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

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Presentation on theme: "Creating a Quality Instructor Competency Program and Observation Form August 7 th, 2014 QATC Webinar “QA for the Instructor”"— Presentation transcript:

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

2 Your Speakers Today G. Todd Gladden, CWPP Principal & Managing Consultant - DeNOVO Consulting Group Jana Meyers Director- Training, Development and Support American Century Investments

3 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

4 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

5 Why Instructor Competency Training Programs?  Ensure the Quality and Integrity of Learning/Development  Enhance Time to Proficiency (T2P) and knowledge retention of students  Create Foundation for Instructor Evaluation & Performance Management  Improve the Bottom Line / ROI

6 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

7 Kirkpatrick’s Evaluation Model and Instructor Competencies

8 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.

9 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

10 Best Practice IC Training Topics  Adult Learning Needs  4P 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

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

12 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

13 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

14 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

15 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

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

17 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*

18 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

19 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

20 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

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