Evaluating Training Programs and Trainers
- Company: Ontario Power Generation, Nuclear Division
- Approximate Number of Employees: 8000
OPG sought to maintain the quality of the internal and external training function, from the trainers to the training content, to ensure that the training being received by OPG employees is of the highest possible quality. Upholding high standards of quality requires rigorous and thorough modes of evaluation.
Ontario Power Generation (OPG), Nuclear Division uses a systematic approach to training (i.e., the ADDIE Model) to ensure processes and procedures are followed through all phases of the training process, from analysis to evaluation. Of particular importance to OPG is evaluation to ensure that employee training is as effective and efficient as possible. The evaluation utilized by the training department at OPG is multi-faceted and involves various processes. As an initial form of evaluation, information is collected from each trainee immediately following training, including: their initial thoughts on the training, what went well and what areas could be improved. In essence, OPG is obtaining a reaction, the first level of the Kirkpatrick Model for Training Evaluation. As a subsequent layer of evaluation (Level 2), after trainees have been back on the job for a number of months, OPG consults with supervisors to determine if the trainees are in fact using their newly developed skills, if processes have improved, and what can be done to improve the training. If worker behaviours have not changed as a result of the training, a need to revisit the training is prompted.
In addition to evaluation of training, OPG conducts an annual evaluation of their internal trainers as part of the requalification process. Conducted by senior-level personnel within the organization, the annual trainer evaluation involves a consultation to review the trainer’s skills, review objectives and evaluate the trainer’s process and presentation skills. In addition to the formal, annual evaluation, trainers and the training programs are also evaluated by line managers in the classroom through an observation and coaching exercise. Each line manager is required to conduct one observation and coaching exercise every quarter.
When conducting their exercise, line managers go into the classrooms and complete observation and coaching forms in which they evaluate the trainer and the training being delivered. These forms are submitted to the three site managers for training within the nuclear division for review and consideration. A summary of the completed forms is compiled by each site manager for training and provided to the Training Review Program Committee and the Curriculum Review Committee for review. If areas of concern are flagged, the training department and training committees can take corrective measures to ensure the training gets on track.
OPG, Nuclear Division upholds equally high standards for external training. In 2007, the organization received an external evaluation that questioned the quality of external trainers, training materials, evaluations and standards being used by the organization. In response, OPG developed a standardized governance model to evaluate external vendors who will be providing training in any setting for the organization. This governance model includes the previewing of instructors, training materials, learning objectives and exam materials prior to contracting the vendor, as well as pre-job briefing and monitoring instructors throughout the duration of the training.