1. Fred Barranger (N72) John Wishall (N721B) 24 February 2015
NETC N72 AIM FRB BRIEF
Fred Barranger (N72)
John Wishall (N721B)
24 February 2015

2. PADDIE+M

3. NETC SOP

4. NEL System

5. IMI / IMM

6. Practice / Assessments

7. QMP AUTHORING TOOL

8. KIRKPATRICK’S MODEL OF EVALUATION
Level One – Reaction: We propose to do this with the Instructors / Students using QMP
The evaluation at this level measures how the learners react to the training.
This level is often measured with attitude questionnaires that are passed out after most
training classes.
This level measures one thing: the learner's perception (reaction) of the course.
Level Two – Learning: Working with N72 and Learning Centers as we re-engineer content, we
propose to do this using the E2E process that ties work, objectives and assessments together.
This is the extent to which participants change attitudes, improve knowledge, and increase skill as a result of participating in the learning process.
The learning evaluation require some type of post-testing to ascertain what skills were learned during the training.
The post-testing is only valid when combined with pre-testing.
Level Three - Performance (behavior): Working with Learning Centers and other groups, use Fleet Issues, supported by Level 4 data, compared to Level 1 and 2 Learning Performance to specifically target issues. FFC has a similar approach with Readiness Kill Chain (RKC)
This evaluation involves testing the students capabilities to perform learned skills while on the job, rather than in the classroom.
Level three evaluations can be performed formally (testing) or informally (observation).
It determines if the correct performance is now occurring by answering the question, “Do people use their newly acquired learnings on the job?”
It is important to measure performance because the primary purpose of training is to improve results by having the students learn new skills and knowledge and then actually applying them to the job.
Level Four – Results: Driven by the Requirements Sponsor starts the E2E Process used by the JDTA to define requirements.
It measures the training program's effectiveness, that is, “What impact has the training achieved?”
Impact informs you of the return the organization receives from the training, (reduced cost, improved quality, increased production, efficiency, etc.). Decision-makers prefer this.

9. Questions?