Metrics That Matter™ Scheduled Reports by Role - HTML5



RoleClass TriggerMonthlyQuarterlyOngoing Monitoring / Data ExplorationInstructorInstructor Class SummaryInstructor Performance ReportInstructor Dashboard*Instructor ManagerInstructor Class Summary (triggered forlow-scoring classes)Instructor Performance Summary for team Instructor Performance Report for each InstructorData Explorer*,Instructor Manager Dashboard*Course Developer / Instructional DesignerCourse Summary Reportw/Course, Class & Instructor Level Details, Learner Comment AnalysisCourse Summary Reportw/Course, Class & Instructor Level DetailsData Explorer*,Course Owner Dashboard*, Report Card w/Key Driver AnalysisInstructional Design ManagerCourse Summary Reportw/Course, Class & Instructor Level Details (for courses owned by team)Course Summary Reportw/Course, Class & Instructor Level Details (for courses owned by team)Data Explorer*, Course Owner Dashboard*, Report Cardw/Key Driver AnalysisLearning Analyst / Measurement ChampionReport Card w/Key Driver Analysis,Course Summary Reportw/Course, Class & Instructor Level Details, Learner Comment AnalysisReport Card w/Key Driver Analysis, Executive Summary ReportData Explorer*, Dashboard*Learning ConsultantCourse Summary Reportw/Course, Class & Instructor Level Details, Learner Comment AnalysisKey Metrics Report (based on priority), Executive Summary ReportData Explorer*, Dashboard*, Report Card w/Key Driver Analysis (by demographic)L&D LeaderReport Card w/Key Driver AnalysisExecutive Summary Report,Data Analysis Report (prepared by Learning Analyst)Dashboard*RoleQuestions Asked To Make DecisionsData Required To Answer Questions and Make DecisionsAppropriate Reports/ToolsActions To TakeInstructorIs my delivery technique effective?How can I improve for future class deliveries?How should I modify my delivery style to maximize the value of training to learners?How should I modify my delivery style to maximize learners’ application on the job?Instructor effectiveness scores, overall and after each classCourseware scores, overall and after each classScrap learning and NetPromoter scores, overall and by courseQualitative data by class Instructor Class Summary, after each classInstructor Performance Report, quarterlyOptional: Instructor Dashboard*Review report after each class for:Instructor scoreCourseware scoreCommentsDetermine improvements in delivery and implementDiscuss roadblocks/help needed with managerInstructor ManagerAre the instructors on my team meeting performance expectations? Who is excelling, who has opportunity to improve?What should an instructor do to improve?Should we modify instruction to improve learners’ knowledge gain or application on the job?Are improvements needed in other areas outside of my team’s control? (e.g. course content, environment, etc.)Instructor effectiveness scores by course and instructorScrap learning and NetPromoter scores by instructorOverall sentiment scores for each instructor by course and class Qualitative feedback for low-performing instructorsInstructor Class Summary after any class delivered by a team member which scores below a predefined thresholdInstructor Performance Summary comparing performance of instructors on teamInstructor Performance Report by each instructorData Explorer: Instructor topic*Optional: Instructor Manager Dashboard*Review Instructor Class Summary with instructor for classes falling below predefined threshold and develop action planDesignate time in each staff 1:1 to review recent scoresReview team performance monthly for instructor effectiveness, use Data Explorer to investigate low performing areasDesignate time in each staff meeting to recognize outstanding performanceImplement targeted development for the team based on scores and qualitative feedbackCourse Developer / Instructional DesignerAre there opportunities for improvement in overall design and deployment of owned courses, including:Content qualityRelevanceApplication on the jobProgram valueWhich courses are most critical to improve/revise?What improvements will be the most impactful?Should any courses be retired?Scores by course for content quality, relevance, job application, and valueTargeted qualitative feedback by courseScores isolated to specific target demographic segments, as appropriateCourse Summary Report for relevant courses, with Course Level Details, monthly and quarterlyLearner Comment Analysis for relevant courses, monthlyData Explorer: Course, Class, or Demographic topic* Optional: Course Owner Dashboard*Identify and implement improvements to course content to improve quality, relevance, impact, and/or job applicationInstructional Design ManagerIs my team focusing their time on improving the right courses?Is corrective action to improve courses working?If we’ve recently switched modalities, are we seeing comparable impact?Scores by course for content quality, relevance, job application, and value for each direct report’s coursesCourse-specific data for courses being monitored for corrective actionCourse Summary Report for relevant courses, monthlyCourse Summary Report for relevant courses, with Course Level Details, quarterlyData Explorer: Course topic, filtered to each direct report’s courses*Optional: Course Owner Dashboard with views filtered to each direct report’s courses*Designate time in staff 1:1 to review scoresCoach direct reports on course redesign as neededReview team performance monthly for content quality and job application, use Data Explorer to investigate low performing areasDesignate time in each staff meeting to recognize outstanding performanceLearning Analyst / Measurement ChampionWhere do we have areas of success vs. areas for improvement, based on effectiveness metrics?Are there opportunities for improved efficiency?Are specific programs performing as expected?Are our scores improving, holding steady, or decreasing?TrendsInternal/external benchmark comparisonScores for all KPIsReport Card with Key Driver Analysis, monthly and quarterlyCourse Summary Report with Course Level Details, monthlyExecutive Summary Report, quarterlyData Explorer*Dashboard* Monitor/review performance over time against KPIs and confirm that individuals in other roles are aware and taking appropriate action to address low-performing areasPrepare summary data analysis for leaders to share internal and external to L&DProvide recommendations to take action on the dataLearning ConsultantIs the program/course meeting expected performance targets for quality, application, and expected business impact?Is the program/course impacting the right audience(s)?Are there barriers to impact on the job which need to be addressed with the business? Scores by course for relevance, job application, business outcomes impacted, and valueTargeted qualitative feedback by course, as needed for root cause analysisTrends by courseScores isolated to specific target demographic segments, as appropriateCourse Summary Report with Course Level Details, monthlyLearner Comment Analysis, monthlyKey Metrics Report, by highest priority training asset and metric, quarterlyExecutive Summary Report, quarterlyData Explorer: Course, Class, Demographic topic*Optional: Dashboard* Monitor/review performance against KPIs and confirm that individuals in other roles are aware and taking appropriate action to address low-performing areasPrepare summary data analysis to share with business partners regarding program performanceMake recommendations to business partners to improve areas within their control (e.g. manager or organizational support) L&D Leader (Director, VP, CLO)How is L&D performing overall and over time?How are we performing against function-specific performance metrics?Are our solutions producing expected business impacts?Are we adding value to the business? How and to what degree?Summary scores vs. benchmark for all KPIsKey performance metrics for business-facing KPIs by Portfolio and selected courses (Scrap, application, business outcomes impacted, etc.)Report Card with Key Driver Analysis, monthlyExecutive Summary Report, quarterlyQuarterly summary reporting or scorecard prepared by Learning AnalystDashboard*Follow up with functional managers re: areas of concernHold functional managers accountable for L&D effectivenessShare L&D impact data with business leadersEnsure ongoing alignment with business strategy ................
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