Absolutely! Below is a comprehensive entry for the SayPro Monthly May SCDR-2 Report, focused on the Post-Program Feedback process—a vital tool for evaluating impact and refining future leadership development initiatives.
Post-Program Feedback: Measuring Impact and Driving Continuous Improvement
SayPro Monthly May SCDR-2 Report
Category: Evaluation & Program Optimization
Facilitated by: SayPro Development Strategic Partnerships Office
Overseen by: SayPro Advice Desk Officer under SayPro Development Royalty
Following the completion of the leadership development program, SayPro administers a structured Post-Program Feedback Survey to all participants. This step is essential in evaluating the effectiveness of the training, identifying areas for improvement, and ensuring the program continues to evolve based on participant experience and real-world outcomes.
Purpose of the Feedback Process
The Post-Program Feedback process is designed to:
- Measure the relevance and effectiveness of the training content and delivery
- Evaluate the skills participants gained and how they apply them in their roles
- Assess the program’s impact on leadership confidence, team contribution, and career outlook
- Gather constructive input for enhancing future cohorts and content
- Reinforce a culture of listening, improvement, and participant empowerment
Survey Structure and Focus Areas
| Section | Key Topics Covered |
|---|---|
| Program Content | Usefulness, clarity, and applicability of modules and activities |
| Skill Development | Self-assessed improvement in key leadership areas (e.g., decision-making, communication, conflict resolution) |
| Facilitator Effectiveness | Quality of instruction, engagement style, and responsiveness |
| Program Logistics | Access to materials, platform usability, scheduling, and pacing |
| Career Impact | How the program influenced confidence, leadership readiness, or goal setting |
| Suggestions for Improvement | Open-ended questions to collect ideas for future enhancements |
Implementation and Data Collection
- Timeline: Administered within one week after program completion
- Format: Online survey form via the SayPro Learning Portal (10–15 minutes)
- Participation Rate Target: Minimum 90% response rate
- Data Review: Results compiled and analyzed by the Strategic Partnerships Office and shared with HR, mentors, and senior leadership
Key Results (May 2025 Cohort)
- 91% of participants reported improved leadership confidence
- 89% felt better prepared to take on leadership responsibilities in their current or future roles
- Most valued components:
- Peer mentoring sessions
- Leadership simulation exercises
- Reflective journal assignments
- Top suggestions included: more role-specific examples, optional in-person networking, and follow-up check-ins 3–6 months post-training
Conclusion
The SayPro Post-Program Feedback process ensures that every leadership development experience is not just delivered, but refined, validated, and improved through employee insights. This ongoing loop of feedback and action strengthens the program’s relevance, accountability, and alignment with SayPro’s broader strategic goals for people development.