Summary
The current memo presents the evaluation of two reactionaries that were reviewed by a consultant. Two assessments of reactionaries are included in the appendices of this memo. They comprise major aspects such as the general criteria for instrument development and the question construction. Summaries of the assessments are provided in the comments sections.
Introduction
The purpose of this assessment was to evaluate two reactionaries. One of them is going to be used for the employee benefits survey, and the other summarizes impressions from a training program. Both of them are necessary to receive effective feedback from the employees to develop interventions for improvement of both, employee benefits policy and the courses organized for the employees. Thus, they should be appealing, include meaningful questions, and stimulate employees to give honest answers.
Evaluation
A reactionary, frequently called a questionnaire, is an instrument used for surveys. They are aimed at obtaining valid information from a certain sample that represents some population, for example, employees of a company. Reactionaries are useful tools in discovering reactions of employees to the company policies or interventions implemented by the company’s management.
The first reactionary is a part of the employee benefits survey. It is expected to provide the company’s management with information necessary to meet the needs and expectations of the employees. It includes four sections such as health benefits, financial benefits, paid time off, and additional benefits. It contains an introductory statement which states the purpose of the survey and appeal for cooperation. Still, it does not have a closing statement or any directions for respondents.
However, the directions may be not necessary because it is evident that a participant should rate the statements. Five rating options can be confusing but are expected to provide relevant information. There are no questions. They are replaced by statements. Although the reactionary is a little crowded, a grid-based design makes it easy to follow. Still, the overall design looks amateur. The statements are not long. Only three of them violate the guideline of the double-barreled question using ‘and’ as the conjunction. On the whole, they are clear and cannot be misinterpreted.
The second reactionary is aimed at the evaluation of a training program. It begins with a well-structured introductory statement which informs a respondent about its purpose which is to improve the learning process and appeals for cooperation. Its closing statement expresses gratitude for participation. Both introductory and closing statements are written. This reactionary contains brief overall instructions about rating the course. This assessment applies statements that have to be rated instead of questions.
The rating scale is 1 to 4 which maybe not enough to provide a precise assessment. The reactionary is grid-based, has clustered statements with labels, and its layout design is easy to follow. On the whole, it looks professional. As for the construction of statements, there are no violations of guidelines. The statements are short and formulated. Moreover, there is space for additional comments.
Conclusion
Although both reactionaries are likely to achieve their aims, some recommendations can be provided for the first one about employee benefits.
- It is necessary to provide guidelines for the evaluation of statements.
- It is advisable to add a closing statement.
- The layout should be less crowded.
- It is better to avoid double-barreled questions.
- Both reactionaries should contain anonymity-confidentiality procedures to assure the participants that their personal information is not needed for these surveys.
Assessing Reactionnaires
- Instrument Name: Employee Benefits Survey
- Rater: ( )
- General Criteria for Instrument Development
Question Construction
Assessing Reactionnaires
- Instrument Name: Training Program Assessment
- Rater: ( )
- General Criteria for Instrument Development