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close this bookAquaculture - Training Manual (Peace Corps; 1990; 350 pages)
View the documentAcknowledgments
View the documentForward
View the documentChapter one: Introduction
View the documentChapter two: Training philosophy and methodology
View the documentChapter three: Goals and objectives
View the documentChapter four: Site requirements, logistics and length of training
View the documentChapter five: Trainee qualifications and assessment
View the documentChapter six: Staff qualifications, staffing pattern and staff training
View the documentChapter seven: Ten-week program: summary and weekly schedule of events
View the documentChapter eight: Eight-week program: limltations, adjustments, program summary and weekly schedule of events
View the documentChapter nine: Program design considerations and orientation
Open this folder and view contentsChapter ten: Program design - week one
close this folderChapter eleven: Program design - week two
View the documentSession II-1: Management plan (part one)
View the documentSession II-2: Group discussion - profit incentive in fish farming
View the documentSession II-3: Stocking of ponds
View the documentSession II-4: Group discussion - fish handling
View the documentSession II-5: Use of tools and pumps
View the documentSession II-6: Trainee evaluation of training - week two
Open this folder and view contentsChapter twelve: Program design - week three
Open this folder and view contentsChapter thirteen: Program design - week four
Open this folder and view contentsChapter fourteen: Program design - week five
Open this folder and view contentsChapter fifteen: Program design - week six
Open this folder and view contentsChapter sixteen: Program design- week seven
View the documentChapter seventeen: Program design - week eight
Open this folder and view contentsChapter eighteen: Program design - week nine
Open this folder and view contentsChapter nineteen: Program design - week ten
View the documentChapter twenty: Program evaluation
View the documentChapter twenty-one: Recommendations for in-country training
View the documentChapter twenty-two: Publications, equipment and materials

Session II-6: Trainee evaluation of training - week two

Total Time Variable


• Provide feedback to the training staff from the trainees;

• Evaluate training activities;

• Provide an alternative channel of communication through which trainees can express concerns or opinions to the staff.

Overview: This is an example of how trainees may evaluate and express their reactions about the training program as they participate. Trainees are asked to evaluate the program at the ends of weeks two, four, six and ten. A sample of the evaluation form used in this program is given.

• The Master Trainer informs the trainees that a form is being distributed in order for them to evaluate the training program up to this point. It is pointed out that it is their choice whether or not to put their names on form. The Master Trainer can also point out that some people are more comfortable expressing themselves in writing, while others prefer to communicate verbally. Thus, anyone who has thoughts they would like to share with the staff verbally is encouraged to arrange for a special meeting. All input is welcome. Trainees do not need to feel limited by the format, and are welcome to add any points, comments or suggestions they may have. If, for some reason, a trainee would prefer not to fill out the form at all, request that it be returned blank so that all forms will be accounted for;


• The Master Trainer should be sure to allow enough time for the trainees to fill out the forms in a relaxed an thoughtful manner. If preferred, the staff may choose to let the trainees work on the forms overnight and turn them in the following day. This may be more comfortable for the trainees, but experience shows that if this option is taken, some of the trainees may not return the forms at all;


• Once completed evaluation forms have been turned in, the Project Director and/or Master Trainer should review them carefully. A summary of the trainees' comments should be shared with the entire training staff, and any special concerns, complaints, suggestions, etc. expressed by the trainees should be discussed with staff members as appropriate. (For example, if trainees comment on something that affects, or is a result of, the actions of the whole staff, it should be discussed with the whole staff. If one staff member has been singled out for some specific reason, it might be more appropriate to discuss it privately with that staff member);


• Issues that are raised by several trainees or that seem to be of concern to a large part of the group (as opposed to more isolated points) should be addressed with the trainees. Even if the response is to tell them that no change can be made or that a request cannot be met, the issues must at least be acknowledged. If there are common complaints about a particular issue or if suggestions are made that seem feasible and appropriate, the staff should make an effort to accommodate the trainees if these accommodations are consistent with the basic philosophies, methods and structure of the program;


• In responding to issues raised by trainees, the staff member who speaks with the group must be careful not to come across as defensive, resentful or angry. Staff should demonstrate the same openness to feedback that is expected of trainees.

• Following is a sample format that could be used:

Name (optional)________________

1. On a scale from 1 to 5, rate the value of the following activities (0 = not at all valuable, 5 = extremely valuable), and give suggestions for improvement:
First Day Orientation

Posted Questions in Classroom

Pond System Observations

Personal Interviews

End of Week Meeting, Week One ("Bridge to Peace Corps")

Development of Management Plans

Group Discussion about Profit Incentive in Fish Farming

Stocking Ponds

Group Discussion about Fish Handling

2. How satisfied are you with your progress since your arrival at the training program? (very dissatisfied, dissatisfied, satisfied, very satisfied)

3. If you are not "very satisfied" with your progress, what factors are related to your own performance?

4. What factors are related to the training activities, resources, and/or staff?

5. Please rate the following aspects of the program that are not related to technical training. (Unsatisfactory, Fair, Good, Very Good). Please make comments or give suggestions for improvement. Housing



Medical Care

Addressing of Personal Needs (recreation, shopping, mail, etc.)

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