How do you evaluate the effectiveness and quality of your training providers and partners?

One thing I've found helpful too, is to consider what types of roles will be in demand in the future based on labor market projections. It's not an exact science, but it can help target training providers and programs that will provide learners with practical education to land actual roles in the field. I think it's important to have goals to find schools that will create career pathways for someone in addition to gaining a certificate or degree.

Prior to partnering with any training provider its being laser focused on what industry and roles are included. Are these roles in high demand, projected for growth, and are considered "good jobs". Looking at graduation metrics tells one thing but ultimately in Workforce Development its about are the students getting the job and a job that has growth and economic security. Providers need to be able to show this. I also look at the essential skills, is the provider just training in industry skills or are they teaching how to truly be successful in their work, those critical skills!

Define your goals and expectations... and decide how you will measure outcomes. Make sure a goal is stated in a way that you can easily measure whether or not that goal has been attained. Nebulous words like "improve" aren't helpful unless you decide by how much.

If your partners have feedback forms, fill them out. If there is no formal mechanism, follow up any even with an informal note documenting observations and feedback.

it is so important to write down what you want out of your training before you decide on what training partner you are looking for. What I usually do, is work backwards: this is the outcome I am looking for > this is the way the training needs to be set up > these are all the things I need to complete the training. From there you can identify gaps and determine what partners you need!

You have to be thorough. A single evaluation won't be the key to evaluating all partners. Think about what details must be tailored for each group.

After conducting due diligence and research, compare and negotiate your training provider and partner options. Assess how each matches your goals and expectations, and consider differences in quality, cost, duration, flexibility, accessibility, and support. Evaluate the benefits and risks of each option. Leverage your strengths and resources to negotiate the best deal for your training needs. Utilize tools such as SWOT analysis, cost-benefit analysis, and contract templates to facilitate your comparison and negotiation process.

I love to use cost benefit analysis when I'm looking for a training partner. Sometimes there are hidden costs, or the benefits aren't good enough to justify the (cheaper) cost of one of the options. Once you have all of the different costs and benefits written out, I usually rank them to determine which benefits are most important to me. From there you can start negotiating with your preferred partner.

After selecting and engaging with a training provider or partner, it's essential to monitor and evaluate their progress and results. Assess how well they are delivering on promises and commitments, meeting your goals and expectations, and responding to feedback and suggestions. Evaluate their adaptability to changing circumstances and challenges, and their demonstration of impact and value. Utilize tools such as surveys, interviews, focus groups, observations, tests, assessments, and reports to effectively monitor and evaluate their performance and outcomes.

You may also consider using empathy interviews and user persona analysis in determining the success of your L&D programs. Often metrics are centralized around completion rates - and how fast employees go through training. More than 60% of training programs fail to make an impact because HR leaders focus more on compliance in completion than whether the training actually effects change. Consider conducting investigations into how training resonated - but go beyond surveys and quantitative metrics, actually connect with employees and ask open ended questions on whether they garnered any value.

It is also important to consider incorporating the voice of your participants in evaluating the effectiveness of your partners. Participant experience is critical in the effectiveness of the program. Are your partners meeting your participants where they are at? are the necessary supports available? Or are these even being considered so that your participants can have a successful supportive experience? Yes, obtaining a job matters, but it goes beyond economics for many. It is also about having a voice, being considered and included, and feeling supported. Ensuring that your partners are aligned with your mission and willing to listen to the needs of your participants is also an essential component of program and partnership evaluation.