Training Industry Magazine - Winter 2023 - 63

program launch, simply to describe
the training program and to set
clear expectations for the program's
implementation. This time was also
utilized to generate excitement about
the upcoming changes. The tools
and resources developed were also
provided to the consumers ahead of
the program launch.
Second, an ongoing feedback loop
must be established and maintained
between the L&D team and the
program consumers. Feedback was
solicited during the early weeks of
implementation to determine what
improvements might be needed and
to gain perspective from the " boots on
the ground. " Using the organization's
learning management system (LMS),
LPD was also able to provide feedback
to consumers about the integrity with
which they were implementing the
program. For a successful program
launch, it is critical to have both these
project management steps organized
efficiently to minimize confusion and
to support change management.
MEASURING IMPACT
Successful program launch, however,
is only the beginning. Once a program
is live, a major question bubbles to the
surface: " Did it work? " To answer that
question, the next step is to collect
and analyze data from the program.
This is where an L&D team can discover
what story their data tells.
BlueSprig's LPD department collected
data on key performance indicators
(KPIs) from the outset of the program.
Recall that the " why " for their program
was to produce certified clinicians who
were ready for a clinical supervisor
position with BlueSprig after
completing
the
internship program.
Thus, they chose to measure: 1) the
number of newly certified clinicians, 2)
the number of interns offered a clinical
supervisor position, 3) the first attempt
pass rate on the board exam, and 4)
program implementation consistency.
These KPIs speak to the program's
ability to reliably produce excellent
clinicians who can confidently and
quickly assume a clinical supervisor
role and begin changing the world for
children with autism.
Feedback
Solicit feedback
from SMEs
Design
Create program
& materials
Buy-In
Generate excitement
& support
Brainstorm
Draft Design
Information
Data & Interviews
" Why "
ID our goals
In
2021,
BlueSprig's
internship
program produced 49 newly certified
clinicians; 82% of them passed the
board exam on their first attempt. Of
those newly certified clinicians, 42
were offered a clinical supervisor
position with BlueSprig, representing
37% of the total new hires for this
position. In 2022, LPD audited 37%
of interns who progressed through at
least one level of the program. Based
on that program audit data, the core
components of the internship program
were implemented with, on average,
84% consistency. The data indicates
that BlueSprig's internship program is
effectively and consistently addressing
one of the organization's major needs:
organizational growth. It is doing so
by investing in current employees and
promoting them internally.
According
to
LinkedIn's
Talent Trends report,
Global
employees
at companies that promote more
internal candidates stay significantly
longer than employees at companies
with lower internal hiring rates. With
retention rates always at the forefront
of
organizations'
minds, exploring
internal internship programs is a
worthwhile endeavor that can lead
Figure 1.
Amanda Fullbright is the senior vice
president of learning and performance
development, and Dr. Apral Foreman
is the learning and development
performance analyst at Blue Sprig
Pediatrics. They are both boardcertified
behavior
analysts
(BCBA)
and
licensed behavior analysts (LBA).
Email the authors.
to both organizational growth and
retention of top talent.
SUMMARY
When creating an internal training
program, ensure that the purpose
is understood before the journey
begins. Create a shared vision with
your stakeholders and secure buyin
within the organization. Only when
these steps have been completed
should L&D professionals begin to
thoughtfully design the program based
on the why and the shared vision. Once
the program is live, measure, analyze
and decide if the program is living up
to that shared vision. If it is not, make
necessary changes, and remember
to repeat the measurement-analysisdecision
loop.
Analyze
Analyze & adjust
program on a schedule
Measure
Collect data on
progress towards goals
Roll Out
Short pilot & then
company wide
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https://trainingindustry.com/magazine/fall-2022/designing-learning-with-purpose-in-mind/ https://trainingindustry.com/magazine/fall-2022/designing-learning-with-purpose-in-mind/ https://trainingindustry.com/magazine/fall-2022/designing-learning-with-purpose-in-mind/ https://trainingindustry.com/wiki/learning-technologies/the-evolution-of-the-learning-management-system-lms/ https://business.linkedin.com/talent-solutions/global-talent-trends?trk=lts-pros-TOFU-2020-global-talent-trends&veh=lts-pros-TOFU-2020-global-talent-trends https://business.linkedin.com/talent-solutions/global-talent-trends?trk=lts-pros-TOFU-2020-global-talent-trends&veh=lts-pros-TOFU-2020-global-talent-trends https://www.bluesprigautism.com/ https://www.bluesprigautism.com/ https://trainingindustry.com/articles/measurement-and-analytics/measuring-learning-effectiveness/ https://www.trainingindustry.com/magazine

Training Industry Magazine - Winter 2023

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