Resources: Formative Evaluation Template

This template is a starting point for running a formative evaluation of
instructor-led training. It can be adapted to other types of training
and performance interventions. This template provides guidelines
for running the evaluation, and surveys for participants and trainers
to complete.

Formative Evaluation: Content Review
Before the start of the dry run session, review these guidelines for
content review during the dry run:
  • Make notes on your copy of the training documents as we go
    through the content. We will review these at the end of the
    training session (or each section).
  • The focus is on delivering the content to get an overall view of:
  • Organization makes sense
  • Content is clear and relevant
  • Time required to complete the training
  • Issues that we’d like you to point out:
  • Clarity of content: Is the message clear to individual
    target learners?
    eg, vocabulary, grammar, introductions, elaborations,
    conclusions, transitions, summaries, sequence, pace
  • Impact on learner: What is the impact of the instruction
    on individual learner’s attitudes and achievement of the
    objectives and goals?
    eg. how easy/difficult, satisfaction through learning or
    applying skills, relevance of information and skills,
    need for tests, activities, scores
  • Feasibility: How feasible is the instruction given the
    available resources (time/context)?
    eg. for learner: motivation, independence, maturity
    eg. for resources: equipment, environment, time

Survey or Interview Questions: Dry Run Participants
  • Was the instruction interesting? Did it hold your attention?
  • Did you understand what you’re supposed to learn?
  • Were the materials directly related to the objectives?
  • Were enough exercises or activities included? And were they
    relevant?
  • Did you feel your knowledge was measured?
  • Did you receive enough/sufficient feedback on exercises and
    activities?
  • Did you feel confident when answering questions?
  • This course does not have a test. Do you feel you should have
    a test on this content?
  • Do you feel that you will be able to use this knowledge on the
    job immediately (if you had to)?
  • How will your new knowledge and skills be used (frequency,
    context)?
  • What physical, social, managerial factors enhanced your
    learning or ability to use knowledge on the job?
  • What inhibited your learning or transfer of knowledge on the
    job?
  • How might training be refined or improved?
  • Was it too long or too short?
  • What did you like most? Least? What would you change if you
    could?

Survey or Interview Questions: Dry Run Trainers
  • Were the materials easy for you to follow and deliver? What
    would make it better for you?
  • Do they make the content relevant to learners? What is the
    motivational value?
  • Did you have enough time to prepare?
  • What do you wish you could have done to do a better job in
    delivering the content?
  • What concerns or suggestions do you have related to the
    presentation of content? (ie, objectives, sequence, size of
    unit/module, content, examples, activities)
  • What concerns or suggestions do you have related to
    participation by learners? (ie, examples, activities, practice,
    feedback)
  • What concerns or suggestions do you have related to
    assessment of learners? (ie, posttests, performance)
Copyright 2005, Jennie (Achtemichuk) Douglas
All rights reserved – no reproduction allowed without permission from the author.
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