ANNEX B-4

Annex B-2: Guidelines in Conducting Training

SDO-SK Conduct of Training Standards

Improving the performance of an organization is dependent upon the competencies

of every member in the organization. This is why, the conduct of training provides every
member gains a prime opportunity to expand his/her knowledge considering that he/she has
some weaknesses in his/her workplace skills.  Consequently, a member who receives the
necessary training is better able to perform his/her job. 

The value and benefits of training is indubitable in the workplace. In fact it is crucial to
the development of human resources. When done properly, training can make workers more
efficient — increasing production, revenue, and profits while decreasing costs, waste, and
inefficiencies. Effective training can lead to increased compliance with regulations. It can
even lead to a happier, more satisfied and engaged workforce.

To ensure effectiveness and efficiency of the conduct of training, SDO-SK has

standardized sets of requirements for program holders to observe strictly.

 TRAINING DESIGN

The Training Design of SDO-SK shall be a response to the training needs of its
members. It shall consist of a list of learning objectives of which participants must be able to
do after the training is completed. These objectives are the end-all and be-all of the training.
Without them, the training will go out-of-control.

Given the adult learners as participants of the training, the design shall be self-
directed and relevant to this type of participants who want to learn when they see what is in it
for them and who want to be and feel respected. Whenever appropriate, training designs
shall make learning fun and shall use humor. This will keep participants enthusiastic and will
keep enthusiasm at peak levels in the duration of the training.

Lastly, each training design must be approved and is included in the Calendar of
Training Matrix of HRD to ensure no overlapping of schedule, training venue and facilitator.

TRAINING SUPPLIES AND MATERIALS 

Training supplies and materials are a necessary part of the learning activity that
involves knowledge acquisition and retention. The required supplies and materials depend
on the learning objectives and length of the training program.

Supplies and materials may include manila paper, cartolina, bond paper, art paper,
meta card, writing pens, scissors, paste, glue, workbooks, manuals, computer-based
lessons and audio-visual aids among many others that are necessary for the training.

To ensure provision of enough supplies and materials, the program holder shall
facilitate the procurement process of the necessary supplies and materials observing the
Procurement of Non-PS DBM Supplies and Materials process (Refer to SDO-SK-OM-OSDS-
PSS). He/She shall also has to check the completeness of the supplies and materials
observing the Issuance of Division Personnel Requested Supplies and Materials process
(Refer to SDO-SK-OM-OSDS-PSS).

Serbisyong may Integridad, Kalidad, Angat at Tapat

 ANNEX B-4

Annex B-3: Guidelines in the Conduct of Pre-Post Test

CONDUCTING PRE-TEST

Training participants are required to take a pre-test. This formative assessment covers
all of the topics which a participant will be learning during the training. While taking the pre-test,
participants are not expected to know the answers to all of the questions; however, they should
be expected to utilize previous knowledge to predict rational answers.

This test is given during the Day 0 of the activity.

POWERPOINT PRESENTATIONS

Making presentation more interesting through the use of multimedia can help to improve
the participant’s focus. PowerPoint allows one to use images, audio and video to have a
greater visual impact. These visual and audio cues may also help a presenter be more
improvisational and interactive with the audience.

PowerPoint presentations are one of the most popular and powerful training tools in use
today. As with any tool, there’s a right way and a wrong to use it—and the tool’s
effectiveness is directly proportional to the way it is used.

Here’s are Tips/Guidelines on how to get the most effective use of PowerPoint
presentations:
Font
 Select single sans-serif fonts such as Arial or Helvetica. Avoid serif fonts such as
Times New Roman or Palatino because these fonts are sometimes more difficult to
read.
 Use no font size smaller than 24 point
 Use the same font for all headlines
 Select a font for body copy and another for headlines
 Use bold and different sizes of those fonts for captions and subheadings
 Do not use more than 4 fonts in one slide
 Use different colors, sizes and styles (e.g., bold) for impact.
 Avoid italicized fonts as these are difficult to read quickly.
 Avoid long sentences, abbreviations and acronyms
 Use 6 x 6 rule for bullet points
 Do not exceed more than 8 words per line nor more than 6 lines per slide
 Focus on the significant idea/insight. Have one thought per line with no more than 6
words per line.
 Use dark text on light background or light text on dark background.
 Stand six feet from the monitor and see if you can read the text in the slide to test the
font.

Design and Graphical Image

 Use design templates
 Standardize positions, colors and styles
 Keep the background consistent and subtle
 Use a single style of dingbat for bullets throughout the page
 Use one or two large images rather than several images
 Arrange images vertically or horizontally
 Use only enough text when using charts or graphical images to explain the chart or
graph and clearly label the image

Serbisyong may Integridad, Kalidad, Angat at Tapat

  A graphical image should relate to and enhance the topic of the slide
 Use the same style graphical image throughout the presentation (e.g., cartoon,
photographs)

Color
 Use colors that contrast and compliment

TRAINING VENUES
It is by sending members of the organization on training courses which can enhance
their skills and make them well-rounded members of the work force. However, it is equally
important that they are in a training venue that is able to meet all of their needs
including capacity, catering, location and flexibility. Below are specific requirements
of a training venue to be considered.
As the Program Holder visits the venue days prior to the conduct of the training,
he/she brings with him/her this checklist:

 Access to public transport

 Additional stationery if required like paper, pens, highlighter, etc.
 Air-conditioning/ fans/ heating that are easily adjustable
 Catering – appropriate provision of refreshments/ lunch
 Cloakroom /Space for participants’ belongings
 Flexibility with room layout  and with plenty of space to move around for games
and activities
 Good acoustics and sound proofing
 Good room lighting with plenty of sunlight with blinds to block out if required
 Inclusive data projector, flip-charts (smart-board would be good) & audio
system
 Location – easy to find on a map, convenient location – with accurate satnav
details
 Participant breakout spaces – inside and outside space with seats – a place
where the trainer & participants can escape to real air during the breaks
 Parking, easy to find, close to venue and plenty of it
 Photocopying/printing/ email on demand from USB
 Plenty of power points (in the right places for trainer and participants without
trailing cables!)
 Storeroom/ secure space for training resources and equipment
 Tables/ desks (for participants if necessary)
 Tea/coffee/water facilities available anytime
 Wall mounted clock visible by the trainer
 Wall space for hanging flip charts (and suitable magnets/ rail or blutack/ tape)
 Wireless and Internet access
 Enough space that can accommodate a variety of conference set up such as
but not limited to:
Conference Room Set-up-This is ideal for small groups expected to be
engaged in serious discussions. This can be done using a large
conference table or the usual L&D tables arranged in a U-shape
formation.
Cluster Set-up-This is appropriate for workshops where the participants
are expected to engage in small group discussions and activities. This
set-up affords greater mobility including performing activities on the
tables and between tables.

Serbisyong may Integridad, Kalidad, Angat at Tapat

 Care Free Set-up –This creates a relaxed environment that encourages
the participants to open-up and engage in intimate discussions.

TRAINING PARTICIPANTS

The selection of participants in the training program is based from the needs
assessment made by the HRD and other concerned program holders. After the data-
gathering, careful analysis is done to single out the members of the organization who
urgently need learning and development activities.

The target participants are listed in a memorandum signed by the SDS. Such
document will be the basis of the participants’ request for authority to travel and travel
expenses.
Only the training participants identified in the memo will be accommodated. Strictly, No
Proxy will be allowed. They are expected to be in the training venue on Day 0 and shall
complete the required training days and hours observing appropriate dress code.

As participants to the training, they shall observe the following Do’s and Don’ts:

DO:
Comply with the terms of the training.
Attended the training at least 80% to avail the certificate of participation with
certificate of Appearance.
Satisfactorily perform the instructions given for carrying out the function of the
training.
Satisfactorily perform any reasonable request relating to their function by the
learning facilitator.
Dress in a manner suitable for the workplace. For Male, wear polo shirt, or
long sleeves with coat, with slacks or pants. For Female, formal dress with
coat, and slacks with atleast 1 inch shoes or sandals.

DON’TS:

Be absent from the training, except for reasons of sickness, which requires
Authorization or medical certificate.
Always going outside for any phone calls and loafing outside.
Make long or numerous private telephone calls (and emails).
Exhibit threatening, aggressive or violent behavior or language.
Show behavior or actions that would in any way jeopardize the safety or well-
being of other trainers or trainees
Smoke or drink alcohol on premises of the training venue.

LEARNING FACILITATORS

Learning Facilitators or trainers need to find ways to motivate adults to take part in
the training activities, and one of the best ways to do that is to find a connection between the
training and their goals. Understanding how adults learn best can help trainers develop more
effective trainings. It requires soft skills and a high level of motivation.

This is easier said than done and it takes a competent learning facilitator to do the
challenging task. Preferably, the learning facilitator is a Certified National Educators
Academy (NEAP) Certified Learning Facilitator. If not available, having the following
characteristics below would be a big plus to the effective facilitation of training activity:

Serbisyong may Integridad, Kalidad, Angat at Tapat

  Good communicator. He/She speaks well, expresses his/her thoughts clearly, and
has an engaging presentation style.
 Knowledgeable. He/She knows his/her topic. He/She understands all the concepts
and knows all the details. He/She can answer questions thoroughly and at a level
that trainees understand. If he/she ever can’t answer a question, he/she knows
exactly where to go to get that answer and he/she promises to do so as soon as
possible.
 Experienced. He/She knows what he/she is talking about. He/She has been in the
field doing what he/she teaches in training.
 Good with people. His/Her personality styles may vary, but he/she enjoys working
with people. He/She can engage groups of people and work with them to meet
training goals.
 Interested in learning. He/She recognizes the value of learning in his/her own lives
and want to help others learn. He/She finds satisfaction in sharing with others the
skills and knowledge he/she has acquired through hard work and persistence.
 Patient. He/She understands that people learn in different ways and at different
paces. He/She takes the time to make sure each trainee understands what’s going
on and leaves training sessions with the skills and knowledge he or she came to
acquire.
 Open-minded. He/She respects other people’s points of view and knows that there
are often many ways to achieve the same objectives. He/She doesn’t assume he/she
knows everything, but instead is willing to listen to and learn from trainees.
 Creative. He/She brings ingenuity and his/her own natural curiosity to the task of
training. He/She creates an environment in his/her training sessions that encourages
learning and inspires trainees to reach beyond what he/she already knows to explore
new ideas and methods.
 Well-prepared. He/She knows his/her material, the objectives, and the plan of
presentation. He/She has checked to see that any equipment he/she expects to use
in training is in place and operational. He/She has made sure that all supplies and
supporting materials are available in the right quantities.
 Flexible. He/She is able to adjust his/her training plan to accommodate his/her
audience and still meet all training objectives.
 Well-organized. He/She can handle several tasks at once. He/She knows how to
manage his/her time and work.

CONDUCTING POST-TEST

During the last day of the training, participants are required to take the post-test. This is
the same test participants are expected to answer more questions correctly based on an
increase in knowledge and understanding.

Post-test should be designed to measure the amount of learning a participant has

acquired in the training. To do this, questions concerning all of the topics covered must appear
on the test. When grading the tests, the Learning Facilitator assigns a numerical score to both
the pre-test and the post-test. To demonstrate that the participant progress has been made, the
post-test score should be higher than the pre-test score.

Serbisyong may Integridad, Kalidad, Angat at Tapat

CONDUCTING QATAME

QATAME is important in ensuring quality in the delivery of DepEd- DSK learning and
development activities. This must be well-understood by the participants so that they will be
providing the necessary and accurate feedback to the training management team.

Participants to the training are expected to rate honestly the conduct of training in
terms of:
 Program Management and Delivery
 Presentation and Attainment of Objectives
 Appropriateness and Management of Activities
 Efficiency and Program Management Team
 Venue and Accommodation

POST ACTIVITY REPORT SUBMISSION

The post-activity report is an important summary of the whole learning and

development activity. It pulls out the most relevant after-event statistics and data on any key
goals or recommendations for future events.
This report is to be prepared and submitted by the program holder within five working
days after the training. The document shall contain the following:

Title of Training
Date Conducted
Venue
Rationale
Objectives
QATAME Results
Conclusion
Recommendations

It will be noted by the Chief and Approved by the Schools Division Superintendent.

Serbisyong may Integridad, Kalidad, Angat at Tapat