When is the Training Evaluation Data Collected? (continuous)

When is the training evaluation data collected? Is there some kind of evaluation immediately following the training, 3 months down the line, 6 months down the line? Please indicate the timing indicated in the article. This should be specific to each specific DV (e.g., perhaps reactions were measured immediately, but patient mortality was measured 6 months later).

 Please indicate the time from training to transfer evaluation by reporting the number of days.

o If time points of training evaluation are provided using a range (e.g., 1-3 months post-training), please take an average (i.e., 2 months in applying the previous example).

o If the article reports the number of months at which training was evaluated for transfer (e.g., we conducted on-site observations for use of the trained skills 2 months post training), please convert to days by assuming a 30-day month unless otherwise specified (i.e., for the previous example, we would code for 60 days post-training transfer evaluation unless otherwise specified)

o If months are provided, please use the number of days within that actual month (e.g., December and January = 62 days); if the month of February is included within the training transfer evaluation period, please default to using a 27 day calendar month unless otherwise specified.

84 Q. Predictor Variable (DV1) Type 1

Please indicate which code best applies to the relationship you are coding. These include Kirkpatrick levels of training evaluation including affective/reactional criterion, learning outcomes, performance outcomes, and organizational outcomes.

o 1= Trainee characteristics (not an umbrella code; simply used to denote that this is the section for trainee characteristic[s])

 1.1 Motivation to transfer. Motivation to transfer refers the “trainee’s desire to use the knowledge and skills” learned in training on-the-job (Noe, 1986, p. 503). Specifically, motivation to transfer taps into

commitment to apply training and can sometimes be evaluated as an item in trainee reactions to training and can be conceptualized by the intensity, direction and persistence of the desire.

 Example, “I am committed to using training on the job”

o 2= Work Environment/transfer climate. Characteristics of the work environment, including transfer climate, includes facets of support and opportunities to use the training.

 2.1= Organizational support. This form of support represents changes that are made or introduced to policies, procedures, or practices that reinforce the use of training. This can include development of a reward system or

provision of resources to help support use of training. Organizational support or perceived organizational support is characterized by help from the

organization used to support training initiatives. Some examples of

organizational support include provision of resources (e.g., money, physical resources, space for teaching or practice of skills, transportation to/from training), support from top management for training initiatives, changes in policies and procedures, and sending positive messages regarding training attendance or use. (Tracey & Tews, 2005). Organizational support or perceived organizational support is characterized by help from the organization used to support training initiatives. Some examples of

organizational support include provision of resources (e.g., money, physical resources, space for teaching or practice of skills, transportation to/from training), support from top management for training initiatives, changes in policies and procedures, and sending positive messages regarding training attendance or use.

 Example, “My organization provides resources to necessary to use the trained skills”.

 2.2= Supervisory support. The degree to which managers and supervisors encourage innovative application of skills, and skill acquisition on-the-job and/or provide recognition of employees which support continued use of learning.

Supervisory support can come in many forms and includes: feedback on the trained skills, support or perceived support for training, belief that the training is helpful, and goal setting.

 Example, “My supervisor encourages me to use the training”.  2.3= Peer support. Peers reinforce trainees’ use of the learning on the job

(Holton, Bates, Seyler & Carvalho, 1997). Peer reinforcement or support of training include beliefs that training is useful, verbalized support for use of training, discussing how to best use the trained skills, and provide

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 Example, “My co-workers discuss how to best apply the trained skills”.

 2.4= Opportunities to use. “The extent to which a trainee is provided with or actively obtains work experiences relevant to the tasks for which he or she was trained” (Ford et al., 1992, p. 512).

o 3= Training transfer. Is the training intervention that is being discussed or studied targeting behavioral criteria? For example, is the training targeting the improvement of the team’s performance by increasing their use of teamwork on the job? Specifically, behavioral criteria includes use of skills back to the another (i.e., transfer)

environment. Applying the skills within a transfer environment can include the work environment, a simulator, or a separate task issued post-training that requires use of skills. For the purposes of this study, transfer starts as early as one day post-training and can continue to be evaluated at any point post-training. If training transfer is evaluated one of the following two ways, please use the following codes; otherwise, please apply ‘3’ to indicate transfer.

 3.0= Training transfer. The degree to which trainees use learning in the transfer environment [use this code if DV timing and/or description does not meet the criteria to apply more specific subcodes; includes quantity and quality of skill use].

 3.1= Proximal transfer. The criterion tasks (i.e., tasks performed in the transfer environment) were assessed between 1 and 89 (i.e., <90) days after training.

 3.2= Maintained transfer. The criterion tasks (i.e., tasks performed in the transfer environment) were assessed between 90 and 179 (i.e., <180) days after training.

 3.3= Distal transfer. The criterion tasks (i.e., tasks performed in the transfer environment) were evaluated between180 days and 365 days (i.e., 1 year) after training.

 3.4= Sustainment. The criterion tasks (i.e., tasks performed in the transfer environment) were evaluated more than 365 days (i.e., 1 year) after training. R. DV1 Construct name

Provide the name of the construct you have coded as labeled in the article. For example, relevance of training content could be labeled as "perceived content validity" in the article".