Targeting the Right Audience: What process is in place to ensure the training is targeted at the specific roles, grade levels, and functions within the civil service that will most directly benefit? How does this align with department's strategic priorities and identified skill gaps?
Defining and Measuring Impact: How does this training specifically aim to modify on-the-job behavior, reinforce public service ethics, or enhance technical knowledge and skills? What methods (e.g., pre/post-assessments, practical simulations, 360-degree feedback) will be used to measure this change?
Timing of Evaluation: How is learning assessed—through formative checks (e.g., in-session exercises, discussions) during the training to ensure comprehension, and through summative evaluations (e.g., applied projects, post-training performance reviews) afterward to gauge lasting impact?
Demonstrating Effectiveness and ROI: What evidence will be collected to show that participants are performing their duties more effectively, efficiently, or in better compliance with regulations after the training? How will we track significant improvement in key performance indicators (KPIs) relevant to their public service roles?
Strategic Alignment with Public Service Needs: How does this training directly support current government mandates, policy initiatives, and future workforce planning goals? In what way does it help build a more skilled, agile, and resilient civil service capable of meeting evolving public needs?
