Do You Leverage Historical Data in Your Chain of Evidence?

November 26, 2013

Often, training professionals are intimidated by the data collection required to show the organizational value of their training.
Leslie Vasquez and Aimee Norwood of Booz Allen Hamilton devised an efficient and effective technique that any learning and performance professional can implement.

Aimee and Leslie worked on a program for the Office of the National Coordinator for Health Information Technology (ONC). ONC has funded 62 Regional Extension Centers (RECs) to assist over 100,000 primary care providers in adopting, implementing and attaining Meaningful Use (MU) of electronic health records (EHRs), enabling improved quality and value of healthcare. Booz Allen Hamilton provides training and technology support to over 2,000 field staff across the REC community.

One method they used to demonstrate program results was historical comparison. This relatively simple method involves gathering both past and present quantitative and qualitative data after an initiative has completed a lifecycle and final, targeted results have been achieved. Leslie and Aimee obtained relevant Level 3 and Level 4 data through surveys, interviews with REC training participants, and existing organizational reports. They asked participants in the data collection effort to compare how things were before training and the results they were accomplishing to how things were after training and implementation. Read this previous quick tip to learn how to use your evaluation data in a way that encourages learners to provide honest feedback.

Not surprisingly, the difference between the past and present data was dramatic. Aimee and Leslie were able to demonstrate the increased value that execution of the Kirkpatrick Model achieved compared to traditional methods. Their ONC stakeholders found this method of internal comparison to be more convincing than benchmarking with other organizations. The data combined with testimonials created a strong chain of evidence showing what training and reinforcement had contributed to the organization.Aimee and Leslie recently earned Kirkpatrick silver level certification for their efforts in this program and look forward to the opportunity to pursue Kirkpatrick gold level certification.

Want to take the first steps in learning more strategies for planning, executing and showing the value of training? Read the previous tips in this series, and then join us for a Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level.

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Additional Resources:

Kirkpatrick Four Levels® Evaluation Certification Program

Previous quick tips in this series

Evaluating Training Programs

Are You Using Your Evaluation Data?

Can You Show the Value of Your Training?

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