3 Responses

1. Trainer effectiveness
   I would recommend Leslie Rae’s book Measuring Trainer Effectiveness.
   That said, and at the risk of contradicting such an eminent author, I would be reluctant to assess trainer effectiveness on a particular form. End of course evaluation results, especially with proper performance indicator measures and space for qualitative comments, should be a good initial litmus test. If you want to develop your trainers then you may be better to observe them or set up other processes such as peer review.
   If you want to check on ‘the effectiveness of their delivery’ then you may want to define what success looks like. Good presentation/facilitation does not guarantee good results (though poor presentation or facilitation usually assures poor results). I would argue that effectiveness is better indicated by learning, application of learning, improved performance and finally improvements to business results, culture or infastructure.
   Graham

2. Trainer evaluation
   Jayne,

   I’ve created a training practitioner assessment covering key aspects of the learning cycle. This tool supports peer review, self-assessment or training manager evaluation of practitioner effectiveness. It has been validated in corporate trainer development settings, and in a public safety sector training college setting.

   Please contact me off-line for further details.

   Regards,

   Scott G. Welch

3. And the rest?
   Jayne, since you don’t mention anything else, I’m wondering if you are wanting to evaluate your trainers in isolation, so to speak.

   If so, may I be so bold as to recommend against it.

   There is a saying that “there are no teachers, only learners” which means that what gets learnt is mainly down to the learner rather than the trainer.
   Has each learner been prepared for the course?
   Do they know why they are there, and what there are meant to get from the course?
   What happens AFTER the course, as far as each learner is concerned?

   If we move away from the “jug and mug” version of training/education then evaluating “effectiveness” becomes a little more complex – and ultimately more useful – than just “rating the trainer”.

   For example, are you aware that trainers rated 61-80% on post course “happy sheets” are LIKELY to prove to be more effective than those who are rated 81% and over?

   Good luck

   Andy B.