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LITE 2017 – How to Design Course Evaluations That Will Improve Your Business [Rico Page & Patrick Haddad]

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LITE 2017 – How to Design Course Evaluations That Will Improve Your Business [Rico Page & Patrick Haddad]

  1. 1. How To Design Course Evaluations To Improve Your Business
  2. 2. Patrick Haddad (Implementation Manager, MENA Office) Patrick has been in the training and education industry for 10 years. Prior to joining administrate, he was an operations director in a training company offering professional certifications with over 32 locations globally out of which we proudly had 20+ subsidiaries all managed out of the headquarters. Rico Page (Account Executive, MENA Office) Rico has been with Administrate for over 2 years. His background is in enterprise sales and international program management for art and design schools.
  3. 3. Building Instructors’ Evaluations without properly engaging the instructors in your business could backfire on their evaluations results, training outcomes, and business success. • Establishing a culture of improvement • Onboarding, interviewing and training of Instructors • Pay rates and scale • Instructor’s preparation for the class • Mapping evaluations to scores • Keeping the best instructors • Technology in the Classroom • Best Practices • Plan, Do, Check, Act, Repeat What we will be discussing
  4. 4. • Build a coherent team of instructors • Support, monitor and engage with your instructors • Evaluate, reflect and continuously improve First thing first: Establishing a Culture of Improvement
  5. 5. Standardize your entire process: • Unify your recruitment process • Save your Instructors Records on file (Instructor agreement, CV, Instructor Job Description, Instructor training guide/handbook) • Train the Trainer for your instructors (Train the Trainer sessions) • Assign a Lead Faculty Onboarding, Interviewing and Training
  6. 6. Example: Onboarding Instructor Flowchart
  7. 7. Example: Lead Instructor Job Description Lead Faculty Job Description The primary responsibilities of a Lead Faculty are to train, schedule the related courses and assist with the evaluation and recruitment of Your faculty in a given geographical area. This position reports directly to the Faculty and Student Affairs Manager at Your Company or the person responsible for managing your instructors. Important responsibilities and accountabilities of this position include the following: 1- Faculty Scheduling and Coordinating • Establish each individual faculty's field of knowledge, strength and availability – and schedule appropriately in coordination with the authorized Person. • Coordinate annual and special faculty meetings in conjunction with the Faculty and Student Affairs Manager or the person responsible for managing your instructors. • Advise on the allocation classes with an appropriate balance, as agreed to with the Faculty and Student Affairs Manager or the person responsible for managing your instructors. • Execute info and orientation sessions in coordination with the Faculty and Student Affairs Manager or the person responsible for managing your instructors. 2- New Faculty Recruiting/Screening/Training • In conjunction with the City's Business Manager and the Faculty and Student Affairs Manager, support recruiting efforts in their area (when needed). • Assisting, where necessary, with evaluating and training faculty candidates in all products for their area. 3- Support Marketing and Business Growth • The Lead Faculty represents and supports, when needed and based on your request, your company to market and promote your business needs in your area or any other area you are planning to expand to. • The Lead Faculty has the first right of refusal in executing in-house corporate trainings. • The Lead Faculty will support your Faculty Newsletter by writing articles about the designation, exams, and/or any relevant topic. Qualified Candidate Profile Qualified individual would ideally have a minimum of a (5) years' experience as your faculty, with a highly-evaluated faculty member. The successful faculty member will have some previous management experience coupled with excellent communication, presentation and negotiation skills, be capable of scheduling individuals for classes and events, and have availability outside his regular course of work to carry out the role of Lead Faculty.
  8. 8. Pay Rates and Scales Having a standard payment scheme can help. Several criteria to take into consideration: • Instructor experience • Course level offered • Evaluation results • Your budget Sample of a standardized payment scale
  9. 9. Pre-class Survey The purpose of this survey is to provide the instructor(s) with information to help make the course and the learning approach a successful experience. Mid-course Evaluation The purpose of this evaluation is to provide your instructor(s) and program administrator with information about how the course is meeting learners’ needs and expectations as an educational experience Instructor’s Preparation for the class
  10. 10. Example: Pre-Class Survey
  11. 11. Example: Mid-course Evaluation
  12. 12. Best performing instructors should get the most positive reviews. • Unify your Evaluation Score based on a scale you see fit • Example: for a scale of 1 to 5, you can agree on a minimum score of 4 • Administrate offers multiple ways for students to leave feedback, and encouraging them to do so, is vital to measuring instructor performance • Integrate with SurveyMonkey Administrate integration partner, it is a great place to start • Run multiple feedback sessions throughout the course, to track student engagement and performance Mapping Evaluations to Scores
  13. 13. Example: Administrate Evaluation Form
  14. 14. Example: Survey Monkey Evaluation Form
  15. 15. Tech Ready • A great instructor should feel comfortable towards blended learning approach • He should have enough technology awareness to be as comfortable teaching e- learning classes as delivering Instructor Led Training classes • An instructor with a keen understanding of training technology will be able to save your administrators loads of time Technology in the Classroom
  16. 16. A great instructor should be: • Well reviewed by both learners and peers • Open minded towards technology • Collaborative across all departments • Have your Business at Heart • Passionate and learner focused Who Dares to Teach Must Never Cease to Learn - John Cotton Dana The Best Instructors
  17. 17. Best Instructors should be retained. Different methods can come into play: • Instructor’s engagement • Lead Faculty Role • Faculty Newsletter • Events Keeping the Best Instructors
  18. 18. Make a real effort to share best practices with your instructors to make sure their classes run smoothly. • Behavior • Technical Best Practices
  19. 19. • Show up in class no less than 15 minutes before it begins • Notify the local office at least 24 hours before the class starting time if not coming to class • Dress professionally • Engage with the candidates and make a connection • Properly pace the class to start and end on time without rushing or not appropriately delivering the review course material Best Practices - Behavior
  20. 20. • Preview and adequately prepare to competently present materials and topics applicable to the class subject matter • Always read the material carefully before the lecture • Stick to the material presented in the learning system and try to link the material shared in the last session with the current one in the first few minutes of the session • Motivate candidates on completing their homework and other preparation tools • Demonstrate knowledge of the subject matter by giving real life and practical examples Best Practices - Technical
  21. 21. • Take the time to create a solid plan of action • Carry out your plan • Always test whether your plan is working • Take steps to incorporate the results of your testing • REPEAT Plan, Do, Check, Act, Repeat
  22. 22. What Questions Do You Have For Us?

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