WP2.1 Evaluation Strategy Design

In order to evaluate the (training) materials, it is necessary to:
  • identify specific (learning) objectives which they aim to meet
  • evaluate whether the materials meet those objectives
    additionally, we need to
  • identify the overall purposes of the materials
  • evaluate whether the cumulative objectives satisfy these overall purposes

In order to produce the best possible materials, it is necessary to evaluate and then revise the materials. Initial evaluation of the materials will take place once a first draft has been created, but before they are used in training. This will concentrate on the suitability and level of the content. After the initial evaluation and update, the materials will be used in training courses and begin an ongoing series of formative and summative evaluations (i.e. evaluations during and after the training). These evaluations will apply Kirkpatrick's four-level evaluation model1

Methods of Evaluation

Design review

Pre-course (evaluation of materials)

On-going evaluation of course

  • Informal / Formal Review e.g.:
    • Questionnaire to see how easy it is to find relevant material / test users knowledge
    • Focus Groups (I-Tech guide)
  • In-course / formative evaluation (see I-Tech)
    • Assessment of level of knowledge within training group
    • Checking progress with participants
    • Trainer assessment - self assessment and from other trainers if possible
    • Pre- and Post-course questionnaires - assess change in answers (true/false + multiple-choice)
  • Post-course / summative evaluation
    • Debriefing of trainer (did it work ? to time ? did it engage people ?)
    • Questionnaire for participants Sample training evaluation forms
    • Medium-term review of usefulness of course content / adoption of techniques (e.g. 2-3 months after course)
Kirkpatrick's Four Level Evaluation Model
  • Reaction - to the course ("motivation" may be more appropriate)
    • Pacing, was it enjoyable
  • Learning - from the course
    • Did the facts get across ?
  • Behavior - changes after the course
    • Did participants actually manage their data better
      • during research ?
      • at the end of research ?
    • Have data management plans been produced for grant proposals ?
  • Results or Impact - to a wider community
    • Did they publish data ?
    • Was any data loss avoided ?
Review content for:
  • reading level
  • correctness
  • organization
  • ease of use

based on the target audience

Tools and links

Bristol Online Surveys

I-Tech Training Toolkit

Instructional System Design approach to training

Free Managemnt Library - Evaluating Training and Results

Lingualinks Implement A Literacy Program - Evaluating Training

Training Works!... ...what you need to know about managing, designing, delivering, and evaluating group-based training


[1] Kirkpatrick, D. L. (1959). Techniques for evaluating training programs. Journal of the American Society of Training Directors, 13, 3–9.

[2] Kirkpatrick, D. L. (1976). Evaluation of training. In R. L. Craig (Ed.), Training and development handbook: A guide to human resource development (2nd ed., pp. 301–319). New York: McGraw-Hill