CBT Review and Evaluation
Prepared by: Frenlyn A. Siason BTLED 2-H.E1
Learning Objectives:
❖ determine the components of training that needs to
be evaluated;
❖ enumerate and describe ways of reviewing and
evaluating training sessions
Training Evaluation
❖ It refers to any attempt to obtain information or
feedback on the effects of a training program and to
assess the value of the training in the light of that
information.
It is important after you deliver a training session that you
review your delivery and look at what went well and what
might be improved.
In your review, the following components shall be included:
a. Knowledge - refers to what we know. It is the cognitive domain
of human behavior.
b. Skills - refers to what we do correctly and accurately. It is also
the psychomotor domain of human behavior.
c. Attitude - refers to what we feel. It is also knowing as the
affective domain of human behavior.
d. Program Implementation - the approach of
implementing the training program.
---CBT implementation review and evaluation will be
most effective if the methods on how the following
categories of program implementation are analyzed:
d.1 Program Design and Implementation
d. 2 Course Content
d. 3 Training Methodology
d. 4 Program Administration and Management
d. 5 Trainer's Competence
❖ We will be using pre-test/post test method to test for
knowledge.
❖ Questionnaire will be used to gather data for skill,
attitude and program implementation.
Feedback
❖ In order to review your training you will need to gather
feedback.
❖ It is useful to gather this feedback at the end of etch session
so that you can think about whether you need to make
changes to your next session.
❖ Feedback can be obtain from participants, other people like
other trainers or supervisor and yourself.
❖ Sometimes you need to report feedback in order to help
management make decisions about whether to continue the
program as it was change it or stop it.
Feedback can be gathered in a number of ways.
The table lists the most commonly used methods,
their advantages and disadvantages.
Method Advantages Disadvantages
Cheap and easy to use Cannot identify skills acquired
Evaluation Sheets Identified areas for improvement Gives limited information
Time consuming
Interviews with trainees Provides useful information
Explores problems in depth
Effectiveness depends on the
or supervisor skills of the interviewer
Can use checklist May influence performance
Supervisor's observation Provides expert opinion Time consuming
Provides useful in-depth Time consuming,costly
information Results difficult to report
Evaluation workshops Provides opportunity for open Need an experienced
discussion facilitator
CBT Evaluation Tools
❖ Rating Sheets
❖ Focus Group Discussion
❖ Document Review
❖ Self Evaluation
The table below shows some information
gathering tools:
Information Required Evaluation Tool
1. seek expression of satisfaction
Rating scale
with the training process from the
Written comments
trainees
2. examine his/her own perception
Rating scale (self-evaluation)
of the success of the training
Written comments from trainees
process
3. examine success of the training
Focus group discussion on specific
program in the light of the subject
criteria
criteria
The table below shows some information gathering tools:
Information Required Evaluation Tool
4. examine success of the training Passing rates in assessments
program in light of the area of the Average training time to specific
objective criteria criteria
Rating scale on applicability of
5. review success of the training
competencies acquired
program in meeting enterprise
Written comments
goals
Impact of evaluation
Evaluation of preparation,
timeliness, thoroughness, attitude
6. examine own performance
towards trainees, closing training
session.
Rating Sheets
❖ In preparing a rating sheet to evaluate CBT, a trainer
must recall the characteristics of an ideal competency
based training.
❖ Group the characteristics into the following aspects,
preparation, delivery, support system and facilities.
❖ For ease of analysis a recommended rating scale should be
used such as the Likert Scale.
Focus Group Discussion
❖ To use a focus group discussion as a form of
evaluation, you will have to list down discussion
questions, which focuses on the areas you want to
evaluate.
❖ Once questions are prepared you can organize a
meeting where all respondents will be present to give
their opinions and come up with a concession.
Document Review
❖ This is done to gather information relating to the
average training time of learners to acquire the
desired level of competency, to identify the success
rates in national and institutional assessment, and to
summarize the written comments of participants,
supervisor and other stakeholders.
Self Evaluation
❖ It can take place during your training session as you
reflect on how things are going. This will help you make
any instant changes to your plan in response to the
situation.
❖ It can also take place after training session when you ask
yourself in-depth questions about whether there are things
to be changed or problems to be solved.
The following strategies can be used for evaluating
your own training and help you improve:
1. Take a video of the CBT and look for ways to improve
yourself.
2. Ask for feedback from colleagues and other trainers
3. Compare your training methods and techniques with
other trainers.
A template below is used as instruments for self evaluation
During the session did I YES NO
Establish an atmosphere of trust?
Encourage all trainees to speak and contribute ideas?
Assist the less articulate to express their ideas?
Consider all contributions to be worthwhile?
Remain aware of non verbal communication?
Praise/appreciate effort?
Summarize key points?
Used varied activities and task?
Provide opportunities for practice?
Achieve the stated learning objectives?
