Program Evaluation and Measurement Questions

Assessing whether learning, people, and other organizational programs achieve their objectives and deliver measurable value. This includes defining success criteria and baseline metrics before implementation, selecting quantitative and qualitative measures during and after delivery, and understanding different measurement levels such as reaction, learning, behavior, and results as described in the Kirkpatrick model. Candidates should be able to design evaluation plans that include completion and engagement metrics, knowledge and skill assessments, behavior or application measures, retention and performance indicators, and business outcomes. The description should cover leading and lagging indicators, approaches to isolating program impact from confounding factors, simple experimental or quasi experimental designs when feasible, pragmatic trade offs between ideal and practical measurement, data collection methods and tools, calculating and communicating return on investment both financial and non financial, and tailoring reporting to stakeholders. Examples might include measuring onboarding effects on time to productivity, mentorship impact on retention, or communications effectiveness on benefits adoption. For junior roles, demonstrate familiarity with how to think about measurement choices and limitations; for senior roles, include designing robust evaluation frameworks and translating findings into business recommendations.