Creating a Quality Instructor
Competency Program and
Observation Form
“QA for the Instructor”
August 7th, 2014
QATC Webinar
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
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
Polling Question
What type of Instructor Competency
Program do you currently have?
1.
2.
3.
4.
No Formal Training
Content Training & Minor Competencies around
Delivery
Delivery, Content & Leadership
Full Instructor Competencies Taught &
Observed
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
Next Polling Question
What Level of Kirkpatrick Evaluation do
you currently use for Training?
1.
2.
3.
4.
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
Kirkpatrick’s Evaluation Model and
Instructor Competencies
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.
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
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
Best Practice IC Training Topics,
Cont’d

Managing Nervousness & Displaying
Confidence

Effective Summarization of Objectives

Communication Skills

Skill Practice and Assessment
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
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
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
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
Case Study on Instructor
Competencies/Observations
Challenge:
 New to managing trainers
Question:
 How to review and evaluate their
effectiveness?
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*
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
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
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