<![CDATA[The high unemployment rate and the increasing demand for a skilled workforce that meets industry requirements have become significant challenges for the government in improving the quality of human resources. One of the efforts undertaken is the implementation of the Barista Job Training Program organized by the Department of Manpower of Ciamis Regency. However, the implementation of the program needs to be evaluated to determine the extent to which its objectives have been achieved and the benefits received by the participants. This study aims to evaluate the Barista Job Training Program conducted by the Department of Manpower of Ciamis Regency based on William N. Dunn's public policy evaluation dimensions, namely effectiveness, efficiency, adequacy, equity, and responsiveness.This study employed a descriptive qualitative research method. Data were collected through observation, interviews, and documentation. The research informants consisted of the Head of the Training and Workforce Productivity Division, a Junior Expert Instructor, a Barista Instructor, and training participants. Data were analyzed using the Miles, Huberman, and Saldana interactive analysis model, which includes data condensation, data display, and conclusion drawing and verification.The findings indicate that, in general, the Barista Job Training Program has been implemented successfully. Based on interviews, observations, and documentation, most indicators within the dimensions of effectiveness, efficiency, adequacy, equity, and responsiveness have been achieved optimally. The program has improved participants' knowledge, practical skills, and work attitudes. In addition, the training materials were relevant to labor market needs, resources were utilized efficiently, and the program contributed to enhancing participants' job readiness and entrepreneurial opportunities. Nevertheless, several indicators have not yet been fully optimized, including the adequacy of training duration to support participants' mastery of theoretical and practical competencies (Indicator 4.2.3.6), the equitable distribution of program benefits among participants (Indicator 4.2.4.2), and the equality of services and fulfillment of participants' needs during the training process (Indicator 4.2.4.3). Therefore, the Department of Manpower of Ciamis Regency is expected to improve the duration of training, ensure a more equitable distribution of program benefits, and enhance the quality of services provided to participants in order to optimize future training programs.]]>
