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Wednesday, 09 July 2008

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Mark Sheppard

Will: I like what you've done with this sheet, and it's an improvement on some of the usual fare. I really like Bennett's 7-level framework (shown in Rothwell & Cookson's book) for more detailed evaluation work.

Mark Frank

Nice - and very attractively presented. It makes me realise the potential for integrating level 1 assessment into a course/event instead of just having students fill it in as an afterthought when they are keen to get away and avoid the traffic. You could use the level 1 assessment as the basis for a wrap-up and review - maybe you do?

Savita

Great tool, thank you. I have been thinking just along these lines and it is exciting to see it put together so well.

Marcus Barber

Gidday Will

Much improved and I've been heading down a similar path though not as succinctly as you've captured here.

One possible area for improvement, especially given you intend to follow up. I ask the following question 'What are two areas you believe you are likely to use this information in the next month?'

When I run the follow up sessions I can then ask participants 'You said you'd probably user this in x & y - how did you find it?'

You might be able to structure yours in such a way that you automatically populate the responses from the initial feed back to the future follow up, so that you can track application of the learning to the real work environment

Marcus :-)

Peter Williams

This is great. I'm dealing with the problem now of improving the "smiley sheets" I use in online and face-to-face training. We all knew they were inadequate but there was a sense of resignation. Now, there's hope. :) Do you mind if I point other trainers in my workshops to your discussion here?

Paul Left

Great that you are asking for feedback on specific sections on content. Another way to approach this is to ask for feedback in relation to specific learning outcomes. That way it links to the purpose of the learning (and its assessment) as well the content.

Gaye Mara

Hi, Will,

Thanks for sharing this. It reminded me of your great best learning practices presentation to ISPI Potomac Chapter a few years ago.

A lot of useful ideas for us here! One nitpicky suggestion: Use the same rating scheme (lowest # is worst, highest is best) throughout. When one comes to the "Is there value?" questions, that scheme reverses, with "1" as the best rating and "5" as the worst. That created some cognitive dissonance for me, and I suspect it would for others as well.

Thanks for your good work and your generosity.

Lisa Allen

Thank you! I'm a librarian who works with executives in Human Resource Development. The sessions I teach feel more like training, and I was in desperate need of some ideas for capturing feedback. I really appreciate your sharing your documents!

joanna howard

Very useful development of the smile sheet, Will. You demonstrate here how an effective evaluation approach can aid learning for the learner as well as capture it for the trainer

K Stoneman

Dr. Thalheimer -

A real improvement over the usual smile sheets. I've been toying with a similar idea of a "learning 360" for my particpants to evaluate the usefulness of my trianing focusing on applying the material and what percentage of the time they are using it, etc.

I look forward to your continued thoughts on evaluation and needs assessment.

Tom Martin

Another fine piece of work. I really enjoy what you share with us - thank you.

Amit Jain

Very well drafted and actually halp the participants to put right feedback and inputs for trainers group.

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I'm dismayed by what seems a primary, possibly sole, focus on level one types of evaluation. That is - learner reaction to a particular learning opportunity. Why do we place so much importance on the subjective feedback of someone who might not even know why his boss signed him up for the class (for example)?

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