How to Coach Yourself and Others How To Perform On The Job Coaching | Page 99

7.10 Evaluating the program
The evaluation phase of performance-based training takes place to determine the effectiveness of
training programs and to identify program changes that may be required.
Evaluation should be integrated into the program as it is designed and implemented. No matter how
confident anyone is in the program, some form of ongoing review is needed to confirm what is
going well, what is not going well, and what improvements can be made.
Line management should be actively involved in the evaluation of an OJT program's effectiveness.
Line management's observation of facility activities that reflect improving or declining job quality
and efficiency are a very important source of feedback for training, especially for an OJT program.
An OJT program's content should be continuously monitored and revised as a result of changes
affecting policies and/or procedures, system or component design, job requirements, regulatory
requirements, and industry guidelines or commitments. Facility and industry operating,
maintenance, and safety experiences should be monitored to identify employee performance
problems.
If training related employee performance problems exist, the solution may involve repeating
portions of the analysis, design, and development activities and revision of existing materials.
Because of the work and cost involved, the decision to modify the training program should first be
based on safety considerations and then on a cost versus benefit basis. To ensure that programs
remain effective and efficient, management's concurrence on all programmatic changes should be
required.
The evaluation process itself does not have to be costly or formal, but it should be comprehensive.
The table shows some types of information that can be included in a program evaluation.

Everyone with knowledge about the program and a stake in its success should be included in the
review to some extent. Key sources of information about how the program is working include
trainees, coaches, supervisors, and employees working with individuals who have completed the
training. The simplest technique is to talk informally to people about the program. More formal
methods, such as questionnaires or group interviews, are also worthwhile, but depend on the
resources of the program and the importance of the skills being taught.

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