SayPro Post-Training Feedback Form: A survey to gather feedback from participants about the training content, delivery, and overall effectiveness

SayPro Social Worker Service: Post-Training Feedback Form

The Post-Training Feedback Form is an essential tool for gathering valuable input from participants about the training they have completed. This feedback helps to assess the effectiveness of the training, identify areas for improvement, and ensure that the training program is aligned with participants’ learning needs and expectations.

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1. Purpose of the Post-Training Feedback Form

The Post-Training Feedback Form serves several key purposes:

• Evaluate Training Effectiveness: Assess whether the training met its objectives and improved the participants’ knowledge and skills.
• Identify Areas for Improvement: Gather suggestions to improve the content, delivery, or format of future training sessions.
• Understand Participant Engagement: Determine how engaged and motivated participants were during the session.
• Enhance Future Training: Use the feedback to make data-driven adjustments and improve future training programs.

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2. Key Components of the Post-Training Feedback Form

The Post-Training Feedback Form should include a mix of quantitative (rating scales) and qualitative (open-ended) questions to collect detailed and actionable insights.

a. Training Content Evaluation

Participants should rate how relevant, clear, and comprehensive the content was.

1. How relevant was the content to your job and daily responsibilities?
   (1 = Not relevant at all, 5 = Highly relevant)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
2. Was the training material presented in a clear and understandable manner?
   (1 = Very unclear, 5 = Very clear)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
3. Was the depth of the content appropriate for your level of experience?
   (1 = Too basic, 5 = Too advanced, 3 = Just right)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
4. Were the learning objectives clearly defined and achieved throughout the training?
   (1 = Not at all, 5 = Completely achieved)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5

b. Training Delivery Evaluation

This section helps to evaluate the effectiveness of the facilitator’s delivery, teaching style, and engagement.

5. How would you rate the facilitator’s overall presentation and delivery?
   (1 = Poor, 5 = Excellent)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
6. How engaging was the facilitator during the training?
   (1 = Not engaging, 5 = Very engaging)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
7. Did the facilitator encourage participation and interaction during the training?
   (1 = Not at all, 5 = Very much)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
8. Was the pace of the training appropriate?
   (1 = Too slow, 5 = Too fast, 3 = Just right)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5

c. Training Format and Environment

Assess how the format and environment (in-person or virtual) supported learning.

9. Was the training format (in-person, virtual, hybrid) conducive to your learning?
   (1 = Not at all, 5 = Perfectly conducive)
   ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
10. If the training was virtual, how would you rate the quality of the platform and technology used?
    (1 = Poor, 5 = Excellent)
    ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
    (For in-person sessions, skip this question)
11. Was the environment (in-person or virtual) comfortable and conducive to learning?
    (1 = Not at all, 5 = Very comfortable)
    ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5

d. Overall Training Experience

This section gathers general feedback on the overall experience.

12. What aspects of the training did you find most valuable?
    (Open-ended response)

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13. What aspects of the training do you feel could be improved?
    (Open-ended response)

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14. Were there any topics that you feel were not covered but should have been included?
    (Open-ended response)

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15. How confident are you in applying what you learned from the training to your work?
    (1 = Not confident, 5 = Very confident)
    ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
16. Do you feel more prepared to address the challenges you face in your social work role after this training?
    (1 = Not at all prepared, 5 = Very prepared)
    ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5

e. Future Training Preferences

Understanding what employees want to learn about next will help plan future sessions.

17. What topics would you like to see covered in future training sessions?
    (Open-ended response)

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18. How would you prefer to attend future training sessions?
    ☐ In-person
    ☐ Virtual
    ☐ Hybrid
    ☐ No preference

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3. Administering the Post-Training Feedback Form

a. Timing of Distribution

• Distribute the Post-Training Feedback Form immediately following the training session or within 24-48 hours to ensure that the experience is still fresh in participants’ minds.

b. Method of Collection

• For in-person sessions, distribute paper copies of the feedback form to participants and collect them upon completion.
• For virtual sessions, send out the feedback form via email or provide a link to an online survey tool (e.g., Google Forms, SurveyMonkey).

c. Encourage Honest Feedback

• Emphasize that the feedback is confidential and used solely to improve future training sessions.
• Ensure that the form is anonymous to promote open and honest responses.

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4. Analyzing and Using the Feedback

1. Review Quantitative Data:
   • Look at the average ratings for each section (content, delivery, environment) to identify strong areas and opportunities for improvement.
   • Pay attention to low ratings or trends across multiple sessions that suggest common issues.
2. Examine Qualitative Responses:
   • Review open-ended comments for specific suggestions or recurring themes (e.g., requests for more hands-on activities, desire for longer Q&A sessions).
   • Use these comments to inform changes in future training content or format.
3. Share Insights with Trainers:
   • Provide constructive feedback to trainers or facilitators based on participant responses.
   • Celebrate strengths and identify areas where trainers can further refine their delivery or engagement techniques.
4. Implement Changes for Future Training:
   • Use the insights from the feedback to improve content, delivery methods, and overall training effectiveness.
   • Address common feedback items, such as adjusting the pace of training, increasing interactivity, or improving technology for virtual sessions.

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5. Conclusion: Continuous Improvement and Professional Growth

The Post-Training Feedback Form is an essential tool for continuous improvement within SayPro’s training programs. By regularly gathering and analyzing participant feedback, SayPro can refine its training strategies, ensuring that each session is impactful, relevant, and engaging. This feedback loop not only improves the quality of training but also enhances the development and satisfaction of social workers, ultimately leading to better service delivery.