Course Evaluations
Guidelines
Do not begin by recounting the course syllabus. The message of interest, of course, is not the course’s content or simply your attendance but rather what you thought of the course. Was it beneficial to you? Why or why not? Be specific, avoiding such broad strokes as, “It will enhance my job performance.”
Evaluate the course objectively. In addition to commenting on personal benefit, critique the course as it might benefit others: Did the course meet stated objectives? Was the material slanted to the appropriate audience? How knowledgeable, prepared, articulate, or organized was the instructor? What methods did the instructor employ—lecture, role play, films? Were there adequate opportunities for class questions? Did discussions center around theory or application? Were there handouts, books, or complimentary memberships that will be of future benefit?
Be specific about content. List some key topics and/or attach a course outline if possible.
Mention the instructor’s credentials. These details either add to or detract from the value of the course. In some cases, an instructor’s credentials may be the basis of deciding between Course A and Course B.
Make a judgment about sending others if you were a first-time attendee from your department or company. In other words, “interpret” your critique. If the course was beneficial, was it beneficial enough for your supervisor to send others? Should the training be mandatory for all employees handling related responsibilities? Or do you consider the training relatively insignificant for your particular job assignment?
If you are recommending that others attend an off-site course or that you schedule the course in-house, include a cost analysis. Also give all necessary information to follow up your recommendation—contact person, address, phone number.
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