Judging guidelines

JUDGING CRITERIA 2012

Categories 1 - 14

Form 1 should be completed and submitted - click here to download now

The submissions need to demonstrate the following criteria within the 1,500 - 2,000 words allowed. 

1. What was the business challenge/problem/context that preceded this learning programme? This should be a clear definition of the problem or challenge within the organisation that the training or learning programme was designed to address. This is considered setting context and does not count towards the final score.

2. What were the specific business objectives, goals or desired outcomes that the business required from this learning programme? Here the applicant should ideally state specific high level objectives that link to the context.

3. What were your TNA or research processes and key findings? There should be a clear rationale behind the methodology selected against other possible approaches and evidence of engagement with the target group and other stakeholders. Consideration of other non-training and training strategies to address the problem/challenge could be included here.

4. What were the learning objectives and key deliverables? Here the reasons for adoption of the solution selected needs to be fully explained and the stated objectives of the initiative made clear.

5. What were the exceptional elements within the learning experience you designed? Here the applicants should be able to identify the key elements of their designed programme and how they have contributed to an exceptional learning experience for the organisation and its people.

6. What made this programme so innovative (for its sector/region/size/context)? Here applicants should explain how their achievement is 'remarkable' rather than just an expected, incremental improvement in L&D practice expected of a professional. Many applicants consider their programmes innovative when they are different to what they have done before. Applicants should be looking for elements within their initiatives that are unique for their industry or context.

7. What practices did you employ to ensure implementation went as planned, on budget and within deadlines? Evidence of how the learning initiative was project managed to a successful outcome is required. This could include: briefings and pre-programme communication to target groups, their line managers and other stakeholders; ongoing monitoring to pick up on deviations from original plan and evidence of action taken when circumstances change.

8. To what extent were the learning objectives met? This should include evidence of learning transfer, evidence of the degree to which the initial problem or challenge was met.

9. To what extent were the business objectives met, desired outcome achieved, or problem solved? A cost benefit analysis of the return on investment for the organisation is preferable although we appreciate that for some skills areas (like sales training) it is easier than for others (like leadership development). Where possible, please include a comparison of the key organisational data from before the intervention, or other suitable comparator for any statistic (e.g. target).

10. What could other organisation learn from this programme? Please also describe any initiatives you have undertaken to share your best practice here.

CATEGORY 15

L&D professional of the year

Form 2 should be completed and submitted - click here to download now

Entries for L&D professional of the year award must be submitted by an independent nominator.

Using between 1,000 - 1,500 words please describe the individual's contribution in detail. S/he should have a clear understanding of best practice excellence in the field of L&D - this can be supported by a proven track record over a number of years or through a significant contribution to an organisational initiative over the last 12 months.

This will be an important part of the process and gives the judges an overall impression of the individual you are nominating and their contribution to L&D.

You may like to use the questions below as a guide in submitting your nomination and it should be noted that the focus needs to be on individual performance not on a specific L&D initiative or programme that has involved the nominee.

1. Please help set the scene by describing a specific context, business objective, brief or challenge that preceded the initiatives outlined below (this section is not marked).

2. How has this individual developed and led L&D policy in the organisation?

3. What has this individual done to develop best practice?

4. How has this individual raised standards in L&D?

5. Provide examples of how they have influenced or changed behaviours through their training or leadership.

6. What does this individual do that sets them apart?

7. How have they set an example?

8. What difference have they made to the organisation?

9. In summary, why in your opinion, should they be the TJ L&D professional of the year? For full category information and guidance please download the guide to entering the TJ Awards 2012 here