Based on identified needs – why or how was the need to do this identified?
Measurable outcomes – what will participants be expected to do differently as a result of the professional development? It should be written in Specific, Measurable, Attainable, Realistic, Time bound (SMART) terms
Follow-up component (Job embedded if job performance related) – how are the participants going to use their new learning back on the job; this should include a feedback mechanism
Design and Implementation plan that meets Adult Learning Theory and is documented for future use
Method of evaluating outcomes

Types of Professional Development

Orientation –
Introductory information that is necessary for an employee to do a job or task
May or may not have future application
May or may not be performance specific
Reaction and/or Content learning evaluation

Mandatory –
Required by an outside agency, legislation, department or University policy
Reaction and Content learning evaluation

Personal/Career Development –
Individual growth
Employees’ choice
May or may not have performance expectations
May or may not have job embedded follow-up
Reaction evaluation

  Performance Improvement –
Related to individual performance gaps between expected and actual performance
Usually long term, sustained training with extensive job embedded activities
Usually requires coaching
Reaction, Content learning, Performance Demonstration or behavioral change evaluations

Program –
A series of professional development events, classes or activities that address knowledge, attitudes, skills, aspirations and behavior of the learner, and are focused on improving the performance for a specific organizational unit’s outcome (i.e. strategic plan initiative)
Organizational gap between expected and actual results
established process for sustained coaching, follow-up and continuous improvement
Impact/ Return on Investment evaluation