Looking to design a training evaluation for asap. The course itself has about 4 or 5 sections to it each with a different presenter. The message to get across is this is who we are and this is what we do. I would like to gain feedback on the section content/the trainer and a space for comments.
Hope you can help.
Regards
Scott
7 Responses
link every question to the learning the delegates were supposed
eg
~what did you learn from this section?
~the objective of this section was that you should leave knowing X, has this been achieved totally/partially/not at all
~How did the presenter help you to learn the material?
~Rate the presenter on the following points; Pace, interest, passion, response to questions. Scale 1-10 useless to brilliant
Alternatively actually get the trainees to sit a stringent test (assuming the subject matter is appropriate) this will be the proof of the pudding
Rus
Re: Evaluation Forms
Hi Scott
I use two forms.
1 – the delegates complete
2 – the trainer completes
Happy to send them over to you, just get in touch
Andrew Miller
http://www.rubus-consultants.co.uk
example survey
Hi
hope the example of a survey I recently ran to assess a training company is of some use. Survey is specific to the couse content but may give you some ideas.
http://www.kwiksurveys.com/online-survey.php?surveyID=KOLNOK_33d71809
Evaluation Forms
Rus’ reply is good! I also like to ask on the form whether I may quote the evaluator for marketing purposes.
Evaluation forms
Be sure to include a couple of questions aimed at the participants particpation. I like to ask:
1. To what extent were you able to leave work behind and focus on the seminar?
2. To what extent did you participate by asking /answer ing questions, sharing insights/examples, and engaging in the activities?
3. To what extent did your supervisor discuss his/her support and expectations of you for the seminar
The answers will sometimes surprise you. The point is, there particpant’s readiness, shaped by immediate supervisor, is critical for desired learning.
Hope this helps.
Mike McCartney
McCartney Consulting, Ltd
michaelkmccartney@gmail.com
Evaluation forms
Not form design but, don’t give the forms out at the end of the day when they just want to go and a ‘happy form’ is the last thing thay want. Let the delegates go home and ponder what they have learned. Give them the forms up to a week later, this makes them think about the course and tests if they actually took it all in.
My evaluation form is linked in with the training request, it must show the ‘golden thread’ of business objectives linking with department objectives linking with personal objectives.
Ask the delegates what 3 things they have learned from the session over and above their objectives.
I will be happy to send you my forms, (mike.abbott@managers.org.uk) currently spaced at 1 week, 3 months, 6 months and 12 months per course providing the course warrents this level of detail.
Evaluation forms
I agree with you Mike about taking the forms with them, reflecting on new learning and sending them back. The problem is that the percentage of post learning evaluations is very small
Kaval