Tool to assist training managers decide whether to accept requests for training development

1. Created by Dawn Drake
For New Training Requests
When someone requests new training, use this script to gather the information needed to decide
whether to approve the request. In some cases, you will already know the answer so you won’t
need to ask, but be sure you do know the answer to each question before you end the interview.
Do not make a commitment to deliver a new class until you have evaluated the request based on
the questions in the Decision Matrix.
Date of Request
Request taken by
Requester’s name
Email
Phone
Type of training requested
What business initiative(s) will this training
support?
Why do you think you need this training?
(Describe the performance issue that the
client wants to address AND why he/she
thinks the problem is occurring [this can help
you identify other issues besides
knowledge/skill gaps].)
What is the impact of [the issue]? (Probe to
find out how errors are detected and what the
impact is of doing something wrong – or the
value to be gained by doing it right.)
What have you already done to get the results
you want?
How did that work out? (If it wasn’t effective,
probe to find out why.)
How do you expect things to change after this
training? (How will the client measure the
success of the training?)
Is [the tool, process, etc.] available to the
users now?
If not, when will it be available?
How frequently will they need to use it in their
jobs once they are trained?
How many people need to be trained?
Will this training be required or optional?
When do you want this training to start?
What is your target date for having everyone
trained?
© 2006, Dawn Drake Page 1 of 5
Training Decision Matrix

2. Can everyone be trained at the same
location?
Can everyone be trained at the same time?
If different times/locations are necessary, what
are the requirements?
Analytics only: What is the highest level that
reports should roll up to for training?
Before making a commitment to provide the training, evaluate the training request
against the Decisio Matrix criteria on the following pages.
© 2006, Dawn Drake Page 2 of 5
Training Decision Matrix

3. Created by Dawn Drake
New Course Request Decision Matrix
After you have gathered the information from the requester, you need to decide whether to accept
the project. People will sometimes request training to correct a problem that is not a training
issue. Training is appropriate when a performance shortfall is caused by a lack of
knowledge or a lack of skill.
Instructions: Use the matrix below to assist you in deciding whether a training request should be
accepted. Put an X in the “+” column if the answer to the question would support accepting the
project and an X in the “-“ column to indicate the answer to the question would weigh AGAINST
accepting the project.
When you have completed the checklist, look over your answers and decide 1) whether you
should accept the project, and if so, 2) whether it could/should be developed and/or delivered by
an external vendor. Red cells indicate a “show stopper”; you should decline these requests
unless you can find a solution that will allow you to move the X to the + column. Yellow cells
indicate strong caution; you will probably need to negotiate some expectations with the
customer. Green cells indicate strong support for providing the training IF there are no red
cells selected.
Criteria – CAN we do it? + -
Do we have the resources available to meet the request?
(Performance goals, timeline, logistics, etc.)
If new content is needed, do we have the expertise
(available) to develop the training?
If not, is an external SME that we can use to assist
with the development (confirm availability)?
Is the audience sufficiently homogenous for the training to
be effective and efficient as requested?
If there is a mix of Expert/Competent and
Novice/New users, is there a reasonable way to
address all needs (maybe two classes, or starting
with an intro for the less skilled, and having the
more skilled join later)?
Can we meet the customer’s expectations?
What has to change for the customer to consider the
training a success?
Can we deliver the result?
How will the change be evaluated? By whom?
Does leadership agree with the stated criteria?
Will we be able to maintain the course, if necessary (e.g.,
for new users)?
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Training Decision Matrix

4. Criteria: - SHOULD we do it? + -
Is training an appropriate solution to the problem (i.e.,
problem is caused by a skill and/or knowledge deficiency)
Is the request within the scope of our mission and aligned
to current corporate initiatives and priorities?
Can we leverage the output for other audiences?
Do/Will the users have the necessary pre-requisite
knowledge/skills/experience to understand the training?
Will the users be able to apply what they learn very soon
after training?
Will they use the skills/knowledge frequently enough for the
training to be valuable?
Does management support the training? (What evidence is
there of this?)
Is training the best option for getting the required results?
Would a job aid, video, communication, or some
other solution suffice?
Are there high performers on site who could coach
the lower performers?
Are the trainees likely to be receptive to, and supportive of,
the training? (What evidence is there of this?)
Have other barriers to performance (besides
knowledge/skill deficiencies) been addressed?
If additional actions besides training are needed for
success, is the customer/leadership implementing those
actions?
Does the training support business goals?
Is there significant potential for gain if the users perform
the task correctly?
Is there a significant cost/risk if the users perform the task
incorrectly or not at all?
How visible is the project?
What is the impact on us if it is perceived as a
success? As a failure?
Other considerations?
Considering all of the plusses and minuses for this project, what is your decision regarding this
training request?
Approve
Reject
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Training Decision Matrix

5. © 2006, Dawn Drake Page 5 of 5
Training Decision Matrix