1. How To Design Course Evaluations To
Improve Your Business

2. Patrick Haddad (Implementation Manager, MENA Office)
Patrick has been in the training and education industry for 10 years. Prior to joining
administrate, he was an operations director in a training company offering professional
certifications with over 32 locations globally out of which we proudly had 20+
subsidiaries all managed out of the headquarters.
Rico Page (Account Executive, MENA Office)
Rico has been with Administrate for over 2 years. His background is in enterprise sales
and international program management for art and design schools.

3. Building Instructors’ Evaluations without properly engaging the instructors in your
business could backfire on their evaluations results, training outcomes, and business
success.
• Establishing a culture of improvement
• Onboarding, interviewing and training of Instructors
• Pay rates and scale
• Instructor’s preparation for the class
• Mapping evaluations to scores
• Keeping the best instructors
• Technology in the Classroom
• Best Practices
• Plan, Do, Check, Act, Repeat
What we will be discussing

4. • Build a coherent team of instructors
• Support, monitor and engage with your instructors
• Evaluate, reflect and continuously improve
First thing first: Establishing a Culture of Improvement

5. Standardize your entire process:
• Unify your recruitment process
• Save your Instructors Records on file (Instructor agreement, CV, Instructor Job
Description, Instructor training guide/handbook)
• Train the Trainer for your instructors (Train the Trainer sessions)
• Assign a Lead Faculty
Onboarding, Interviewing and Training

6. Example: Onboarding
Instructor Flowchart

7. Example: Lead Instructor
Job Description
Lead Faculty Job Description
The primary responsibilities of a Lead Faculty are to train, schedule the related courses and
assist with the evaluation and recruitment of Your faculty in a given geographical area. This
position reports directly to the Faculty and Student Affairs Manager at Your Company or the
person responsible for managing your instructors.
Important responsibilities and accountabilities of this position include the following:
1- Faculty Scheduling and Coordinating
• Establish each individual faculty's field of knowledge, strength and availability – and
schedule appropriately in coordination with the authorized Person.
• Coordinate annual and special faculty meetings in conjunction with the Faculty and
Student Affairs Manager or the person responsible for managing your instructors.
• Advise on the allocation classes with an appropriate balance, as agreed to with the
Faculty and Student Affairs Manager or the person responsible for managing your
instructors.
• Execute info and orientation sessions in coordination with the Faculty and Student
Affairs Manager or the person responsible for managing your instructors.
2- New Faculty Recruiting/Screening/Training
• In conjunction with the City's Business Manager and the Faculty and Student Affairs
Manager, support recruiting efforts in their area (when needed).
• Assisting, where necessary, with evaluating and training faculty candidates in all
products for their area.
3- Support Marketing and Business Growth
• The Lead Faculty represents and supports, when needed and based on your request,
your company to market and promote your business needs in your area or any other
area you are planning to expand to.
• The Lead Faculty has the first right of refusal in executing in-house corporate trainings.
• The Lead Faculty will support your Faculty Newsletter by writing articles about the
designation, exams, and/or any relevant topic.
Qualified Candidate Profile
Qualified individual would ideally have a minimum of a (5) years' experience as your faculty,
with a highly-evaluated faculty member. The successful faculty member will have some previous
management experience coupled with excellent communication, presentation and negotiation
skills, be capable of scheduling individuals for classes and events, and have availability outside
his regular course of work to carry out the role of Lead Faculty.

8. Pay Rates and Scales
Having a standard payment scheme
can help.
Several criteria to take into consideration:
• Instructor experience
• Course level offered
• Evaluation results
• Your budget
Sample of a standardized payment scale

9. Pre-class Survey
The purpose of this survey is to provide the instructor(s) with information to help make
the course and the learning approach a successful experience.
Mid-course Evaluation
The purpose of this evaluation is to provide your instructor(s) and program
administrator with information about how the course is meeting learners’ needs and
expectations as an educational experience
Instructor’s Preparation for the class

10. Example: Pre-Class
Survey

11. Example: Mid-course
Evaluation

12. Best performing instructors should get the most positive reviews.
• Unify your Evaluation Score based on a scale you see fit
• Example: for a scale of 1 to 5, you can agree on a minimum score of 4
• Administrate offers multiple ways for students to leave feedback, and encouraging
them to do so, is vital to measuring instructor performance
• Integrate with SurveyMonkey Administrate integration partner, it is a great place to
start
• Run multiple feedback sessions throughout the course, to track student engagement
and performance
Mapping Evaluations to Scores

13. Example:
Administrate Evaluation Form

14. Example:
Survey Monkey Evaluation
Form

15. Tech Ready
• A great instructor should feel comfortable towards blended learning approach
• He should have enough technology awareness to be as comfortable teaching e-
learning classes as delivering Instructor Led Training classes
• An instructor with a keen understanding of training technology will be able to save
your administrators loads of time
Technology in the Classroom

16. A great instructor should be:
• Well reviewed by both learners and peers
• Open minded towards technology
• Collaborative across all departments
• Have your Business at Heart
• Passionate and learner focused
Who Dares to Teach Must Never Cease to Learn
- John Cotton Dana
The Best Instructors

17. Best Instructors should be retained. Different methods can come into play:
• Instructor’s engagement
• Lead Faculty Role
• Faculty Newsletter
• Events
Keeping the Best Instructors

18. Make a real effort to share best practices with your instructors to make sure their
classes run smoothly.
• Behavior
• Technical
Best Practices

19. • Show up in class no less than 15 minutes before it begins
• Notify the local office at least 24 hours before the class starting time if not coming to
class
• Dress professionally
• Engage with the candidates and make a connection
• Properly pace the class to start and end on time without rushing or not appropriately
delivering the review course material
Best Practices - Behavior

20. • Preview and adequately prepare to competently present materials and topics
applicable to the class subject matter
• Always read the material carefully before the lecture
• Stick to the material presented in the learning system and try to link the material
shared in the last session with the current one in the first few minutes of the session
• Motivate candidates on completing their homework and other preparation tools
• Demonstrate knowledge of the subject matter by giving real life and practical
examples
Best Practices - Technical

21. • Take the time to create a solid plan of action
• Carry out your plan
• Always test whether your plan is working
• Take steps to incorporate the results of your testing
• REPEAT
Plan, Do, Check, Act, Repeat

22. What Questions Do You Have For Us?