Abstract Problem Though being comparatively successful and taking a unique niche in the contemporary realm of global economy, Adventure Street, Co. has been experiencing a significant drop in performance due to the problems related to the increased staff turnover and the lack of a coherent system for employee training and evaluation. Purpose The paper is aimed at designing the tool that will allow for evaluating the proficiency of the candidates for becoming a part of the company’s team. Additionally, the method of training, which will allow the staff members to both perform their duties in a timely manner and provide the new recruits with the required training will have to be designed. Materials To attain the goals mentioned above, one will have to use the tools such as the Likert scale for developing the assessment tool that will allow for a fair evaluation of the training outcomes. Additionally, the instruments such as IT tools for training and evaluation should be incorporated into the design of the training sessions. Expected Outcomes It is expected that the application of the specified techniques will allow for a significant increase in the company’s productivity and the overall performance rates of the new staff members. Moreover, it is anticipated that the program will help address some of the organizational behavior issues that the organization is currently facing by suggesting a new behavioral model for the staff members to comply with. Types of Outcomes for Evaluating the Training Process It is assumed that three typical outcomes of the training session can be expected. First and most obvious, the positive results of the training need to be viewed as the expected outcome. It is considered that the candidate’s acquisition of the necessary skills and knowledge is the standard outcome of the training. Another possible result that the training sessions may end in can be described as the development of an undertrained employee. Though admittedly undesirable due to its obvious disadvantages, such as a low competency level, the need to work on the employee’s skills, etc., the above-mentioned effect of training can be viewed as possible. While presupposing that the manager and the staff members in charge of the training will have to work on the candidate’s skills and abilities during the first several weeks of the actual work, it still involves the possibility of recruiting a skillful employee. Finally, the threat of the training process failing and the candidate being unable to develop the required skills should be mentioned. The given type of an outcome is clearly the most negative and the least anticipated. Nevertheless, even the given outcome can be viewed as a source of positive knowledge, as its further analysis will help identify the mistakes made in the process and the issues that will have to be addressed (Wilkinson, 2013). Evaluation Design: Time Series as the Best Choice The evaluation will be based on the time series principle. According to the existing definition, the specified concept allows for “an intervention and then multiple measures of the dependent variable at various time intervals” (Mertens & Wilson, 2012, p. 325). In other words, the time series framework as the basis for developing an evaluation will help trace the progress of the new staff members as they develop the required skills and acquire the knowledge