Monitoring and evaluation

It is important to understand that all internal and external L&D activity incurs a cost so the University expects managers to monitor & evaluate the impact and benefit of L&D activity to ensure appropriateness, quality and cost effectiveness in order to understand where improvements are needed. As set out under heading Responsibilities for Learning & Development of your staff, Senior managers, managers and employees themselves, when they participate in L&D activity are involved in this process.

Evaluation levels

Level 0 - Needs
establish what L&D is required to support the individual to undertake their role to meet individual, team, area and University objectives and is completed prior to L&D activity. For example, through Performance & Development Review, discussions with managers, induction or as a result of restructuring or a change in job responsibilities.

Level 1 - Reaction
L&D activity satisfaction using feedback forms completed at end of the activity.

Level 2 - Learning
on reflection what did the individual gain from the L&D activity in relation to their job, completed 2/3 weeks after the activity?

Level 3 - Impact
what changes have been made by the individual that have made an impact on local processes, their performance or that of their team or area? This is undertaken selectively and is completed after at least six months.