"Training and development activities achieve short and medium term objectives."
Periodic reports on whether departments' training strategies and level of investment have achieved the desired results.
These reports should provide an indicator of the marginal effects of training on organisational capability. Training effectiveness could be looked at on a two to three year cycle, in order to focus attention on the need to evaluate training effectiveness in achieving individual and organisational goals. In their reporting, departments would need to demonstrate that their training strategy was linked to their strategic business planning and had clear objectives relating to business needs; that a training evaluation system was in place and applied; and that the results of evaluation were acted on at the individual and organisational level. Any "mission critical" or particularly expensive development activities would need particular attention. Over time, this may link in with the capability/accountability/performance (CAP) system being introduced progressively within Public Service departments.