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Final Part VII Program Evaluation

The evaluation plan examines the strengths and weaknesses of the training program to see how successful it was for adult learners. The evaluation is overseen by various roles including the Training Program Director, Manager, and Facilitators. They evaluate the training program, each other, and provide feedback. The evaluation uses both formative assessments during the program and summative assessments after to gather quantitative data from surveys, tests, and reviews. This data is used to measure participant reaction and whether program goals and objectives were met. Proper evaluation of the entire training program and each level is important for continuous improvement and ensuring effectiveness.

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140 views

Final Part VII Program Evaluation

The evaluation plan examines the strengths and weaknesses of the training program to see how successful it was for adult learners. The evaluation is overseen by various roles including the Training Program Director, Manager, and Facilitators. They evaluate the training program, each other, and provide feedback. The evaluation uses both formative assessments during the program and summative assessments after to gather quantitative data from surveys, tests, and reviews. This data is used to measure participant reaction and whether program goals and objectives were met. Proper evaluation of the entire training program and each level is important for continuous improvement and ensuring effectiveness.

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Part VII Program Evaluation

The evaluation plan is the ending process of the training program


because it needs to have an examination after it is implemented and
finished. The purpose of the playspace training program is to see how
successful the training program was for the adult learners. The evaluation
examines the strengths and weaknesses of the training program because
strengths need to be recognized and weaknesses need to be addressed. The
results create a positive impact on adult learning because the evaluation
shows how they did during the training program. The results show the adult
learners feedback, and it boosts employee morale and motivation after the
training program evaluation.
The individuals that are responsible for overseeing program
evaluations are the Training Program Director, Manager, Technical Training
Leader, Technical Training Experts, Facilitators, and Volunteer Instructors. The
facilitators and volunteer instructors supervise the program evaluation,
evaluates the training program, technologically, and their higher ups who are
the technical training experts. The technical training experts oversee the
program evaluations; evaluate the training program, technologically, the
facilitators and volunteer instructors, and the technical training leader. The
technical training leader oversees the program evaluation, evaluates the
training program, the technical training experts, and the manager. The
manager supervises and examines the program evaluations because they
have to report their findings to the training program director. The manager
evaluates the training program, the technical training leader, and the
training program director. The training program director is on the top of the
pyramid, and they have to oversee all of the program evaluations from each
of the levels underneath them. The training program director evaluates the
training program at each level and the manager. Each group evaluates the
training programs success, and they evaluate the people above and below
them for the complete and detailed evaluation plan.
The type of evaluation of the playspace training program that is used is
the systematic evaluation. The systematic evaluation contains two types of
evaluations, which are formative evaluations and summative evaluations.
Formative evaluations search and gather feedback of the training program
while it is being implemented to look for improvements and repair the
weaknesses for increased development. Summative evaluations give a
summary of the results and conclusions after the training program is
finished. Summative evaluations cause decisions to emerge because of the
summary of the training program results. The information has to be able to
be measured numerically because the data collection technique being used
is quantitative data. Surveys, tests before, during, and after, performance

reviews, self-assessments, peer-assessments, and program evaluations can


all be measured in a numerical value because they can be scored and
average according to their answer chosen.
The specified metrics to be measured is the participant level, which
has two sources that include participation reaction measurements and goals
and objectives based approach. Each way to measure the metrics can use
the quantitative data collection tools for the evaluation. For instance, they
can use surveys, tests, reviews, and assessments to obtain the numerical
measurement of the metrics. Participant reaction measurements are
evaluations of the strengths and weaknesses of the program, what they
perceive they have learned, and recommendations for future activities,
(Caffarella & Ratcliff, 2013, p. 244). The measurements of the data evaluated
are gathered after each training week in the training program time
requirements. The participant uses a numerical value for the data collected
for their higher up and the entire training program. The goals and objectives
approach is the purpose, design, and criteria for the evaluation are all
drawn from program goals and objectives, (Caffarella & Ratcliff, 2013, p.
244). The goals and objectives approach can use the quantitative data
collection tools for the evaluation each week in the training program time
requirements. Since goals and objectives may evolve during the planning
and implementation of the training program, the data collection metrics may
change. The evaluation can be specifically measured with numerical metrics
with the quantitative data collection tool and the two participant levels.
The evaluation of the entire training can be a bit intimidating at first,
but if each level of the training program does their evaluations, then the
process will not be as difficult. Each stakeholder is required in this training
program to do the specified evaluations to get as much data collected as
possible. The more data for numerical values the better because the
percentage value at the end of the evaluation will be more accurate. The
evaluation of the training program should never be overlooked or not taken
seriously because the training program needs as much feedback as possible.
The university needs to know where their effectiveness and vulnerabilities
are in the training program through the evaluation.

References
Caffarella, R. S., & Ratcliff Daffron, S.(2013). Planning programs for adult learners: A
practical guide (3rd ed.). San Francisco, CA: Jossey-Bass.

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