enough cover enough
Program material, fun material, fun material, fun material, fun material, fun
Design and interactive, and interactive, and interactive, and interactive, and interactive,
motivational, motivational, motivational, motivational, motivational,
provide provide provide provide provide
different different different different different
learning learning learning learning learning
techniques and techniques and techniques and techniques and techniques and
material, keep material, keep material, keep material, keep material, keep
you engage, you engage, you engage, you engage, you engage,
great setting, great setting, great setting, great setting, great setting,
indoors and indoors and indoors and indoors and indoors and
outdoors outdoors outdoors outdoors outdoors
settings settings settings settings settings
Trainers Enthusiastic, Enthusiastic, Enthusiastic, Enthusiastic, Enthusiastic,
knowledgeable, knowledgeable, knowledgeable, knowledgeable, knowledgeable,
Presentation Presentation Presentation Presentation Presentation
skills, makeup skills, makeup skills, makeup skills, makeup skills, makeup
Artists, Guess Artists, Guess Artists, Guess Artists, Guess Artists, Guess
Speakers, Speakers, Speakers, Speakers, Speakers,
Facilitator skill, Facilitator skill, Facilitator skill, Facilitator skill, Facilitator skill,
Communication Communication Communication Communication Communication
skill, Credibility skill, Credibility skill, Credibility skill, Credibility skill, Credibility
Content Product Product Product Product Product
knowledge, knowledge, knowledge, knowledge, knowledge,
of Class Customer Customer Customer Customer Customer
services, services, services, services, services,
Policies, Policies, Policies, Policies, Policies,
Makeup Makeup Makeup Makeup Makeup
Applications, Applications, Applications, Applications, Applications,
Hygiene, Hygiene, Hygiene, Hygiene, Hygiene,
Uniform code, Uniform code, Uniform code, Uniform code, Uniform code,
Sales Sales Sales Sales Sales
Techniques, Techniques, Techniques, Techniques, Techniques,
Buyers Buyers Buyers Buyers Buyers
Psychology, Psychology, Psychology, Psychology, Psychology,
Enough material Enough material Enough material Enough material Enough material
in a good time. in a good time. in a good time. in a good time. in a good time.

Level 2: Learning 1- 2- 3- 4- 5-
Strongly Disagree Neutral Agree Strongly Comment
Disagree Agree
My knowledge and skills have
improved.
My product knowledge has
improved.
I feel excited and confident.

My team projects allow me to


learn from others.
I’ve obtained great makeup
application techniques.
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The activities during the class


have allowed me practice.
I have learned more than when
I first started.

Level 3: Behavior 1- 2- 3- 4- 5-
Strongly Disagree Neutral Agree Strongly Comment
Disagree
I have enjoyed the training and
learned enough.
I am ready and prepared to go
back to work.
I’m confident I’m able to do
my job.
I can’t wait to use my new
techniques.

Level 4: Result Disagree Neutral Agree

I’ve passed my certification

I’m very happy with the


training and my results.

Closing

Diagnostic Assessments will give the instructional design an opportunity to tailor and maximize

the learning process in the upcoming YSL training. Collecting information based off their level of

knowledge prior to training, will facilitate the selection of the material and increase focus on the

training. To ensure the effectiveness of the new training program, candidates will respond to the

training evaluation rubric which will reflect their results and the instructors return on investment.

Trainers and instructional designers of the program can compile the information collected after the

training and use evaluation rubrics while performing necessary changes.


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References
Brinkerhoff, R. O. (2008). Section VI: Measuring and Evaluating Impact - Chapter 30: Level 3 Evaluation.
Retrieved from search-ProQuest-com: https://search-proquest-
com.contentproxy.phoenix.edu/docview/896136536/fulltextPDF?accountid=35812

Kirkpatrick, D. L. (2008). Section VI: Measuring and Evaluating Impact- Luminary Perspective: Evaluating
Training Programs. Retrieved from search-ProQuest-com: https://search-proquest-
com.contentproxy.phoenix.edu/docview/896136536/fulltextPDF?accountid=35812

O., C. (2018, January 6). What is Diagnostic Assessment? - Definition & Examples. Retrieved from
study.com: https://study.com/academy/lesson/what-is-diagnostic-assessment-definition-
examples.html