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NHS EMPLOYERS Values-Based Recruitment Interview

TrainingFacilitator Guidance

2014

Page | 1

ContentsNHS Employers Values-Based Recruitment Interview Training.......................................3

Training Objectives:....................................................................................................3Training Expectations:.................................................................................................3Training Administration:..............................................................................................3General Guidance – Facilitator’s Role..........................................................................4Training Delivery and Logistics:..................................................................................4Training Materials:.......................................................................................................4

General guidance for use of training materials:.......................................................5VBI training example exercise templates:................................................................5VBI training example pre-reading material:.............................................................5Values-Based Recruitment Interviews: A resource for managers:............................5

Training Content and Guidance for Delivery...............................................................6VBI Training PowerPoint Slides:................................................................................6Overview and objectives:.........................................................................................6Understanding VBR:.................................................................................................6Understanding values:.............................................................................................6Best practice assessment and selection principles:.................................................7Evaluating and scoring VBIs:....................................................................................7Candidate VBI feedback:..........................................................................................8Review and action planning:....................................................................................8

Training Evaluation.....................................................................................................9Appendix A: VBI Training – Full Day Workshop Example Timetable..............................10Appendix B: VBI Training – Half Day Workshop Example..............................................11Appendix C: VBI Training – Two Short Modules............................................................12Appendix D: VBI Training Evaluation Form Templates.................................................14Values-Based Recruitment Interviews Training............................................................15Pre-Training Evaluation Questionnaire.........................................................................15Values-Based Recruitment Interviews Training............................................................17Immediate Post-Training Evaluation Form....................................................................17

VBI Training – Facilitator Guidance Page | 2

NHS Employers Values Based Recruitment Interview Training

The following document outlines key logistical and scheduling information to assist with the delivery of the values based interview training in NHS trusts.

Training Objectives:As part of the wider values based recruitment (VBR) programme, the NHS Employers’ values based interview (VBI) training resources seeks to contribute to the effective recruitment of a workforce with the right skills and values that support effective team working and deliver excellent patient care. The values based interview training is aimed at providing delegates with:

– An understanding of what VBR is and the different ways in which values can be assessed.

– An understanding of how to effectively implement and use VBIs in your own trust.– Reassurance in relation to the defensibility of the VBI approach. – The confidence to use VBI techniques in an effective manner, to elicit information

from candidates that can be used to measure the extent to which values are aligned to those of your trust.

A series of example training exercises have been provided to support delivery of the VBI training. These have been designed to ensure the training is interactive and encourages delegate participation and feedback. You may choose to adapt the example exercises or design new ones based on the needs of your own trust and progress with VBI implementation

Training Expectations:Delegates should be aware of the training expectations from the outset, these are:

– The onus is on delegates to take responsibility for their own learning and skills development.

– Delegates will be expected to actively engage with others, as well as share learning and experiences in order to facilitate peer support networks.

– Delegates are expected to participate in discussions whilst appreciating and listening to other people’s points of view respectfully.

– Delegates should be prepared to commit to their own learning and skills development, this includes outlining and reviewing learning objectives before and after the training.

Training Administration:– To avoid unnecessary printing, delegate training slides can be electronically circulated or

uploaded to existing intranet websites/internal shared systems in advance or upon completion of training.

– To help save on printing costs and administration time VBI training should be kept ‘paperless’ where possible. The exception may be the printing of training exercises or worksheets, which need to be distributed on the day.


– The VBI training is designed to be delivered via a PowerPoint presentation and therefore the use of a laptop and projector will be required in training rooms/venues.

General Guidance – Facilitator’s Role– Proactively engage with delegates, encourage contributions to discussions and be open to

suggestions and feedback. – Emphasise use of the exercise worksheets or a learning log to capture reflections and

learning, which can be used to refresh knowledge. – During practical exercises, circulate the room, observe delegates and feed into their

discussions. You may also want to clarify instructions if delegates are not conducting exercises appropriately.

– Offer encouragement, support and constructive feedback to facilitate learning/development.

Training Delivery and Logistics:– The VBI training package has been designed to be delivered by an individual trainer for

approximately 10 delegates. The training package could be delivered to a maximum of 20 participants, although an additional trainer may be required to support facilitation.

– The VBI training could be delivered in one day as a single workshop (see timetable in Appendix A). However, if the training time needs to be shorter, background information regarding VBR and assessment best practice principles can be sent out as pre-reading before the training session. This will allow for a shorter workshop (i.e. half day session, approximately four and a half hours) focused specifically on the development of effective VBI techniques (Appendix B).Alternatively, the training session could be delivered as two short, face-to-face modules (Appendix C). Training content could be divided as follows:

VBI techniques and interviewer skills – covering VBI approaches and techniques and VBI in practice sessions

Evaluating VBIs and providing feedback – focussing on VBI evaluation and scoring as well as candidate feedback sessions

It is recommended that training is delivered in close succession if the sessions are going to be spilt by VBI techniques and interviewer skills.

– Training rooms should be large enough to accommodate everyone and allow space for delegates to ‘break-out’ into pairs or small groups for the training exercises. Alternatively, additional break out rooms near the main training room could be used.

– Where training is delivered as a full day workshop, it is advisable, where possible, to have a separate ‘break out’ area where delegates can collect refreshments (i.e. tea/coffee) so they are not confined to one training room for the entire day. A 30 minute lunch break is also recommended. For shorter training sessions, it is recommended that tea/coffee breaks are incorporated during training to maximise time in the session.

Training Materials:On the NHS Employers website there are a suite of materials which have been designed to assist with the delivery of VBI training:

– VBI Example Training Content (PowerPoint Slides)– VBI Training Example Exercise Templates


– VBI Training Example Pre-Reading Material– Values-Based Recruitment Interviews: A Resource for Managers– VBI Training Schedules/Timetables (Appendix A-C) – VBI Evaluation Form Templates (Appendix D)

General guidance for use of training materials:– The training materials provided are designed as supporting tools for you to use, adapt and

tailor as necessary. You may choose to incorporate only certain elements of the training materials into existing recruitment training processes or you may adapt the materials to better suit the expertise and background of the individuals you are training.

– It is recommended that these training materials are used to help embed VBI within training for recruitment best practice and general assessment skills (e.g. listening, questioning). This will help to enhance and build on existing recruitment knowledge and assessor skills.

VBI training example exercise templates:– This document contains a series of example exercises and associated worksheets designed

to support the delivery of VBI training in local NHS trusts. This includes suggested timings for exercises as well as advice for possible adaptations based on local needs.

– The exercise templates are based on the content of the NHS Employers VBI train the trainer workshop. These are provided as examples only and can be adapted based on local trust needs and incorporation with existing recruitment training. Alternatively you may design and develop new exercises as part of your own tailored approach. As well as a summary of the exercises and their objectives, an example worksheet is included. These are numbered accordingly and match the exercises contained in the PowerPoint training slides.

– The trust logo may be inserted in the top right hand corner of the exercise worksheets, so the templates can be branded.

VBI training example pre-reading material:– We have created an example pre-reading document should you choose to provide

individuals with information prior to their VBI training session. This is based on the material from the NHS Employers VBI train the trainer package and focuses on best practice assessment and selection principles.

– You may choose to adapt the pre-reading material in the following ways:– Include information on assessment and selection best practice as used in the trust’s

current recruitment training materials.– Include information on the VBR evidence base and key drivers for implementing

VBR.– Include any background information regarding the implementation of VBR in your

trust.

Values-Based Recruitment Interviews: A resource for managers:– This guidance document will provide information for managers who are seeking to develop

and implement VBIs as part of existing recruitment processes or for those managers seeking to refine the processes or documentation for an existing VBI. It also provides information for those seeking to commission external suppliers for the delivery of VBI.

– The resource guide provides an overview of the key features of a VBI, including the core stages for delivery of a VBI; key considerations for implementation are also highlighted.


– The document is designed for guidance purposes only and is not a prescriptive instruction or plan for VBI implementation. It is recognised that individual trusts may be at different stages in relation to the use of values-based recruitment and VBI tools, as well as having unique local needs that may influence implementation plans. The document is therefore intended as a supportive reference guide only.

Training Content and Guidance for Delivery

VBI Training PowerPoint slides:To help you to develop your own VBI training sessions we have created a set of example training slides. You can tailor the content to fulfil your training needs as well as insert your trust’s logo into the bottom left hand corner of the PowerPoint slides. There is also a summary of what each section covers in the slide notes.Following the main content of the presentation there are a series of exercise slides, which you may wish to include in the VBI training sessions. The exercises summarised in these slides are also in the ‘VBI Training Example Exercise Templates’ document. Alternatively, new exercises may be developed and included, based on the needs and VBI progress within your trust.The content of the PowerPoint slides are structured as follows:Overview and objectives:This section provides an overview of the VBI training session content and outlines the key learning objectives (which can be adapted to your trust). – The purpose of this section is to provide individuals with an understanding of the training

content, including an overview of topics, key learning and activities delegates are expected to be involved in.

– At the start of the training session you may ask attendees to introduce themselves (i.e. name and role) if they are not already familiar with each other. It is recommended that the training objectives are outlined so individuals are familiar with what they can expect to have achieved by the end of the session.

– The timetable for the day as well as general housekeeping rules should be outlined (e.g. fire alarms, turning off mobile phones etc.)

Understanding VBR:The purpose of this section is to provide an overview of VBR and outline the key drivers for implementing this approach. – This section will set the context for the VBI training; providing an overview of VBR research,

including key findings from the recent literature review. A summary of key political drivers and the benefits of VBR in the NHS is also outlined. This will provide an overview of the current thinking and evidence in relation to VBR, to ensure individuals have a similar level of understanding in relation to the principles, benefits and application in the NHS.

– You may choose to include this information as part of the pre-reading material to help prepare individuals for the training session or if time is limited.

– You may find it useful to generate a brief discussion regarding individuals’ understanding of VBR and their experience of it in practice. If VBR practices are still relatively new to your trust you may wish to seek individuals’ views or expectations about how the implementation of VBR may be beneficial for the trust and its service users.


Understanding values:This section is intended to generate a common understanding of how values are defined and described. – The content of this session includes a review of ‘value’ definitions and descriptors. The

purpose of the section is to ensure individuals have a common understanding in relation to values (how they are defined and described) and to support them in developing their skills in relation to identifying behavioural demonstration of values.

– You may choose to adapt and tailor this session according to the organisational values of your trust.

– You may find it useful to encourage individuals to consider what the NHS Constitution or your trust’s values look like in practice; encourage individuals to provide examples of values-based behaviour.

– Whilst the NHS Employers mapping tool can help to link your trust’s values to those of the NHS Constitution, it is still a useful exercise to encourage individuals to consider examples of how values are demonstrated in practice. If individuals are not familiar with this tool, you can still use it as a way of encouraging individuals to understand how the trust’s organisational values map to those of the NHS Constitution.

– Individuals who are familiar with VBR can be encouraged to think about how values might be demonstrated for specific roles in their department, or ask for examples of values-based behaviour from previous recruitment exercises (respecting confidentiality).

Best practice assessment and selection principles:This section will refresh recruiting managers’ existing knowledge so delegates have a similar level of understanding. – The content focuses on a review of best practice approaches to selection/recruitment and

principles for delivering fair, defensible assessment practices. – You may choose to include this information as part of the pre-reading material to help

prepare individuals for the training session or if time is limited. An example pre-reading document does contain this information but you may wish to adapt this based on existing assessment and selection guidance.

VBI approach and effective techniques:This provides an overview of what VBI is, the approach for delivery and key skills or techniques required. – The content of this session focuses specifically on the VBI technique including structure and

content, key considerations for implementation and effective techniques for interviewers (e.g. for eliciting evidence).

– The intention is for this to be a taught session, particularly where VBIs are being newly introduced into your trust. It will provide knowledge on the structure and content of a VBI, as well as equip individuals with practical techniques for effectively eliciting evidence as part of a VBI.

– If VBIs are already in use in your trust, you may choose to adapt this content to reflect the processes you have in place and to provide an overview of how to develop a VBI for specific roles. You may include example VBI questions from an existing question bank if you have this in place.


– If VBIs are not yet implemented in your trust you may choose to focus the session on understanding the stages for development of a VBI.

Evaluating and scoring VBIs:This section includes tips for effective evaluation of VBI evidence as well as an overview of scoring frameworks. – The content of this section focuses on the classification of VBI evidence and evaluation of

applicants’ VBI performance. It also contains practical tips for developing appropriate scoring mechanisms and is designed to provide knowledge regarding the processes and considerations for evaluating VBIs.

– The session will provide an opportunity for individuals to apply best practice assessment principles (classifying and evaluating evidence) for a VBI.

– If VBIs have already been implemented in your trust, you may choose to incorporate the existing scoring frameworks and evaluation criteria or documentation that are already used in your organisation. The session can then focus on how individuals may tailor existing scoring frameworks for use in delivering VBIs in their own departments.

– If VBIs have not been introduced into your trust or you are in the early stages of refinement, you may want to focus this session on the principles of effective evaluation and developing individuals’ skills in defining evaluation criteria and values-based question indicators.

Candidate VBI feedback:This section includes tips for delivering constructive feedback and can be adapted to incorporate existing feedback mechanisms.– This section focuses on the provision of feedback following delivery of a VBI as well as

practical tips for delivering constructive feedback using evidence elicited during interview. – It is recommended that training in this area incorporates sufficient practical activity,

providing individuals with opportunities to practise their feedback using VBI evidence. This will improve confidence in the VBI process and generate reassurance regarding defensibility of VBI as an assessment method.

– If VBIs have already been implemented in your trust you may adapt the content of this session to reflect the feedback mechanisms and processes applied as part of existing recruitment practices. You may also ask delegates to share their experiences with providing VBI feedback to candidates and the response from applicants.

– If VBIs have not yet been introduced in your trust or you are in the early stages of refinement, you may want to use the session to develop skills for providing constructive feedback whilst asking individuals to consider the most appropriate methods for feedback within their own departments. You may ask individuals to reflect on possible challenges they might encounter when providing feedback and to consider how these might be overcome.

Review and action planning:This will provide a summary of the training session content. – It is recommended that VBI training closes with a brief review session, which provides an

opportunity to summarise learning and assess whether training objectives have been achieved. The review session might also be an opportunity to seek initial reflections and feedback from individuals.


– To ensure knowledge and skills are effectively transferred back to the workplace, it is recommended that the session includes formal action planning, which will encourage individuals to consider how they will transfer learning into practice when in their own work environment.

– You may choose to conduct action planning as a relatively informal activity, whereby individuals are asked to discuss with the group, how they plan to apply their learning in practice.

– Alternatively, you may choose to conduct a more formal action planning session whereby individuals are required to spend some time developing action plans in relation to their own personal development, as well as the implementation of VBIs in practice.

Training Evaluation– In order to establish the effectiveness of the VBI training, it is recommended that you

consider evaluating the session. The evaluation should focus on whether the outcomes and objectives associated with the training have been successfully achieved.

– You may wish to consider evaluation of learning outcomes, based on an established model of learning outcomes (Kraiger, Ford & Salas, 19931):

– Cognitive learning outcomes: Has knowledge increased (moving from novice to expert) as a result of this training intervention?

– Behaviour/Skill based learning outcomes: Has ability and competence improved?– Motivational/Affective learning outcomes: Has motivation and commitment

increased as a result of training?– To determine the level of improvement or change in learning outcomes as a result of the

training, it is recommended that evaluation data is collected (for example, via an evaluation questionnaire) pre and post-training. It is useful to collect this information as part of the training session and the data can always be analysed at a later date.

– Templates for evaluation forms, based on the above model of evaluation, can be found in Appendix D. These templates can be branded accordingly for your trust.

– It is recommended that you ask individuals to complete the pre-training evaluation form in advance of the session, electronically, and return this to you via email (to support ‘paperless’ training delivery). Post-training evaluation forms should be printed and completed at the end of your training workshop.

– It is important that individuals complete the evaluation ID information: initials, date and ID code, to allow tracking of responses over time. Instructions for completing the ID code are outlined on the form. Alternatively you may have existing methods of training evaluation used in your trust, which you could adapt and tailor to evaluate the effectiveness of the VBI training.

1 Kraiger, K., Ford, J.K., & Salas, E. (1993). Application of Cognitive, Skill-Based, and Affective Theories of Learning Outcomes to New Methods of Training Evaluation. Journal of Applied Psychology, 72 (2), 311-328.


Appendix A: VBI Training – Full Day Workshop Example Timetable

Please note: This timetable is for model purposes only and is largely based on the core content from the NHS Employers VBI Train the Trainer workshop. The timing and structure of the day may be adapted to accommodate tailored content specific to individual trusts, and the inclusion of new or revised exercises based on local needs and progress with VBI implementation.

VBI Training – Full DayTime Session/Activity10:00-10:05 Welcome and Introductions

10:05-10:15 Overview and Objectives

10:15-10:55

Understanding VBR (Exploring the VBR Evidence Base)A taught session focusing on an understanding of VBR and associated research evidence. This session may also include an interactive exercise to determine individuals’ level of understanding or experience of VBR in practice.

10:55-11:25

Understanding ValuesSummary of values definitions and descriptors with opportunity for individuals to consider demonstration of values in practice.Tea/Coffee/Refreshment break to be incorporated with activity.

11:25-11:45

Best Practice Assessment and Selection PrinciplesLength of this session may vary depending of level of information provided as pre-reading material.

11:45-12:15

VBI Approach and Effective TechniquesA taught session focusing on what a VBI is (this may be tailored based on trust’s stage of VBI implementation).

12:15-12:45 Lunch

12:45-13:05

VBIs in Practice: Defining the QuestionPractical session designed to develop individuals’ skills in defining and developing VBI questions.

13:05-13:50

VBIs in Practice: Delivering the InterviewPractical session designed to develop individuals’ skills in delivering effective VBIs.

13:50-14:50

Evaluating and Scoring VBIsPractical session providing tips for effectively evaluating VBI evidence.Tea/Coffee/Refreshment Break to be incorporated with activity.

14:50-15:40

Candidate VBI Feedback Practical session designed to develop individuals’ skills in providing constructive feedback.

15:40-16:00

Review and Action PlanningIt is recommended that some form of action planning is included to enable individuals to transfer learning back to the work environment.

16:00 Depart


Appendix B: VBI Training – Half Day Workshop Example

Please note: This timetable is for model purposes only; it is largely based on the core content from the NHS Employers VBI Train the Trainer workshop. The timing and structure of the day may be adapted to accommodate tailored content specific to individual trusts, and the inclusion of new or revised exercises based on local needs and progress with VBI implementation.

This timetable is developed on the basis that background information in relation to VBR and best practice assessment and selection principles is provided as pre-reading material. This will need to be reviewed ahead of the training to allow for the inclusion of short ‘recap’ sessions.

VBI Training – Half Day*Time Session/Activity09:00-09:05 Welcome and Introductions


09:15-09:25

Understanding VBR (Exploring the VBR Evidence Base)A summary/recap of information provided in pre-reading material to verify understanding and answer any potential questions.

09:25-09:45

Understanding ValuesSummary of values definitions and descriptors with opportunity for individuals to consider demonstration of values in practice.

09:45-09:55


09:55-10:25

VBI Approach and Effective TechniquesTaught session focusing on what a VBI is (this may be tailored based on trust’s stage of VBI implementation)

10:25-10:45


10:45-11:00 Tea/Coffee Break

11:00-11:45


11:45-12:30

Evaluating and Scoring VBIsPractical session providing tips for effectively evaluating VBI evidence.

12:30-13:10


13:10-13:30



13:30 Depart

* Alternatively this could be a half-day session run from 13:30-17:00.

Appendix C: VBI Training – Two Short Modules

Please note: These timetables are for model purposes only. They are largely based on the core content from the NHS Employers VBI Train the Trainer workshop. The timing and structure of the days may be adapted to accommodate tailored content specific to individual trusts, and the inclusion of new or revised exercises based on local needs and progress with VBI implementation.

These timetables are developed on the basis that background information in relation to VBR and best practice assessment and selection principles is provided as pre-reading material. This will need to be reviewed ahead of the training to allow for the inclusion of short ‘recap’ sessions.

Module 1a: VBI Techniques and Interviewer Skills

VBI Training – Short Module (2.5 hours)*Time Session/Activity09:00-09:05 Welcome and Introductions


09:15-09:25

Understanding VBR (Exploring the VBR Evidence Base)A summary/recap of information provided in pre-reading material to verify understanding and answer any potential questions.

09:25-09:45

Understanding ValuesSummary of values definitions and descriptors with opportunity for individuals to consider demonstration of values in practice.

09:45-09:55


09:55-10:25

VBI Approach & Effective TechniquesTaught session focusing on what a VBI is (this may be tailored based on stage of VBI implementation).

10:25-10:45


10:45-11:30


11:30 Depart

*Alternatively this session could be run at a different time of the day (e.g. 13:30-16:00).


Module 1b: Evaluating VBIs and Providing Feedback

VBI Training – Short Module (2.5 hours)*Time Session/Activity09:00-09:05 Welcome and Introductions


09:15-09:30

VBI Summary and ReviewAn opportunity to summarise module 1a content and review learning to ensure individuals are prepared to continue skills development for the remaining stages of the VBI process.

09:30-10:15

Evaluating and Scoring VBIsPractical session providing tips for effectively evaluating VBI evidence.

10:15-11:10


11:10-11:30


11:30 Depart

*Alternatively this session could be run at a different time of the day (e.g. 13:30-16:00).


Appendix D: VBI Training Evaluation Form Templates

VBI Training Pre-Training Evaluation Form TemplateVBI Training Post-Training Evaluation Form Template


Initials:Date:ID code:

Values-Based Recruitment Interviews TrainingPre-Training Evaluation Questionnaire

This form asks you for some information prior to participating in the Values-Based Recruitment Interviews (VBI) training. Your feedback is anonymous and will only be used by the project team to help evaluate and improve future training. Results will be reported at the group level and no individual will be identified.

Please answer each question by circling or highlighting the appropriate number according to the scale provided. We would also be grateful to receive additional comments in the space provided.

Please complete the top right hand box so that we can track your responses across time. Your ID code is your initials, and the date and month of birth (e.g. Sam Jones 2 September is SJ0209). Thank you for completing this form.

Section 1: Personal AssessmentPlease indicate your level of agreement with the following statements using the scale

provided.1= Strongly Disagree, 10=Strongly Agree

1. I am motivated to enhance my skills in values-based interviewing 1 2 3 4 5 6 7 8 9 10

2. I have the confidence necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

3. I have the motivation necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

4.I believe that undertaking focussed development activities will increase my effectiveness at values-based interviewing

1 2 3 4 5 6 7 8 9 10

5. I am committed to being effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

6. I have the self-awareness necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

7. I have the skills and knowledge necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

8. I have a good understanding of my own approach to values-based interviewing 1 2 3 4 5 6 7 8 9 10

9. I have a good understanding of how my approach to values-based interviewing impacts upon others 1 2 3 4 5 6 7 8 9 10

10.

I have a good understanding of the key features of values-based interviewing 1 2 3 4 5 6 7 8 9 10

11.

I have a clear understanding about the key capabilities required to interview others using VBI techniques 1 2 3 4 5 6 7 8 9 10

VBI Pre-Training Evaluation Form

Initials:Date:ID code:12

.I have a clear understanding of the role and responsibilities of an interviewer utilising VBI techniques

1 2 3 4 5 6 7 8 9 10

Section 2: Additional Comments

Please provide any additional comments you would like to make about the ratings you have chosen, as well as further information on what would you like to get out of this training?

Thank you for completing this evaluation form


Values-Based Recruitment Interviews TrainingImmediate Post-Training Evaluation Form

This form asks you some questions following your participation in the Values-Based Recruitment Interviews (VBI) training. Your feedback is anonymous and will only be used by the project team to help evaluate and improve future training. Results will be reported at the group level and no individual will be identified.

Please answer each question by circling or highlighting the appropriate number according to the scale provided. We would also be grateful to receive additional comments in the space provided.

So that we can track your responses across time can you please complete the top right hand box. Your ID code is your initials, and the date and month of birth (e.g. Sam Jones 2 September is SJ0209).

Thank you for completing this form.

Section 1: Your Views on the VBI TrainingThis section relates to your views on the VBI training. Please indicate your level of agreement with the following statements using the scale provided.

1=Strongly Disagree, 2=Disagree, 3=Neither Agree nor Disagree, 4=Agree, 5=Strongly Agree

1. I enjoyed the training 1 2 3 4 5

2. I found the training useful 1 2 3 4 5

3. In my opinion the planned objectives for the training were met 1 2 3 4 5

4. Themes were dealt with in as much in depth as the length of the training session allowed 1 2 3 4 5

5. The length of the training was adequate for the objectives and content 1 2 3 4 5

6. The methods were well suited to the training objectives and content 1 2 3 4 5

7. The methods used enabled me to take an active part in the training 1 2 3 4 5

8. The training enabled me to share professional experiences with peers / colleagues 1 2 3 4 5

9. The training was realistic and practical 1 2 3 4 5

10. The training materials provided were of good quality 1 2 3 4 5

11. The training context was well suited to the learning process 1 2 3 4 5

12. The training merits a good overall rating 1 2 3 4 5


Section 2: Personal AssessmentPlease indicate your level of agreement with the following statements using the scale

provided.1= Strongly Disagree, 10=Strongly Agree

1. I am motivated to enhance my skills in values-based interviewing 1 2 3 4 5 6 7 8 9 10

2. I have the confidence necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

3. I have the motivation necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

4. I believe that undertaking focussed development activities will increase my effectiveness at values-based interviewing

1 2 3 4 5 6 7 8 9 10

5. I am committed to being effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

6. I have the self-awareness necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

7. I have the skills and knowledge necessary to be effective at values-based interviewing 1 2 3 4 5 6 7 8 9 10

8. I have a good understanding of my own approach to values-based interviewing 1 2 3 4 5 6 7 8 9 10

9. I have a good understanding of how my approach to values-based interviewing impacts upon others

1 2 3 4 5 6 7 8 9 10

10. I have a good understanding of the key features of values-based interviewing 1 2 3 4 5 6 7 8 9 10

11. I have a clear understanding about the key capabilities required to interview others using VBI techniques

1 2 3 4 5 6 7 8 9 10

12. I have a clear understanding of the role and responsibilities of an interviewer utilising VBI techniques

1 2 3 4 5 6 7 8 9 10


Section 3: Learning within the Workplace

This section relates to factors associated with transferring what you have learnt as part of the VBI training back to your workplace. Please indicate your level of agreement with the following statements using the scale provided.

1 = Strongly Disagree, 2 = Disagree, 3 = Neither Agree nor Disagree, 4 = Agree, 5 = Strongly Agree

1. I will be able to transfer the skills I have learnt back to my workplace 1 2 3 4 5

2. I am provided with the necessary support to transfer learning back to my workplace 1 2 3 4 5

3. I am confident that I can transfer what I have learnt back to my workplace 1 2 3 4 5

4. I am provided with the necessary tools to implement any new learning back in my workplace 1 2 3 4 5

5. I am encouraged to implement any new learning back in my workplace 1 2 3 4 5

6. I have the resources (time, energy) available to me to apply what I have learnt back to my workplace 1 2 3 4 5

7. I have the necessary ability to apply what I have learnt back to my workplace 1 2 3 4 5

Section 4: Additional CommentsPlease provide any additional comments you would like to make about the ratings you have chosen.

Thank you for completing this evaluation form

Published August 2014. Updated September 2014. © NHS Employers 2014. This document may not be reproduced in whole or in part without permission.The NHS Confederation (Employers) Company Ltd. Registered in England.VBI Pre-Training Evaluation Form

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