Creating a Quality Instructor Competency Program and Observation

Creating a Quality Instructor Competency Program and Observation Form “QA for the Instructor” August 7 th, 2014 QATC Webinar

Your Speakers Today G. Todd Gladden, CWPP Principal & Managing Consultant De. NOVO Consulting Group TGdenovo@att. net Jana Meyers Director- Training, Development and Support American Century Investments Jana_Meyers@americancentury. com

Our Topics Why Instructor Competency Training Program? Kirkpatrick’s Model of Training Evaluation Basic Instructor Competencies & Best Practices QA for the Instructor – Observations Sample Instructor Observation Form Case Study of Instructor Observations Questions & Closing

Polling Question What type of Instructor Competency Program do you currently have? 1. No Formal Training 2. Content Training & Minor Competencies around Delivery 3. Delivery, Content & Leadership 4. Full Instructor Competencies Taught & Observed

Why Instructor Competency Training Programs? Ensure the Quality and Integrity of Learning/Development Enhance Time to Proficiency (T 2 P) and knowledge retention of students Create Foundation for Instructor Evaluation & Performance Management Improve the Bottom Line / ROI

Next Polling Question What Level of Kirkpatrick Evaluation do you currently use for Training? 1. Level 1 – Smiley Face Sheets 2. Level 1&2 – Adding Assessments at critical points of training 3. Level 1, 2, 3 – Adding On-the-Job Performance Behaviors evaluated 4. All Levels – Kicking it in High Gear & ROI

Kirkpatrick’s Evaluation Model and Instructor Competencies

Basic Instructor Competencies (IC) Preparation - Classroom set-up, system checks, logistics, ground rules, expectations, etc. Delivery - Platform Skills, introducing lessons/objectives, content knowledge, varying delivery styles, politically correct training Communication - Checks for understanding, effective questioning, creating open/interactive learning environment, “working the room”, continuous improvement feedback on content Leadership - Leading students into making real world connections, support vision/organizational strategies, change champions, attitude Content - Knowledge of ALL aspects of the training; policies, systems, etc.

Internal vs. External IC Training Many External Companies - Most focus on Components - Tie in with Certification Internal Delivery an option - Can be Cost-effective - Average 3 -4 days

Best Practice IC Training Topics Adult Learning Needs 4 P Learning Model (or variation) - Preparation, Presentation, Practice & Proficiency Assessment Delivery Techniques; Instructor Led as well as Virtual/Webinar/Facilitator Questioning, Feedback, Debrief & Discussion Leadership, Change Agent, Cheerleader

Best Practice IC Training Topics, Cont’d Managing Nervousness & Displaying Confidence Effective Summarization of Objectives Communication Skills Skill Practice and Assessment

Summary – So what have we Learned so far? Why Instructor Competency Programs? Kirkpatrick’s Evaluation Model and IC Basic Instructor Competencies Internal Development vs. External Best Practice Competency Topics

QA for the Instructors? Why Instructor Observations? - Insure the Integrity of Learning/Development & Continuous Improvement - Create foundation for Instructor Evaluation & Performance Management - Develop Individuals to Performance Excellence

Last Polling Question How many of you perform Instructor Observations? 1. Don’t Observe – Use Smiley Sheets to assess 2. Observe but with no form 3. Use Form with formal Observation Process

Sample Instructor Observation Form Divided into 4 main Competency Areas: - Preparation Delivery Communication Leadership Additional area for Content Specific Knowledge Formulas for weighting/averaging of Ratings Final Sections for Areas of Expertise/Skills, Improvement and Commitments for Development w/ Signatures

Case Study on Instructor Competencies/Observations Challenge: New to managing trainers Question: How to review and evaluate their effectiveness?

Case Study: Business Rationale Why evaluate? Learner experience and competency Individual performance and feedback How to tell the “story” back to the business What to use? Internal “old” form Creating a new form Using an Expert’s form*

Case Study: What did this accomplish? Applications: In the classroom Tweaked form to fit our approach Provided framework to test assumptions Feedback capture Hiring Expert form Internal form

Case Study: Results Gains Trainers feel “heard” and observed “Non-trainer” training manager has set of standards Challenges Time Repeatability and consistency New trainers in the classroom this year

Questions & Closing Just Do It…and reap the benefits Develop It and they will Come Thank you for Attending! Hope to see you at the QATC Conference