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Duck River EMC New Hire Training

Assessment Plan

Purpose of Assessment Plan


• Provide guidelines for assessments for newly hired employees at the cooperative

• Assist in formative, summative, and confirmative evaluations for the orientation to electric
cooperatives training

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Audience
• New hires

• Management team

New hires will complete the training, while the management team will make recommendations for
improvements to the training.

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Learning Objectives
• Employees will understand the seven Cooperative Principles and incorporate them into their
interactions with members, peers, the community, and other cooperatives.

• Employees will understand the basics of power generation, transmission, and distribution.

• Employees will understand an overview of the history of rural electrification, TVA, and the
cooperative.
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Assessment Plan Objective


The objective is to strategically assess the effectiveness of new hire orientation training and to provide
guidance to management in making necessary adjustments to the training.
• Use data from new hire assessments to determine if further training is necessary

• Use consistent evaluation and training practices throughout DREMC’s eight districts

• Use data to monitor and make adjustments to the training program, materials, and delivery
methods

• Establish a timeline for reviewing the assessments for applicability and value in new hire
learning and course improvement.

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Required Assessments
• Throughout the training program design phase, a core team of cooperative employees will
assess the content, materials, and delivery methods for effectiveness in meeting the desired
course objectives and make recommendations for course improvements.

• New hires will participate in discussion and/or reflection prompts to assess their understanding
of how learned topics apply in the workplace.

• New hires will complete short quizzes on new terms learned in the course.

• The management team will assess new hires on the job for their understanding of topics
covered in the training.

• New hires will complete a survey following course completion to determine the effectiveness of
the training program as well as their attitude regarding the training.

• The management team will review the course program and materials to determine if
adjustments should be made to the training program, based on the performance of new
employees who have completed the training program.
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Assessment Window
• The core cooperative team assessment of content, materials, and delivery methods will occur
during the development phase of the training program.

• The discussion and reflection prompts will be completed during the course.

• The quizzes will be completed after new terminology has been covered in the course.

• On-the-job assessments will be on-gong to determine if additional training is necessary.

• The course review by the management team will occur semi-annually at the start of program
implementation. After the first year, an annual review will be required going forward.

• New employees will complete the training program within the first four weeks of employment.
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Recommended Assessments
• New hires should be assessed for knowledge retention each quarter, or as necessary to
determine if additional training is necessary.

• New hires should be assessed at their 30-day, 60-day, and 90-day performance reviews to
determine their level of knowledge of the covered material in the training program.

Morrison, Ross, Kalman, and Kemp (2013) state that, “evaluation is a continuous process that should
occur early in a design process and then be repeated at different phases” (p. 273).

Reference

Morrison, G. R., Ross, S. M., Kalman, H. K. � Kemp, J. E. (2013). Designing effective instruction (7th ed.).
Hoboken, NJ: John Wiley � Sons, Inc.

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