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|  DOE-HDBK-1078-94
trainees and supervisors, and to conduct instructional setting evaluations.
"Laboratory Instructor Evaluation," "Instructor Performance Assessment
Instrument," "Supervisor's Post-Training Feedback," "Simulator Instructor
Observation," and "Trainee Post-Training Evaluation" (Attachments 41 through
45, respectively) are examples of numerical rating scale evaluation measures.
Numerical rating scales also help reduce common rating errors such as:
1.
Under-- or over-rating specific performances because of a general or
overall impression;
2.
The tendency to rate most performances as average (avoiding highs and
lows); and
3.
The tendency to give similar ratings to two or more performances,
related in the mind of the evaluator.
The following guidance may be helpful when constructing numerical rating
scales:
1
Select the performance to be evaluated. It should be important,
observable, and measurable;
2.
Decide if the scale will contain an even or odd number of possible
responses and how many possible responses will be supplied per item.
Once this is determined all the selected performances being evaluated
should have the same number of possible responses. Keep the scale
simple for ease of use; and
3.
Two different weighting systems could be used. One system assigns a
low-to-high rating across the range of numbers. Two examples are
low-medium-high and poor-good-excellent. A preferred system adds
written descriptions of typical performances that describe what the
ratings mean. Write the descriptions so they are balanced and accurate.
Questionnaire Format. A questionnaire is used to elicit opinions, obtain
information, and collect feedback about the work or training environment.
"Trainee Cumulative Feedback Evaluation," "End-of-Course Training
Evaluation," and "Program Evaluation" (Attachments 46 through 48)
questionnaires should be administered to individuals or groups as appropriate.
Data collected in a group setting tends to be more reliable than mailed
questionnaires. If mailed questionnaires are used, they should include a letter
from a senior company official that explains the purpose of the questionnaire,
solicits the individual's help, and thanks the respondents for their time.
55
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