The document provides a trainer assessment sheet for Dr. Mohamed Al-Hebshi who delivered a training course on participatory monitoring and evaluation. He received an overall score of 86 out of a maximum of 100. The assessment found that Dr. Al-Hebshi took an interactive, participant-oriented approach and prepared well-structured training with clear objectives. He delivered content in a lively manner using various presentation methods and facilitated productive discussions.

1. Trainer Assessment Sheet
Dr. Mohamed Al-Hebshi
Legend:  criteria were met, o criteria were not met,  best practices, - bad practices 1
NEMTA – Certification Process
Title of training course
Date & Place
Participatory Monitoring and Evaluation
December 2-6, 2007 – Amman
Name of trainer
Country
Dr. Mohamed Al-Hebshi
Yemen
Content of training day Importance of Participatory Monitoring and Evaluation Date of assessment December 3rd , 2007
Overall score
Min. requirement: 75 points
Max. score: 100 points
86
(83+3)
General Remarks: Dr. Al-Hebshi delivered his training interactively based on a variety of didactical methods
and many examples drawn from his broad practical experience
Core Competency Score Explanations & Comments
1. Participants oriented Train-
ing Approach
Bonus
18
o Involving participants in the definition of learning objectives and training priorities
o Supporting participants to take responsibility for their own learning process
 Building the training event on experiences, knowledge and skills of participants as valuable learning resources
 Focusing on transfer training into working context of participants
o Recognizing different learning styles of participants and adjusting training accordingly
 Approaching participants in a respectful and gender-sensitive way.
 Very calm and steady training approach

2. Dr. Mohamed Al-Hebshi
Legend:  criteria were met, o criteria were not met,  best practices, - bad practices 2
2. Preparation of Training Event
Bonus
24
 Providing a clear overview and structure of training objectives (knowledge, skills, attitude) and content (linking different se s-
sions / parts of training event)
 Maintaining a balance between theoretical / conceptual inputs and practical exercises / assignments accordi ng to respective
learning objective
 Covering up to date content (theories, instruments, approaches, etc.) relevant to working context of participants
 Integrating systematic evaluation and regular self-assessment of learning successes into training event
 Preparing training material which summarize training content as well as additional background information
 Linking training material to working context of participants (e.g. case studies, practical examples, etc.).
 Well structured training with clear objectives and outputs for each day
 All working group assignments were visualized on flip chartor distributed on handout
 Case studies related to working context of participants
 Used creative methods for exercises: role plays, drawings, stories
 Training material used in each module was distributed as a handoutat the end of the day, each including an index and
literature list
 Exhaustive evaluation atthe end of the training using the same creative methods as the first day
 Detailed session sheets
3. Delivery of Training Content
Bonus
21
1
 Maintaining a well-balanced mixture of differentlearning scenarios (plenarypresentations,group discussions / exercises, role
plays, etc)
 Presenting content in a clear and structured manner, linking particular sessions to overall topic and training objectives
 Dealing adequately and openly with questions and objections of participants; adjusting training content accordingly
 Presenting training content in a lively and motivating manner (voice, body language)
 Using various presentation media and techniques (flipcharts,cards and boards,transparencies,power pointpresentations) in
a professional and adequate way
 Very good visualized flip charts and PPP - worked with diagrams,figures,comics
 Diversified moderation techniques as well as delivery:short stories and role play,brainstorming
 Reflection exercise aboutpractices in own project
 Used English and Arabic terms
 Linked topics to the training program as to the overall topic of development
 Very calm and respectful training style despite lengthy discussions
 Clear leadership for the discussion:secured participation of all butstopped polemic discussions
- One input, even though interactive and with many examples was too long

3. Dr. Mohamed Al-Hebshi
Legend:  criteria were met, o criteria were not met,  best practices, - bad practices 3
4. Facilitation of Learning Pro-
cess
Bonus
20
2
 Creating arrangements conducive for learning (arrangement of room and resources, time management)
 Initiating and facilitating productive discussions with broad participation (focus of discussion, clarification of questions, sum-
mary of results, formulation of controversies)
 Observing and handling group dynamics and motivation; maintaining attentive atmosphere and sensitivity to group needs /
concerns
 Providing feed back to participants and accepting feed back or challenges from them
 Promoting the reflection on learning insights and achievements
 Taking into consideration cultural differences amongst participants and between participants and trainer (if applicable)
 Initiated and facilitated broad discussion among participants
 Worked with examples from participants
 Linked all the topics to the working context of participants
 Working group build according to projectto reflect on own M&E system
 Showed flexibility in the delivery when needed (changed an exercise) butkeptthe steering of the learning process un-
der his control
 Wrap-up of the sessions and of the day