Interviews - hdbk12010014

DOE-HDBK-1201-97

Identify all actions or key points to be evaluated. Each must be important,

observable, and measurable.

Identify the most frequent problems found in the activity to be evaluated.

Convert these problems (negative statements) into positive statements that

describe satisfactory performance or describe satisfactory products.

Provide a model or samples of acceptable materials to help the evaluator

determine whether standards of accuracy and quality are met.

The following examples can be used to collect evaluation data for instructor observations

and for the training department

Example 9, Instructor Observation Checklist

Example 10, OJT Training Course Evaluation Form

Example 11, Training Development Recommendation Checklist

Example 12, Training Material Request/Update

Appendix C contains examples of each type of evaluation instrument listed above.

2.4 Interviews

Interviews allow the evaluator to adjust the questions to the situation and to probe deeper

into areas of interest or concern. This activity can be labor-intensive depending on the

number of individuals to be interviewed. Personal interviews may be necessary when

collecting feedback concerning the effectiveness of training on a new procedure or plant

modification. The following is a list of key considerations for using the interview method:

Evaluators should follow-up on unclear or incomplete responses.

Interviewers can clarify any problems the trainee is experiencing.

Gather data through separate interviews with trainees and their supervisors.

The presence of the supervisor during the interview could drastically alter the

trainee's responses.

Always explain to the interviewee who you are and why you are there. The

more people who know what is going to happen and what will be done with the

data, the more likely it is that their responses will be candid.