Creating Quality Instructor Competency Program

Speaker insights on instructor competency programs, Kirkpatrick's model for evaluation, essential competencies & best practices, observation form QA, and more. Learn why these programs are crucial for improving learning outcomes and performance management.

• Training
• Competency Program
• Evaluation
• Best Practices
• Observation

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

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

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? Level 1 Smiley Face Sheets Level 1&2 Adding Assessments at critical points of training Level 1,2,3 Adding On-the-Job Performance Behaviors evaluated All Levels Kicking it in High Gear & ROI 1. 2. 3. 4.

7. Kirkpatricks 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