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This evaluation form is commonly used for new hires or employees who are transitioning into a new role. The template typically includes sections for the employee to set goals and objectives for their first 30, 60, and 90 days on the job.
Guide to evaluating professional development Identify and engage key stakeholders. Describe your PD activities and goals. Identify the indicators you will measure, and define your evaluation objectives and questions. Analyze and interpret results to share and to use your findings effectively.
Simply put, program evaluation is gathering data to understand whats going on with a program, and then using what you learn to make good decisions. Program evaluation gives you key insights into important questions you have about your professional learning programs that help inform decisions about them.
Methods for Evaluation Level 1 - Reaction: Evaluate participant satisfaction, engagement, and perception of training relevance. Level 2 - Learning: Assess knowledge acquisition, skills development, and attitude changes. Level 3 - Behavior: Observe changes in on-the-job behavior and capability transfer.
Evaluating Professional Development Level 1: Participants reactions was the time meaningful and well spent. Level 2: Participants learning a measure of knowledge and skills gained. Level 3: Organizational support and change policies in place to ensure sustained PD learning.

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A professional development plan is created by the manager working closely with the staff member to identify the necessary skills and resources to support the staff members career goals and the organizations business needs. Professional development for staff members begins when a new member joins your team.

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