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customer or management, how important is it to meet goals, objectives?

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      62. Looking at each person individually – does every one have the qualities which are needed to work in this group?

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      63. Do you have/need 24-hour access to key personnel?

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      64. What are the expected benefits of Training Evaluation to the stakeholder?

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      65. What should be considered when identifying available resources, constraints, and deadlines?

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      66. What else needs to be measured?

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      67. What are the stakeholder objectives to be achieved with Training Evaluation?

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      68. How much are sponsors, customers, partners, stakeholders involved in Training Evaluation? In other words, what are the risks, if Training Evaluation does not deliver successfully?

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      69. What training and capacity building actions are needed to implement proposed reforms?

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      70. What prevents you from making the changes you know will make you a more effective Training Evaluation leader?

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      71. For your Training Evaluation project, identify and describe the business environment, is there more than one layer to the business environment?

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      72. Consider your own Training Evaluation project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?

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      73. How did the assessment identify the design features to include and to avoid?

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      74. Do you need different information or graphics?

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      75. Are employees recognized for desired behaviors?

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      76. Do you need to avoid or amend any Training Evaluation activities?

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      77. Why is this needed?

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      78. Are losses recognized in a timely manner?

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      79. To what extent would your organization benefit from being recognized as a award recipient?

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      80. Can management personnel recognize the monetary benefit of Training Evaluation?

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      81. How do you assess your Training Evaluation workforce capability and capacity needs, including skills, competencies, and staffing levels?

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      82. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?

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      83. Are there any specific expectations or concerns about the Training Evaluation team, Training Evaluation itself?

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      84. Do you recognize Training Evaluation achievements?

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      Add up total points for this section: _____ = Total points for this section

      Divided by: ______ (number of statements answered) = ______ Average score for this section

      Transfer your score to the Training Evaluation Index at the beginning of the Self-Assessment.

      CRITERION #2: DEFINE:

      INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.

      In my belief, the answer to this question is clearly defined:

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. Who is gathering information?

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      2. How do you gather Training Evaluation requirements?

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      3. What key stakeholder process output measure(s) does Training Evaluation leverage and how?

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      4. Has a Training Evaluation requirement not been met?

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      5. Have all of the relationships been defined properly?

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      6. What are the tasks and definitions?

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      7. Is Training Evaluation currently on schedule according to the plan?

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      8. What are the requirements for audit information?

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      9. What gets examined?

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      10. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?

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      11. Has a project plan, Gantt chart, or similar been developed/completed?

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      12. Who is gathering Training Evaluation information?

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      13. Who are the Training Evaluation improvement team members, including Management Leads and Coaches?

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      14. Has your scope been defined?

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      15. Are audit criteria, scope, frequency and methods defined?

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      16. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?

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      17. Do you have a Training Evaluation success story or case study ready to tell and share?

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      18. Is full participation by members in regularly held team meetings guaranteed?

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      19. What is the context?

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      20. How do you gather the stories?

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      21. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?

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      22. How did the Training Evaluation manager receive input to the development of a Training Evaluation improvement plan and the estimated completion dates/times of each activity?

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      23. The political context: who holds power?

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      24.

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