Training Program Evaluation

Our client had worked for with representatives from different offices within the agencies to develop and provide training on a comprehensive method leveraging their system of record to expedite administrative functions, policy compliance, and enhance employee productivity which, in turn, impacted the US economy. The client wanted to develop a robust training program that integrated a train-the-trainer model to meet the needs of administration and oversight personnel, and stakeholders geographically dispersed.

What Was Done

Our consultant partnered with the federal client to evaluate and improve the training program to accomplish their oversight administrators training goals.

The program goals and evaluation questions addressed were:

  • Goal 1: Determine internal target audiences & stakeholders with the aim to provide subject matter expertise, and deliver internal training to employees and stakeholders that accurately reflect the needs of the workforce.
  • Goal 2:  Expand the knowledge base and provide employers & stakeholders with the skilled employees needed.
  • Goal 3:  Demonstrate the value and impact of funded training programs to leadership, the community, and learners.

A stakeholder group formed during the initial planning phases and the adaptation of a training process model was used to guide the evaluation strategy, performance metrics, audience selection, and communication strategy. Our consultant worked with division leaders and supervisors to capture quantitative and qualitative data outlined in the training model. Data collection methods included observation, audit, and interviews and captured metric on training delivery, participation, training content, job descriptions etc., to determine the level of training impact and areas for improvement.

The assessment revealed that for a successful transformation of the training program, five critical areas were identified for implementation:

  • The inclusion of primary stakeholder to simply policy procedures and guidelines.
  • Increase the percentage of time spent on hands-on training and structured on-the-job functions.
  • Create a learning partnership between major stakeholder for internal and external training programs.
  • Implement dynamic change management practices with the goal of increasing subject matter expertise and training buy-in for global administrators.
  • Scalability to incorporate the different variations in the training population.

The federal client adopted and formalized the new process, and incorporated major stakeholders into the multi-day training leveraging strengths in evaluation review. Also produced were instructional manuals and policy handbook to be used in internal training sessions. This supported global administration & oversight personnel

Feedback received led to the future development of a train-the-trainer model and a content management strategy that made instructor materials available to the targeted audience. With the help of our consultant, the revised training program was able to solve their need for a flexible and customized training program to meet the unique needs of oversight and administration personnel and increase system usage.


  • The training investment generated subject matter expertise for 500 system users.
  • Business leaders and stakeholders were able to use findings to identify high impacting training areas.
  • Assisted in the development of content marketing strategies and leadership buy-in.