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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
Open this folder and view contentsChapter eleven: Program design - week two
Open this folder and view contentsChapter twelve: Program design - week three
Open this folder and view contentsChapter thirteen: Program design - week four
close this folderChapter fourteen: Program design - week five
View the documentSession V-1: Guest lecturer - site selection, pond design and pond construction
View the documentSession V-2: Quiz - week five
View the documentSession V-3: Site development/pond design
View the documentSession V-4: Processing of masonry project
View the documentSession V-5: Issues in peace corps aquaculture programming
View the documentSession V-6: Introduction of seminars and seminar topics
View the documentSession V-7: Fish fry
View the documentSession V-8: Personal interview - 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 V-8: Personal interview - week five

Objectives:

• Provide opportunity for trainees to assess their performance to date and their progress since the last interview;

 

• Check with trainees again regarding their feelings about being in the program and their level of commitment at this point;

 

• Provide opportunity for each trainee to receive feedback from the staff regarding his/her performance in the program and progress since last interview, especially in areas specified in the last interview;

 

• Reinforce strong points of each trainee's performance and discuss strategies for continuing to improve weaker areas or new areas of concern;

 

• Spend time with each trainee, on an individual basis, to provide an opportunity to express any concerns or discuss any issues he/she may care to share with the staff.

Overview: Trainees prepare for this interview by reviewing the self-assessment forms they filled out for the last interview and thinking about their progress since that time, especially in areas they targeted as wanting to work on. Staff also reviews their notes from the last interview so that there is a sense of continuity. In the last interview, which took place towards what was probably the end of an adjustment phase into the program, the questions posed at the beginning encouraged the trainee to focus on what they left behind and on the decision they made to join Peace Corps. The questions posed in this interview deal more specifically with what is going on regarding the trainee's work and progress in the training program.

1. Trainees are asked to prepare for this interview by reviewing the self-assessment forms they filled out last time. They are encouraged to think about their performance in the different areas since that interview, and to take special note of any changes in the ratings they give themselves. They should also concentrate on the areas they targeted for improvement and analyze how well they have implemented the strategies they developed with the staff for making those improvements. They should jot down notes about anything they wish to discuss and about issues in which they specifically want to request feedback.

2. As in the last interview, this one will be conducted by the Master Trainer and at least one other trainer. The Master Trainer greets the trainee, reminds him/her that the staff members might jot down a few notes to remind themselves of points they want to cover, and asks the trainer to begin the interview.

3. The trainer asks the following questions. Again, these are suggestions, but the actual follow-up questions and/or order will vary depending upon the trainee's responses and/or concerns expressed;

• How does the way you look at your pond now differ from the way you looked at it the first week you had it?

• What have been some of your high and low points over the last few weeks?

4. The Master Trainer asks the trainee what kind of feedback he/she would give him/herself at this point in the program.

5. The Master Trainer discusses the points raised by the trainee, and also encourages the trainee to bring up any other points or issues he/she wants to discuss regarding his/her performance. The Master Trainer provides feedback from the staff's point of view regarding the issues raised by the trainee, as well as any other feedback the staff feels appropriate including comments on areas in which the trainee requested further feedbac k at the previous interview.

6. The Master Trainer asks if there is anything else the trainee would like to talk about.

7. The Master Trainer concludes the interview by asking the trainee about his/her short term plans for then next two weeks, and asking if there is anything in particular the trainee wants the staff to be prepared to discuss at the next interview. The Master Trainer and trainer thank the trainee and end the interview.

Resources and Materials:

• Comfortable, quiet, private location to meet;

• Both the trainee and the staff members should bring notes from the previous interview as well as notes about issues they wish to discuss in this interview;

• Copy of the self-assessment form from the first interview.

Trainer Notes:

• Please review Trainer Notes from week three interview (Chapter Twelve);

• If the first interview went well, a sense of trust should have been established so that this interview can be an open exchange;

 

• At this point in the program trainees are very busy and generally very involved in their work. They are usually so focused on what they are doing in training that, at this point, they are not really thinking about working overseas. In the next interview, the questions will be designed to help the trainee put their training into the context of what they will be doing overseas, but for now the concentration is on what is occurring in their work in training.

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