Final Group D LHRD7602 1

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Implementing Effective Training 1 Implementing Effective Training Ashli Hall, Amber Lewis, and Tyra Kleppen Louisiana State University LHRD 7602: Program Evaluation Design February 29, 2024

Implementing Effective Training 2 Table of Contents Implementing Effective Training ............................................................................................................ 3 Organization Overview ........................................................................................................................ 3 Resources Analysis and Managers’ Support ..................................................................................... 3 Human Resource Development Program ........................................................................................... 4 Purpose of Evaluation .......................................................................................................................... 4 Approach ................................................................................................................................................ 5 Level 1 Evaluation ................................................................................................................................ 5 Level 2 Evaluation ................................................................................................................................ 6 Level 3 Evaluation ................................................................................................................................ 7 Level 4 Evaluation ................................................................................................................................ 8 Schedule ................................................................................................................................................. 9 Costs…………………………………………………………………………………………...10 Appendix A: Level 1 Course Evaluation ......................................................................................... 13 Appendix B: Level 2 Learning Evaluation ...................................................................................... 13 Appendix C: Level 3 Data Assessment ............................................................................................ 14

Implementing Effective Training 3 Implementing Effective Training Organization Overview The Cancer Awareness Network (CAN) is a non-profit organization that aims to reduce the fears associated with cancer diagnosis in people of all ages. The organization has 15 board members, four advisors, five founders, and two administrators. During the COVID-19 pandemic, CAN realized that many senior cancer patients were finding it challenging to attend virtual visits with their healthcare providers due to the lack of technology. To address this problem, they launched the Telehealth Service Program to bridge the gap between this patient population and their medical professionals. The program's mission is to train in-home educators (telehealth educators) to serve as intermediaries between health care providers and senior patients, teaching computer literacy skills to underserved individuals, so senior patients can fully participate in telehealth services. Resources Analysis and Managers’ Support

Implementing Effective Training 4 The program evaluation for the organization has identified the senior patients, telehealth educators, telehealth leader, the organization’s founder, and board members as the key stakeholders. The program evaluation will be supported by several resources, including a telehealth educator training manual, a telehealth service program PowerPoint, previous telehealth educators survey questionnaires, previous telehealth participants' survey questionnaires, telehealth weekly summary reports and meetings, and PEN (Digital Sherpa). The founder of Cancer Awareness Network, Loretta Herring, will provide unwavering support for the program evaluation. Telehealth Leader Alia Muhammad, and Brandi Skyes, who has taken on a voluntary Human Resources role, will also provide their support to ensure successful completion of the program evaluation. With these resources and stakeholders' help, the program evaluation is expected to yield valuable insights into the telehealth program's effectiveness. Human Resource Development Program The Cancer Awareness Network's Telehealth initiative has launched a Human Resource Development program with the aim of empowering telehealth educators to effectively recruit and assist seniors in completing the telehealth program and PEN Digital Sherpa modules. The goal is to train 60 senior patients in 2024. The program is designed to provide telehealth educators with the necessary skills and resources to motivate senior patients to take advantage of the telehealth services available to them. Through the Telehealth Educator training program, educator trainees will learn how to effectively communicate the benefits of telehealth to seniors and provide them with the necessary guidance and support to complete the program. Ultimately, the goal of this program is to improve the health outcomes of seniors by providing them with access to high- quality telehealth services and support. Purpose of Evaluation

Implementing Effective Training 5 The evaluation investigates the effectiveness of the Telehealth educator training. The formative evaluation will identify the activities of this program/service to help meet their stated goals. This evaluation will follow Kirkpatrick’s model and will answer the following questions: Level I- What is the initial reaction of the Telehealth educators of the Telehealth training program? What was perceived value? Was interest maintained? Do Telehealth educators value the knowledge, skills, and attitudes from the training program? Do they feel confident using the knowledge and skills being taught? Level II- What knowledge is acquired by Telehealth educators, measured by pre and post-tests. Does the Telehealth leader coach, reinforce, and model the skills being taught? What is the Telehealth educators’ feedback? Level III- Will Telehealth educators behave differently because of the training program? Does the organization reward the use of knowledge, skills, and attitude? Eliminate task interferences? Provide organizational feedback? Level IV- What impact did the training have on the organization’s telehealth program?

Implementing Effective Training 6 Approach For this evaluation, we will use the Objectives-Oriented approach. This approach involves setting specific objectives and evaluating the extent to which they have been achieved (Fitzpatrick, et al., 2004). Objectives-Oriented evaluations not only determine if the objectives have been met, but also assess how well they have been achieved. By focusing on the program's objectives, this approach ensures that the evaluation is relevant and meaningful and provides useful information that can be used to improve the program and make informed decisions. In our evaluation of the Telehealth Educator Training Program, we will assess whether the program should be maintained as is, modified or expanded, or replaced with an entirely different approach to training educators. Level 1 Evaluation In level one of Kirkpatrick’s Four Levels of Program Evaluation, the goal is to determine the learners’ reactions to the training session. The most efficient way to determine learner reaction is a short, simple survey which will provide not only quantitative results through a rating system but also gives an opportunity for trainees to leave feedback comments. According to Kirkpatrick, there are eight guidelines for evaluating reaction: 1. Determine what you want to find out. 2. Design a survey that quantifies reactions. 3. Encourage written comments. 4. Get an immediate response from all participants. 5. Responses must be honest. 6. Develop acceptable standards.

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