Independent Evaluation Group | M & E - Participant Satisfaction Questionnaires

Monitoring and Evaluation

Participant Satisfaction Questionnaires: What Can They Tell Us?

End-of course participant satisfaction questionnaires, or "reactionnaires" provide information on participants' level of satisfaction with the training. Questions can be asked on participants' attitudes on interest and usefulness of the content, and the quality of the training instructors and materials.

Participant satisfaction forms do not provide information on the workplace performance outcomes or organizational impact of training. Most academic studies that have been done on these reactionnaires have found that there is little correlation between participant satisfaction and learning or workplace performance results. In other words, high trainee satisfaction with the course does not mean that trainees have learned or that they will be able to apply what they've learned on the job.

While participant reaction questionnaires may have limited value for assessing training results, they can help improve future programs, if used correctly. They can provide useful information on didactic methods and instructor quality, as long as questions are formulated to provide information on specific lecturers, instructional materials and topics covered. For example, asking participants to rate separately the quality of each course module rather than asking them about the quality of all of the modules in one question will enable course organizers to identify which modules need improvement.

Also See:
Evaluation of Training Results Process Evaluation of Training Setting Up Training Feedback Loops: Bangladesh Public Procurement Reform Project

Assessing the Likely Influence of Workplace Environment on Training Success

In order to gather information on the likely impact of workplace environment on training outcomes, Motorola University asks all training participants to rate the following statements:

1. My managers know what I was taught in training.

2. The training was built to match the way I need to do my job.

3. Job aids are available to support what I learned in this training.

4. The procedures taught in this training are ones I can use on the job.

5. I feel my co-workers will help me if I have problems using this training on the job.

6. In general, applying training on the job helps employees in their careers with Motorola.

Responses to these questions are stronger predictors of course success than evaluation questions on course content, quality, and self-assessment of learning.