The art of evaluating learning is not just how many and how happy but how far

In the environment of adult social care, with high staff turnover rates, it is a constant challenge for managers to evaluate learning to ensure their teams are up-to-date with their training requirements.

With average turnover rates reported by Skills for Care at 30.7% it can feel like a constant game of catch up.

If workforce development across your care team is reliant on face to face training, managers can be limited by staff and trainer availability, budget and the need to cover capacity.

Digital learning solutions can be a more flexible and cost effective answer for some of the knowledge and skill development needs of team members.

Learning providers such as Lime Vine offer blended learning solutions for the adult social care workforce. 

“Deciding on the method of learning delivery is just one challenge for managers trying to develop their team; another is measuring and reporting on that development,” says Lime Vine’s co-founder Bebe Lees, who has more than 30 years’ experience in social care workforce development.

The first level of reporting is the most straightforward and shows who has done what.

An e-learning management system will provide reports on who has started and finished any course. Delegate sign-in sheets from face to face training will provide similar information.

Bebe Lees who co-founded Lime Vine

But this is just a numbers game.

Level 2 reporting and evaluation provides more valuable information in relation to course satisfaction levels and key learning points. There are post course evaluation forms, often called ‘happy sheets’, that provide a snapshot of the learners’ satisfaction levels on that day and time.

It is, however, Level 3 and Level 4 reporting/evaluation that is the most valuable.

Level 3 evaluations compare a learner’s knowledge and skills before they do the training with their knowledge and skills post event.

“This shows the distance travelled in knowledge and skill development and the value added from the learning event,” says Lees. “However, if you are really looking at skills, approaches and behaviours in the care environment then the elixir is in sustaining a behaviour change.”

Lees cites findings by experts Prochaska, DiClemente and Norcross whose models of behaviour change show that any desired behaviour needs to be sustained for six months before it is embedded into working practices.

“Therefore, a Level 4 evaluation which reports on sustained working behaviours is the true way to demonstrate the outcomes from any learning event.”

These four levels of reporting and measurement are central to all learning solutions offered at Lime Vine.

“Our focus on using the latest technology allows us to provide comprehensive reports and evaluations which give you all the information you need on your team’s development,” says Lees.

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