On-THE-Job Training Program Evalation Plan

Introduction

On-THE-Job Training Program EvalUation Plan

An Evaluation is a systematic study designed to assess the value of a program, guiding decision-making and improvements.

CIPP LoGIC MODEL

To evaluate the On-the-Job Training program effectively, we use the CIPP model

Evaluator team

overview

Conceptual parameters

stakeholders

Practical, hands-on training for biomedical technicians. Led by the Uhealth Clinical Engineering department.

primary audience

evaluation plan

format

On-site or external provider facilities. Duration varies based on complexity.

key findings

Option A

Option B

Timeline

Option C

purpose

Reporting & Dissemination

To improve skills in medical equipment servicing. Ensuring compliance with industry regulations and accreditation requirements.

Samuel HidalgoTimothy Clarke Patrick Withrow

PREconceived ideas

REFERENCES

CIPP - Logic Model

Evaluation Plan

Purpose: Measure Training Effectiveness, Ensure Alignment, and Evaluate Compliance Evaluation Approach: Use of the CIPP Model and a Quantitative approach using a survey in a 5-point Likert scale format, as well as a Qualitative approach with focus groups and interviews. Key Metrics: Technician Confidence, Training Relevance & Engagement as well as Certification & Compliance.

Key Findings

Context

• Aligned with organizational goals, but no established standards.
• No clear industry standards in place.
• Gaps identified in regulatory requirements.

Input

• No documentation standards in place.
• Trained personnel capable of training uncertified staff.
• Lack of formal training evaluations.

Process

• Technicians engaged, but some show limited interaction.
• Adjust training duration based on participant feedback.

Product

• Increased technician confidence in servicing equipment.
• High certification pass rates.
• Improved documentation and compliance.
• Opportunity to lead in industry standards.

Preconceived Ideas

Themes: Overall stakeholder engagement (retaliation, low survey return rate, time commitment), and barriers from leadership (delays in changes being implemented, sensitive employee info)

Stufflebeam, D. L. (2003). The CIPP model for evaluation. In T. Kellaghan & D. L. Stufflebeam (Eds.), International handbook of educational evaluation (pp. 31–62). Springer. The Joint Commission. (2022). Competency assessment vs orientation. The Joint Commission. https://www.jointcommission.org/standards/standard-faqs/ambulatory/human-resources-hr/000002152/

References

Kirkpatrick, D. L. (1994). Evaluating training programs: The four levels. Berrett-Koehler Publishers. Rodríguez-Campos, L. (2005). Collaborative evaluations: A step-by-step model for the evaluator. Tamarac, FL: Llumina Press Stufflebeam, D. L. (2003). The CIPP model for evaluation. In T. Kellaghan & D. L. Stufflebeam (Eds.), International handbook of educational evaluation (pp. 31–62). Springer.