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Master Training Specialist > Competency 4 - Evaluate Instructor Effectiveness > Flashcards

Competency 4 - Evaluate Instructor Effectiveness Flashcards

0
Q

Evaluate the impact of the instructional setting and equipment.

A

Assess classroom environment, ex. classroom lighting, temperature and hazards
Ensure all training equipment is operational
Have contingency plans just in case

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1
Q

Evaluate instructor’s performance

A

14 competencies, 70 performance statements
3 main areas - (3) Preparation, (8) Delivery, (3) Assessment
Scale is from 1-5 and a performance grade of 1-2 fails the whole instruction
Evaluate the KSB of instructor, not course content
Feedback - List the deltas, making 2 or 3 key points

Feed back should be timely, specific & relevant, need to pinpoint how the instructor should improve

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2
Q

Explain the purpose of the Level 1 evaluation.

A

Level 1 - Reaction
Advantages: Measures trainee’s personal opinions on course. Most common way to evaluate student’s reaction to course and provides a measure on trainee satisfaction with content, delivery and environmental factors.

Recruits: Receive a level 1 in week 8.
Disadvantage: Results should not be used as solid basis for changing the educational content.

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3
Q

Evaluate the purpose of a Level 2 evaluation.

A

Learning
Advantage: Test of knowledge and skills after the course, which is tied to objectives. Provides compelling evidence on whether the training program works.

Recruits: Take a test after each class.

Disadvantage: Requires more money and time than level 1 and great insight to the evaluation process to develop valid measures of learning.

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4
Q

Evaluate the purpose of a Level 3 evaluation.

A

Behavior
Advantages: Provides stronger evidence that the investment in training was worth it. Assess the practical value on how well the knowledge, skills and attitudes from the course are used on the job.

Recruits: Non-rates and supervisors take this, 6 months after they’ve graduated.

Disadvantages: Requires significantly more investment of time and money. Requires in-depth insight into performance interventions and root causes of performance deficiencies.

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5
Q

Explain the purpose of a level 4 evaluation.

A

Results
How well training intervention affects the entire organization.
Advantages: Strong evidence that the training program has an impact on the entire organizaiton.

Linkage from training to organization results is hard to establish.

Coast Guard has not done a level 4, too time consuming and costly.

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6
Q

To evaluate a course, you need answers to the following questions…

What do you reference?

A

Are the TPOs evaluated?

Is there a difference between what is written on the course curriculum outline and what the instructor is teaching?

Did analysis or qualifications lead to the course?

Is there a clear connection to the specific training - the workplace and does the workplace need it?

Vol. 13 Professional Development SOP App B

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7
Q

What is Vol. 1 of the SOP?

A

Introduction

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8
Q

What is Vol. 2 of the SOP?

A

Analysis

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9
Q

What is Vol. 3 of the SOP?

A

Evaluations

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10
Q

What is Vol. 4 of the SOP?

A

Job Aids

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11
Q

What is Vol. 5 of the SOP?

A

Resident Instruction

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12
Q

What is Vol. 6 of the SOP?

A

Curriculum Outline

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13
Q

What is Vol. 7 of the SOP?

A

Advanced Distributed Learning

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14
Q

What is Vol. 8 of the SOP?

A

Non-Instructional Interventions

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15
Q

What is Vol. 9 of the SOP?

A

Performance Qualification Guide

16
Q

What is Vol. 13 of the SOP?

A

Professional Development

17
Q

Where do the competencies and performance standards for instructors, instructional designers and training managers in the SOP come from?

A

IBSTPi

International Board of Standards for Training, Performance and Instruction

18
Q

Explain the instructor qualification process.

A

Complete the Instructor Development Course (IDC) within 6 mo of reporting
Complete Instructor PQS (VOL 13)
Receive 3 satisfactory IFFs
Complete additional branch chief requirements
Be recommended via memo to command.
PERJC competency code

19
Q

Explain the Master Training Specialist Qualification.

A 
Receive a satisfactory IFF (by an MTS outside candidate's dept)
Complete CDC.
Complete MTS PQS
Nominated for MTS by branch chief
Complete MTS board. 
PERJD competency code

Master Training Specialist (6 decks)

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