Although training may appear to be straightforward to most healthcare leaders, the effectiveness of follow-
up is anything but clear-cut. There is an
investment of resources, cost per employee,
supplies, test fees, and lost rev-
enue in terms of time away from
the employees’ current job duties
when a hospital allows long-term
instructional courses to be offered
during regular business hours. If
the hospital is going to offer their
employees 20, 40, or even 80 hours
of instruction, management wants
to know if the training was effective. After
training is completed, the primary focus is on
the individual employee’s behavior. Did the
employees learn the material, and can they
use it effectively in their current or future
role? If, at the end of the training program,
there is a certification test, the goal is to have
all the trainees pass. If there is no official cer-
tification test, management stills want some
type of assurance that the employees have
learned the course material, and they know
how to apply it. How does management gain
Years ago, training evaluation focused
on “after the fact” reporting. It’s quick and
numbers-based (i.e., completion rates, attendance participation, and due date tracking),
but this is just reporting on efficiency and
operational activities. It’s not evaluating the
Measuring the training’s effect
The HCCA-OIG Measuring Compliance
Program Effectiveness: A Resource Guide,1 issued
in March 2017, provides ideas on what to measure and how to measure the effectiveness
of an organization’s compliance program.
Because training is a part of an effective compliance program, the ideas offered can be
applied to all types of training.
The Resource Guide measurement
tips to evaluate the effectiveness of compli-ance education include:
· A review of the organization’s documents
to determine if the organization has
established a method for evaluating the
effectiveness of the program;
by Joette P. Derricks, FACMPE, CHC, CPC, LSSGB
Evaluating your training
» Review ways to measure compliance effectiveness training.
» Understand how a knowledge survey works.
» Develop metrics that support your underlying training objectives.
» Select metrics that are not counterproductive to your goals.
» Realize that training programs may fail for various reasons, including the underlying culture.
Joette Derricks ( email@example.com) is CEO at Derricks Consulting, LLC, in
Hunt Valley, MD. / bit.ly/in-JoetteDerricks @JoetteD