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Characteristics of evaluation in continuous training programmes: designing evaluation alongside the training’s learning objectives
Robert Sandell, Course manager
The Swedish National Courts Administration
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Agenda
1. Why, what, who, when?
2. How we work with evaluations
3. Possible improvements
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Why do we evaluate?
• Information
• Improvement
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What do we evaluate?
• Satisfaction?
• Lectures/teachers
• Room
• Food
• Coffee break
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Who does the evaluation?
• The teacher?
• The training organizer?
• Other part of the organization?
• Manager or co-worker?
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When do we evaluate?
• In the classroom?
• After a couple of days?
• One or more evaluations?
• Forgetfulness/reflection
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Discuss with the person next to you
What is the main reason why you evaluate your training programs?
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How we work with evaluations
• Course-description
– Learning objectives
– Responsibility for the courts/the individual participant and the training
organizer
• Post-evaluation - questionnaire 1-3 workdays after completed
course
• Long-term evaluation - questionnaire, 90 days after completed
course
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Course evaluation - questionnaire
1. What is your overall assessment of the value of the course?
5. Very valuable – 1. Not valuable
2. How well do you think the content of the course corresponded to its purpose?
(The purpose of the course session is taken from the course description)
5. Very much - 1. Not at all + Comment
3. How well do you judge that you have achieved the purpose of the course session?
5. Very much - 1. Not at all + Comment
4. Were the required admission requirements and / or the preparatory moments
relevant to the course?
Comment
5. Have you completed the course at the right time for your and your business
needs? Motivate!
Comment
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Course evaluation - questionnaire
6. How well were the pedagogical forms of work adapted to the goals and content of
the course (eg lecture, case study, exercises, discussions)?
Comment
7. Describe what actions you will take as an effect of what you learned on this
course.
Comment
8. Suggestions for the development of the course.
Comment
9. Is there anything else you want to add, eg. about the application procedure,
information about the education and hotel / course center, etc.?
Comment
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Long-term evaluation - questionnaire
1. What is your overall assessment of the value of the course for the business?
5. Very valuable - 1. Not valuable
2. Comment on the above question. These parts have been particularly valuable to
me.
3. In what ways have you had the opportunity to use your newly acquired knowledge
after the course?
Comment
4. What measures have you taken as a result of what you have learned in the
course, eg Improvement of routines, procedures on your court/department/ unit?
Comment
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Long-term evaluation - questionnaire
5. It what way have you shared with other employees within your
organization what you have learned after completing the course?
Comment
6. Suggestions for the development of the course.
Comment
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What kind of information do we get?
• Reaction
• ”Learning”
• ”Behavior change”
• Effect
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Discuss with the person next to you
Which information is important for you to get out your evaluations?
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Designing evaluation alongside the
training’s learning objectives
• Effect
• Purpose and learning objectives evaluation tools
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Possible improvements
• Level 2 – learning
– Preparatory test
– Different questions in the post-evaluation
• Level 3 – Change of behavior
– Manager or colleagues
– Questionnaire and/or observation
• Level 4 – Results
– Extensive follow-ups
• To keep in mind
– Time vs results
– Caring for the business
– Courses that deliver according to the course description
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Thank you
Robert Sandell
Course manager
The Swedish National Courts Administration
robert.sandell@dom.seDOMSTOLSVERKET
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