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iRubric: COPA Training Rubric

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COPA Training Rubric 
Evaluation for Training Program for Faculty at ACC
This training program is for the 6th MRBn in order to re-enforce and re-establish property accountability in accordance with policies and Army Supply regulations. Surveys and inspections will be conducted to determine the usefulness and timeliness that can be compared to results of the same surveys conducted after the training. The goal for the training program is that all personnel assigned especially key leaders and stakeholders will understand their responsibilities in accounting of property.
Rubric Code: DX9254B
By GVOBrien
Ready to use
Public Rubric
Subject: Education  
Type: Reflection  
Grade Levels: Graduate

Powered by iRubric COPA Training
The rubric for this evaluation uses the Kirkpatrick model for program assessment.
  Poor

Assessment indicates training program had a negative impact on faculty.

1 pts

Fair

Assessment indicates that training program had no impact on faculty.

2 pts

Good

Assessment indicates that training program was somewhat successful.

3 pts

Excellent

Assessment indicates that training program was very successful.

4 pts

Reaction

Level One Assessment provides an opportunity for the faculty to express their opinion of the training program, including facilities, training methods, content, and materials used. The information will be collected via an online anonymous survey conducted at the end of the last day of training.
Poor

Survey results range between 0 and 50%. Comments from faculty indicate a negative feeling towards the training program facilities, methods, content, and/or materials used.
Fair

Survey results range between 51 and 75%. Comments from faculty indicate feelings of indifference to the training program facilities, delivery methods, content, and/or materials used.
Good

Survey results range between 76 and 85%. Comments from faculty indicate that they enjoyed most aspects of the training program and felt the content was relevant and helpful.
Excellent

Survey results range between 86 and 100%. Comments from faculty indicate they enjoyed the training program and felt the content was extremely helpful AND motivating.
Learning

Level Two assessment allows training program planners to determine if the program was effective at providing new knowledge and skills that the employees can implement into their work. Faculty are given a pre-test and a post-test on communication and problem solving skills.
Poor

Scores on Final Assessment indicate training course had a negative impact on faculty communication skills and techniques for problem solving. Score on post test went down in comparison to pre test score.
Fair

Score on Final Assessment indicates training course had no impact on faculty communication sills and techniques for problem solving. Pretest and Post test scores were the same.
Good

Score on Final Assessment indicates training program was effective at teaching the faculty new communication skills and problem solving techniques. Scores increased between 10 and 50% in comparison to the pretest.
Excellent

Score on Final Assessment indicates training was highly effective at teaching faculty new communication skills and problem solving techniques. Scores increased between 51 and 100% in comparison to the pretest.
Behavior

Level Three assesses for implementation of the new skills or knowledge. A survey at four weeks, three months, and six months after the training program completion, along with direct observation by a Human Resources representative will be used to assess for Level 3.
Poor

Surveys and observation of faculty suggest that they are not implementing any of the communication skills or problem solving techniques learned in the training courses. Results of the employee surveys reveal the faculty feel the content was ineffective or irrelevant to their situation.
Fair

Surveys and observation of faculty suggest that they are not implementing the majority of the skills they acquired in the training courses due to external barriers.
Good

Surveys and observation of faculty suggest that they are implementing the communication and problem solving skills with some success in their work group but that additional training or follow up is indicated.
Excellent

Surveys and observation of faculty suggest that the training program provided insightful and effective information for faculty and they are implementing the communication skills and problem solving strategies to improve conflict resolution and overall morale.
Results

Level Four assessment provides an opportunity for the organization to discover whether the changes that occurred as a result of the training program were effective at accomplishing the overall goal of the training program. Performance tracking using "Conflict Resolution" forms and a follow-up discussion group meeting at one year after the training program completion date will be used to assess at Level Four.
Poor

Results of the follow-up discussion group indicate that training program had a negative impact on team morale and communication skills. "Conflict Resolution" forms show a declining pattern of effective communication from the time the training program ended to the follow-up discussion group one year later.
Fair

Results of the follow-up discussion group indicate that the training program had no lasting impact on team morale and communication skills. "Conflict Resolution" forms show either no change in behavior OR indicate slight improvement from the time the training program ended to the follow-up discussion group one year later.
Good

Results of the follow-up discussion group indicate that the training program was effective at increasing team morale and communication skills, but follow-up training is needed in order to ensure continued efforts are made by all faculty members. "Conflict Resolution" forms show initial improvement after the training program ended but then level off and show no more improvements between the initial results and the follow-up discussion group one year later.
Excellent

Results of the follow-up discussion group indicate that the training program was effective at increasing team morale and communication skills AND that the culture of the team has undergone a permanent change. "Conflict Resolution" forms show steady improvement from the time the training program ended to the follow-up discussion group one year later.




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