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Level 3 Evaluations Made Simple

L&D Level 3 Evals

Knowing whether or not participants apply back on the job what they learned in a training program is a critical issue for both L&D and the business executives L&D supports. Demonstrating learning application back on the job speaks directly to L&D’s ability to be viewed as a credible partner by senior executives. In fact, according to an ROI Institute research study, application of training back on the job is one of the top three metrics senior executives are most interested in seeing.  

Unfortunately, measuring on-the-job behavior change is not an area where many L&D professionals excel. For example, according to a 2019 ATD research study, only 54% of organizations evaluate some learning programs at Level 3 behavior. Further, these organizations only assess 34% of all their programs at Level 3. However, when asked what value Level 3 evaluation data had for their organization, 79% indicated it had a high or very high value. It’s also worth noting that these percentages have remained the same over the past decade despite all the books and articles written and presentations delivered advocating evaluating more training programs at Level 3. 

Why the big disconnect? There are at least three reasons: 1) conducting Level 3 evaluations is considered too difficult; 2) many L&D professionals lack the knowledge and skills needed to collect and analyze Level 3 data, and 3) few L&D leaders require their staff to provide Level 3 evaluation data. 

 >>Learn more at the webinar: Level 3 Evaluations Made Simple, Credible, and Actionable

So, what’s needed to get these percentages to change? I’m suggesting that what’s required is an innovative new approach to conducting Level 3 evaluations. A method that is: 1) easy to implement; 2) produces credible, high-valued data; and 3) provides clear direction for where L&D professionals can take targeted corrective actions to improve training transfer. The webinar I’ll be conducting with HRDQ on June 15 will describe this new approach. 

The method is easy to implement because it only requires collecting data from 25 to 30 participants and only involves asking three questions. Also, if the number of participants attending the training program exceeds 30, you can include more. However, it’s unnecessary as long as the 25-30 participants are randomly selected.  

The method is credible because the formula used to calculate the amount of training transfer associated with a training program has been around since early 1970. Further, it’s also credible because the method calculates a training transfer range and not a specific number.  

Finally, the method is actionable because it identifies and prioritizes the particular obstacles that prevented or inhibited participants from applying what they learned in a training program back on the job. This information further facilitates the identification of targeted corrective actions you can take to eliminate or mitigate these obstacles and increase training transfer.  

Join the webinar and learn more about this revolutionary new approach to conducting Level 3 evaluations. 

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