What's your strategy for choosing the right evaluation method?

1 Identify your evaluation purpose

Before you decide on the method, you need to clarify the purpose of your evaluation. What are you trying to achieve with your evaluation? Who are the intended users and beneficiaries of the evaluation results? How will the evaluation inform your decision-making and action? Depending on your purpose, you may choose to focus on different aspects of your training, such as its relevance, effectiveness, efficiency, sustainability, or impact. You may also have different levels of evaluation, such as reaction, learning, behavior, or results, according to Kirkpatrick's model.

2 Select your evaluation questions

Once you have defined your evaluation purpose, you need to formulate your evaluation questions. These are the specific questions that your evaluation will answer, based on your training objectives and indicators. Your evaluation questions should be SMART: specific, measurable, achievable, relevant, and time-bound. They should also be aligned with your evaluation purpose and the needs and interests of your stakeholders. For example, if your purpose is to assess the effectiveness of your training, you may ask questions like: How well did the participants achieve the learning outcomes? What factors contributed to or hindered their learning? How satisfied were the participants with the training?

3 Choose your evaluation design

Your evaluation design is the overall approach or framework that guides your evaluation method. It determines how you will collect, analyze, and interpret your data, as well as how you will ensure the validity, reliability, and credibility of your findings. There are different types of evaluation designs, such as experimental, quasi-experimental, non-experimental, or mixed methods. Each design has its own strengths and limitations, depending on the nature and context of your training, the availability and quality of data, and the ethical and practical considerations. For example, if you want to measure the causal effect of your training on a specific outcome, you may opt for an experimental design that involves a control group and a pre-test and post-test. However, if you want to explore the participants' perceptions and experiences of the training, you may prefer a non-experimental design that uses qualitative methods, such as interviews or focus groups.

4 Select your evaluation tools

Your evaluation tools are the specific instruments or techniques that you will use to collect and analyze your data. They should be consistent with your evaluation design and questions, as well as suitable for your target population and setting. There are various evaluation tools available, such as surveys, tests, observations, interviews, focus groups, case studies, portfolios, or simulations. Each tool has its own advantages and disadvantages, depending on the type and amount of data you need, the level of engagement and feedback you want, and the resources and time you have. For example, if you want to collect quantitative data on a large scale, you may use a survey or a test. However, if you want to collect in-depth qualitative data on a smaller scale, you may use an observation or an interview.

5 Plan your evaluation implementation

Your evaluation implementation is the process of carrying out your evaluation method according to your plan. It involves preparing, conducting, and managing your data collection and analysis, as well as ensuring the quality and integrity of your data and findings. To plan your evaluation implementation, you need to consider the following aspects: Who will be involved in the evaluation, such as the evaluators, the participants, and the stakeholders? When will the evaluation take place, such as before, during, or after the training? Where will the evaluation take place, such as online, onsite, or offsite? How will the evaluation take place, such as the mode, frequency, and duration of data collection and analysis? What are the potential risks and challenges of the evaluation, such as ethical, logistical, or technical issues? How will you address them?

6 Communicate your evaluation results

Your evaluation results are the outcomes and findings of your evaluation method, based on your data and analysis. They should answer your evaluation questions and fulfill your evaluation purpose. To communicate your evaluation results effectively, you need to consider the following aspects: Who are the audiences of your evaluation results, such as the participants, the stakeholders, or the public? What are the key messages and recommendations of your evaluation results, such as the strengths, weaknesses, opportunities, or threats of your training? How will you present and disseminate your evaluation results, such as the format, style, and medium of your report or presentation? When will you share and discuss your evaluation results, such as immediately, periodically, or at the end of the training? How will you use and follow up on your evaluation results, such as to improve your practice, demonstrate your impact, or satisfy your stakeholders?

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?