Does your company evaluate employees' training participation on their performance reviews?

If so, how are you doing it?

Thoughts we've had: total number of training hours for the year; manager evaluation of training participation; completion of assigned curricula by job title.

Would love to hear how you're doing it and how it's going for you. Thanks!

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In the past, I did L&D for a Financial Institution and Trainings were only evaluated as a Risk Scoring (5-10% total) within any Annual Reviews. You have to be careful with this metric for any other sort of Trainings (IMO)...but, you could promote this involvement as a means to increase promotion potential (i.e., obtain this level of trainings, leading to selection (prerequisite) for certain levels of Leadership trainings). All of this, needs to be discussed, in conjunction, with your HR Directors/Leadership (Compensation, Talent Acquisition, ect.) to ensure you are all aligned.

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