Post-training Preparations

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Post-training Preparations

Dorothee Spuhler, Leonellha Barreto-Dillon, Martin Wafler, Naomi

Radke (seecon international gmbh)

Sreevidya Satish (Ecosan Service Foundation)

Bipin Dangol (Environmental and Public Health Organization)

Post-training Preparations

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Copyright

Included in the SSWM Toolbox are materials from various organisations and sources. Those materials are open source. Following the opensource concept for capacity building and non-profit use, copying and adapting is allowed provided proper acknowledgement of the source is made (see below). The publication of these materials in the SSWM Toolbox does not alter any existing copyrights. Material published in the SSWM Toolbox for the first time follows the same open-source concept, with all rights remaining with the original authors or producing organisations.

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Disclaimer

The contents of the SSWM Toolbox reflect the opinions of the respective authors and not necessarily the official opinion of the funding or supporting partner organisations.

Depending on the initial situations and respective local circumstances, there is no guarantee that single measures described in the toolbox will make the local water and sanitation system more sustainable. The main aim of the SSWM Toolbox is to be a reference tool to provide ideas for improving the local water and sanitation situation in a sustainable manner. Results depend largely on the respective situation and the implementation and combination of the measures described. An in-depth analysis of respective advantages and disadvantages and the suitability of the measure is necessary in every single case. We do not assume any responsibility for and make no warranty with respect to the results that may be obtained from the use of the information provided.

Post-training Preparations

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Contents

1) Certification

2) Evaluation

3) Follow-Up

4) Evaluation versus Follow-up

5) Report

Post-training Preparations

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Train the Trainers on www.sswm.info

Post-training Preparations

http://www.sswm.info/category/train-trainers/train-trainers

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Post-training Preparations

1) Certification

Why certification?

Makes course appear more legitimate

Tangible proof to put into portfolio

Post-training Preparations

Source: SEECON (2012)

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Post-training Preparations

1) Certification

Creating a Good Certificate

Look for templates (free templates online)

Use a text programme (Word/Open Office)

OR

Use a presentation programme (e.g. PowerPoint)

 composing easier makes

Add borders

 looks more formal

Use the right font

 readable, font size 20-50

Print certificates with laser printer

Include the right information

 full name, date and name of training, organisation’s name, water mark/stamp, signature

Post-training Preparations

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Contents

1) Certification

2) Evaluation

3) Follow-Up

4) Evaluation versus Follow-up

5) Report

Post-training Preparations

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Post-training Preparations

2) Evaluation

WHY should we perform Evaluation?

Monitor the training approach

Which elements have contributed to successfully achieve the training

aim, objectives, key learning

?

Which have failed their purpose ?

Judging:

Effectiveness

Efficiency

Any other outcome?

IMPROVE

TRAINING

APPROACH

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Post-training Preparations

2) Evaluation

Questions to ask yourself:

Have the participants achieved the course objectives?

Have the participants learned what they are supposed to learn?

(are key learning successfully transferred?)

What unexpected positive outcomes have occurred that can be incorporated in the future courses?

What are the courses strengths and weaknesses?

Has the performance of the participants improved after training?

How are they integrating the gained knowledge in their day-today job?

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Post-training Preparations

2) Evaluation

Evaluation Levels

Evaluation is often considered as taking place at four different levels (the "Kirkpatrick levels”). The further down you go in the evaluation process, the more valid the evaluation

(KIRKPATRICK 1998)

Reaction

”: What does the learner feel?

(oral/written feed-back, open and close ended questions)

Learning

”: What facts, knowledge and experiences did he gain?

(observation, reviewing data from exercises, plans, exercises etc.)

Transfer

”: What skills did he develop? What new information can he use on the job?

Results

or effectiveness”: Did the learner apply the new skills to his job and what results were achieved?

Kirkpatrick’s four levels of evaluation

Source: http://c2workshop.typepad.com/.a/6a00e55002645d8834010

535cf2dd1970c-800w [Accessed: 10.05.2010]

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Post-training Preparations

2) Evaluation

Evaluation Levels

Post-training Preparations

Kirkpatrick’s four levels of evaluation

Source: http://c2workshop.typepad.com/.a/6a00e55002645d8834010535cf2dd1970c-800w [Accessed: 10.05.2010]

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Post-training Preparations

2) Evaluation

How should we perform Evaluation?

Brainstorming

Time: up to 5 minutes

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Post-training Preparations

2) Evaluation

How should we perform Evaluation?

Evaluation forms

Qualitative feedback

Rating

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Post-training Preparations

2) Evaluation

Be selective!

Do not hand out a huge list of questions. What do you really want to know and what is the best way of finding this out?

Be realistic!

Form-filling is never fun. Do not expect people to conscientiously work through a long and complex evaluation form.

Be creative!

Create evaluative processes that will engage participants and provide you at the same time with a valid feedback (e.g. an activity that is itself engaging and enjoyable!)

Be balanced!

Combine standardised element that allows you to make comparisons over time (add changing elements, which shows you a new perspective).

Be holistic!

Paper exercises can be very useful but should be part of a wider evaluation process that includes dimensions of learning that are less easy to capture on paper.

(adapted from GREENAWAY (1999)

)

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Contents

1) Certification

2) Evaluation

3) Follow-Up

4) Evaluation versus Follow-up

5) Report

Post-training Preparations

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Post-training Preparations

3) Follow-Up

WHY should we perform Follow-up?

Further support the trained people

Development the skills continuously to improvement and to promote new practices

Comparison of evaluation and follow-up

Source: LOOMIS 2007)

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Post-training Preparations

3) Follow-Up

Why should we perform Follow-up?

An effective follow-up phase includes several dimensions:

Determining what the participants have learned during the course

Giving the learners time to reflect on their learning prior to their completion of their post-training personal action plan, and

Getting useful feedback in an organised manner to help with future training planning

(adapted from RAE 2004)

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Post-training Preparations

3) Follow-Up

How can we perform Follow-up? – some ideas

At the close of training, ask each attendee to

commit to trying 1-3 new skills

from the program. Let them know that the group will get back together to follow up and discuss techniques tried. Schedule a follow-up session.

Ask each attendee to email you a brief

summary of the two most important points

they took away from the training. Gather the feedback together and post the responses in a central location. Take the list down after two weeks. Let a few weeks go by and then mail or email the responses to the group, along with any additional that has occurred in the meantime.

feedback

Send out a

quiz

related to the training’s content several weeks after the initial session. Post the responses and award a prize for the “best” answers.

(adapted from BUSINESS TRAINING WORKS n.y.; http://www.businesstrainingworks.com/Onsite Training Web/-Free Articles/PDFs/Five Ways to Follow Up.pdf

[Accessed: 21.05.2010])

Post-training Preparations

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Contents

1) Certification

2) Evaluation

3) Follow-Up

4) Evaluation versus Follow-up

5) Report

Post-training Preparations

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Post-training Preparations

4) Evaluation versus Follow-up

Evaluation:

Analysis and interpretation

Judging:

Collection of any aspect of the an education program or training

Effectiveness

Efficiency

Follow-up:

Any other outcome?

After the training

Often combined with quality control in order to:

Further support the trained people

Development the skills continuously to improvement and to promote new practices

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Post-training Preparations

4) Evaluation versus Follow-up

Evaluation

Advantages:

Reflection about the training among participants and lecturers

Identification of new and different perspectives on the training

Gaining insight in the weaknesses of the training

Improvement and optimisation of the training

Enhanced legitimation and rationality of the training

Post-training Preparations

Disadvantages:

Complexity

Time and cost efforts

Can be subjective

Complexity of taking into account and implementing the outcomes

No definite and closed action but continuous process

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Post-training Preparations

4) Evaluation versus Follow-up

Follow-up

Advantages:

Reflection about the training among participants and lecturers

Identification of new and different perspectives on the training

Evaluation of the impact

Extension of the impact in the future

Enhanced legitimation and rationality of the training

Disadvantages:

Complexity

Time and cost efforts

Can be subjective

Complexity of taking into account and implementing the outcomes

No definite and closed action but continuous process

Post-training Preparations

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Post-training Preparations

4) Evaluation versus Follow-up

Evaluation

Helps you to improve your trainings.

No training without!

If time and resources are restricted, cover at least the first dimension (“reaction”)

Take the results from the last training evaluation, before you start designing the next one!

Similar methods to compare over time; new elements to improve the quality of information you gain

Follow-up

Helps you to improve your training approach in the long run and extend the impact on the professional life of both, trainers and trainees.

Give participants a feedback on the results from follow-up

Try similar methods to compare information over time

Use different methods to add new perspectives

Difficult and requires a lot of efforts

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Post-training Preparations

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Contents

1) Certification

2) Evaluation

3) Follow-Up

4) Evaluation versus Follow-up

5) Report

Post-training Preparations

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Post-training Preparations

5) Report

Why Making a Report?

To communicate results to participants

Reflect outcomes and include results in future trainings

For funding organisations/partners/employers

Example of a workshop report.

Source: GTZ (2010)

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Post-training Preparations

5) Report

What Information to Include?

Title Page

Abstract/Executive Summary

Table of Contents

Introduction

Body

Conclusion

Recommendations

References

Appendix/Appendices

Post-training Preparations

Example of training report content.

Source: WHO (2009)

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References

GTZ (Editor) (2010): Report of the Workshop on Developing a Framework for the preparation of the City Sanitation

Plans. 29th September 2010 in New Delhi. Eschborn: Deutsche Gesellschaft für Technische Zusammenarbeit (GTZ).

GREENAWAY, R. (2010): Course Evaluation Methods. Stirling: Greenaway. URL: http://reviewing.co.uk/evaluation/methods1.htm

[Accessed 14.04.2010]

LOOMIS, M. (2007): Making your trainings more effective. Durham: Family Health International. URL: http://siteresources.worldbank.org/DEVMARKETPLACE/-Resources/Presentation2_NextSteps.pdf

[Accessed

21.05.2010]

RAE, L (2004): Evaluation of training and learning. Leicester: Business Balls. URL: http://www.businessballs.com/trainingevaluationtools.pdf

[Accessed 21.05.2010]

WHO (Editor) (2009): Ecosan Expert Training Course for the Introduction of Ecological Sanitation in Bhutan. Geneva:

World Health Organisation.

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SSWM is an initiative supported by:

“Linking up Sustainable Sanitation,

Water Management & Agriculture”

Created by:

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Pre-training Preparations

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