Los Angeles County Self-Assessment Report

Los Angeles County Self-Assessment Report
evaluations scored near the top of the 1-5 rating scale (1 is defined as very poor and 5
is defined as very good). The average rating for each training and each dimension was
calculated, with all results ranging from at least 4.15 to 4.94. These high ratings across
all measures show that trainees are very satisfied with the quality and felt that they
learned very well from the training offered.
IUC’s performance assessment also included the administration of the Core Academy
Proficiency Exam, which includes a pre-test on the first day of the Academy, and then a
post-test on the final day of the Academy. The test includes 82 multiple-choice items
that cover content from most modules offered in the Core, including plain content items
and questions eliciting judgement about the correct implications for assessment and
practice based on vignettes. Results show that Core Academy trainees achieve notable
gains in scores between Academy Pre-test and Post-test, as trainees generally answer
only half (58%) of the questions correctly on the Academy Pre-test but by Post-test,
they are able to accurately answer almost three-quarters (74%) of test items, which is a
15% gain on average.
For the Statewide Standardized Core Modules for (1) Safety, Risk and Protective
Capacity, (2) Case Planning/Case Management, (3) Placement and Permanency,
DCFS CSW Core trainees scored higher than statewide new workers at a statistically
significant level. With CMI I, our trainees scored equal to statewide new workers, and
results for CMI II and Child and Youth Development are too new to report. DCFS is
obviously pleased with this result and also grateful to have a sound and continuously
improving training evaluation system in place to capture this kind of information.
It is important to note that improving the quality and relevance of training is the primary
purpose for collecting these data. Data from these evaluations are continually made
available to DCFS, university centers, instructors, training coordinators, and in some
instances, trainees. This feedback allows the training community to gauge the
effectiveness of the training that is offered, and to develop plans for improvement.
The Probation Department has several layers of training that have been developed to
the serve the needs of its employees. The first is the standard training provided to meet
the required 40 hours per year for every sworn employee working in the field offices or
management; 24 hours per year for every sworn institution employee working in juvenile
halls, camps or Dorothy Kirby Center. These trainings are conducted by outside
vendors, Probation internal staff or independent contractors. The second is specialized
training that is organized and conducted by each Bureau to meet the special needs of
the employees that work within a special field or operation. The third is training that is
organized and conducted when the Department sets forth a new initiative or practice
such as the Title IV-E Waiver, Evidence-Based Practices or Strategic Planning. In
addition to this, the Department organizes the State-mandated Juvenile Correctional
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