LAUSR

TOPIC Training evaluations may encompass different dimensions, from engagement of learners to the achievement of specific and meaningful learning objectives to the ultimate goal of changing what the learners do after completing the training. Yet, most behavioral health agencies fail to evaluate training at all, or limit their evaluations to simple satisfaction measures. PURPOSE Well-designed evaluations can inform decisions on how to use an agency's limited training budget or whether to renew a contract for an external trainer. These decisions, and related training investment choices, are not trivial, as service delivery resources are limited and the costs of education and training can be substantial. SOURCES USED Sources include the personal experience of the author and the available literature on training effectiveness and evaluation. CONCLUSIONS AND IMPLICATIONS FOR PRACTICE Evaluation of education and training programs should go beyond simple satisfaction ratings. A multilevel training evaluation strategy will yield rich information that can be used to refine content, improve instruction, ensure greater relevance to learners' work roles, and lead to improvements in day-to-day practice. (PsycINFO Database Record