Canadian Forces Training Development Centre (CFTDC)

Training Validation Course (AIBF)

PC 002 Part 1 (Assignment 2) – Develop a Data Collection Tool

AIM

1. The aim of this assignment is to confirm your ability to create one type of data collection
tool. This tool will be used (in our scenario) to collect the data that will form the basis of your
recommendations for the Bison Driver course.

INSTRUCTIONS

2. First, select one of the following data collection tools to develop:

a. a survey;

b. an individual interview; or

c. a focus group.

3. Then, using the information from the scenario in Assignment 1 and your validation plan,
create this data collection tool that is comprised of two products:

a. Part 1 - Cover Letter; and

b. Part 2 - Data Collection Questions.

4. You have to determine your data collection tool first IOT align your cover letter to it. You
must use one data collection tool for the entire assignment (survey, individual interview or
focus group): for example, if you decide to develop a survey, the cover letter will be related to a
survey. The requirements will differ slightly depending on the type of data collection tool
selected.

5. Since each data collection tool has a set of specific instructions, you can find the
instructions for each data collection tool in the associated Annex:

a. Survey in Annex A;

b. Individual interview in Annex B; and

c. Focus group in Annex C.

RESOURCES

6. References:

a. CFTDC Training Validation (AIBF) course website;

b. CFITES vol. 8, Validation of Instructional Programmes; and

c. Bison Driver (AGMP) Qualification Standard and Training Plan (QSTP) (available
on the References page).

1
 Canadian Forces Training Development Centre (CFTDC)
Training Validation Course (AIBF)
PC 002 Part 1 (Assignment 2) – Develop a Data Collection Tool

7. Useful files:

a. Validation cover letter example;

b. Validation data collection questions (survey) example

c. Validation data collection questions (interview) example; and

d. Annex D – PC 002 part 1 checklist.

DELIVERABLES

8. Create one data collection tool in a Word document as specified in the appropriate
Annex:

a. Annex A for Survey;

b. Annex B for Individual interview; or

c. Annex C for Focus group.

9. You can submit all two parts (Cover Letter, Data Collection Questions) in one Word file
or in multiple Word files.

10. Name the file(s), the header of each file AND the submission email using the following
naming convention: PC002pt1_Name_Three last (or PC002pt1_Name_Three last_part1, part2).

11. Submit email with attached file to CFTDC.validation@gmail.com.

IMPORTANT NOTES

12. To successfully complete this assignment, you MUST provide detailed information as
required in the annexes A, B or C.

13. PC assessment criteria are found in Annex D. Failure to appropriately complete this
assignment as above means failure of this assignment. Failure of the assignment constitutes a
failure of the Performance Check (PC). This assignment is PC 002 Part 1. The impact of the
student’s failure of this PC is an Independent Review Board (IRB) or a Progress Review Board
(PRB). See the Assessment Plan (Annex C) of the Training Validation (AIBF) Training Plan
below for further details.

FEEDBACK

14. Feedback will be provided individually by the instructor ASAP (NLT 24 hours after
submission) because feedback from this assignment will be required to complete the next
assignment. While waiting for your feedback, you can start the next portion of the course, but
ensure you receive feedback before submitting the next assignment.

2
Annex A – Assignment 2 – Survey Instructions

PART 1 - Cover Letter

1. This is the “letter” or information that will be given to the members from whom we collect
the data that will form the basis of our analysis to provide recommendations about the course.
The purpose of a cover letter is to present the data collection tool (survey) and briefly
summarize what is expected. A good cover letter will help you get relevant data by motivating
members to provide accurate data, while a bad cover letter might reduce the return rate and
provide low quality data.

2. The cover letter you will produce for graduates and supervisors can be either combined
or separate:

a. Combined. A singular cover letter specifically addressing both graduates and

supervisors; or

b. Separate. Two cover letters, where one is explicitly addressed to the graduate
and the other to the supervisors.

3. Your cover letter will be composed of two sections: a brief presentation of your data
collection tool and the instructions to complete the survey. Based on the explanations and the
template provided, complete the two parts of your cover letter:

a. Presentation of your survey:

(1) an identification of the recipient of the letter (graduates, supervisors, both);

(2) a brief description of what led to this validation study;

(3) the purpose of the study (why the study is being conducted);

(4) how the data will be used;

(5) the importance of the data to improve operational effectiveness;

(6) an explanation of how and why the participants were selected for this
validation;

(7) a brief overview of how the study will be conducted; and

(8) the authority for the study.

b. Instructions for your survey:

(1) how to complete the survey;

(2) the number of questions;

(3) the estimated time required to fill out the survey;

(4) how to return the completed survey;

A 1-3
Annex A – Assignment 2 – Survey Instructions

(5) the deadline to return the completed survey;

(6) when a message reminding people to fill out / submit the survey will be
sent; and

(7) a point of contact for further information.

PART 2 – Data Collection Questions

4. Your survey must finally include two types of Data Collection Questions: demographic /
identification questions and specific questions to the validation. Based on the explanations
and the template provided, complete the two parts of your Data Collection Questions.

a. Some examples of demographic information that can be asked include (but are
not limited to):

(1) rank;

(2) element;

(3) military occupation (if required);

(4) present employment position;

(5) time employed in current position;

(6) current employment location; and

(7) whether or not current position requires training in question.

b. Precise and relevant training specific questions will help you analyse the
status of the course and recommend courses of actions to improve the Bison
Driver training. Although this assignment does not prescribe a number of
questions to ask, here are some pointers to help develop your questions.

(1) You should consider asking both closed-ended questions (for

quantitative data) and open-ended questions (for qualitative data);

(2) You should cover all tasks from the baseline (see you validation plan);

(3) If ever members mention they have not performed a task or the training
was not adequate, ask them to mention why;

(4) Any relevant questions about their experience on the job related to the
tasks from the baseline such as:

(a) tasks performed on the job (which ones, how often); and

(b) confidence level;

A 2-3
Annex A – Assignment 2 – Survey Instructions

(5) Any relevant questions about their experience of training (graduates) or

their perceived usefulness of training (supervisor) such as:

(a) Tasks overtrained / undertrained / not trained at all;

(b) Level of satisfaction with course; and

(c) Timing of this course in career;

(6) Consider asking about any ideas for improvement; and

(7) Provide space for respondents to answer the questions.

A 3-3
Annex B – Assignment 2 – Individual Interview Instructions

PART 1 - Cover Letter

1. This is the “letter” or information that will be given to the members from whom we collect
the data that will form the basis of our analysis to provide recommendations about the course.
The purpose of a cover letter is to present the data collection tool (individual interview) and
briefly summarize what is expected. A good cover letter will help you get relevant data by
motivating members to provide accurate data, while a bad cover letter might reduce the return
rate and provide low quality data.

2. The cover letter you will produce for graduates and supervisors can be either combined
or separate:

a. Combined. A singular cover letter specifically addressing both graduates and

supervisors; or

b. Separate. Two cover letters, where one is explicitly addressed to the graduate
and the other to the supervisors.

3. Your cover letter will be composed of two sections: a brief presentation of your data
collection tool and the instructions to complete the Individual Interview. Based on the
explanations and the template provided, complete the two parts of your cover letter:

a. Presentation of your Individual Interview:

(1) an identification of the recipient of the letter (graduates, supervisors, both);

(2) a brief description of the validation study;

(3) the purpose of the study (why the study is being conducted);

(4) how the data will be used;

(5) the importance of the data to improve operational effectiveness;

(6) an explanation of how and why the participants were selected for this
validation;

(7) a brief overview of how the study will be conducted; and

(8) the authority for the study.

b. Instructions for your Individual Interview:

(1) interview method (telephone, in-person, virtual) and location of the

interview if applicable;

(2) date and time of the interview;

(3) approximate time required to conduct the interview;

(4) approximate number of questions for the interview;

B 1-3
Annex B – Assignment 2 – Individual Interview Instructions

(5) how information from the interview will be recorded (i.e. taking notes,
digital recording, etc.);

(6) how the interview questions will be sent in advance (if they are); and

(7) a point of contact for further information.

PART 2 – Data Collection Questions

4. Your Individual Interview must finally include two types of Data Collection Questions:
demographic / identification questions and specific questions to the validation. Based on
the explanations and the template provided, complete the two parts of your Data Collection
Questions.

a. Some examples of demographic information that can be asked include (but are
not limited to):

(1) rank;

(2) element;

(3) military occupation (if required);

(4) present employment position;

(5) time employed in current position;

(6) current employment location; and

(7) whether or not current position requires training in question;

b. Precise and relevant training specific questions will help you analyse the
status of the course and recommend courses of actions to improve the Bison
Driver training. Although this assignment does not prescribe a number of
questions to ask, here are some pointers to help develop your questions.

(1) Structure the interview to capture respondents’ opinions related to tasks

and training improvement by asking:

(a) opening / introductory questions for each subject area or task;

(b) follow-up questions to gain more information on relevant areas;

(c) transition questions for moving from one subject area to another;
and

(d) ending questions to sum up the interview;

(2) You should cover all tasks from the baseline (see you validation plan);

B 2-3
Annex B – Assignment 2 – Individual Interview Instructions

(3) You should consider asking both closed-ended questions (for

quantitative data) and open-ended questions (for qualitative data);

(4) Any relevant questions about their experience on the job related to the
tasks from the baseline such as:

(a) tasks performed on the job (which ones, how often); and

(b) confidence level;

(5) Any relevant questions about their experience of training (graduates) or

their perceived usefulness of training (supervisor) such as:

(a) tasks overtrained / undertrained / not trained at all;

(b) level of satisfaction with course; and

(c) timing of this course in career;

(6) Indicate how information for follow up questions and discussions will be
handled.

B 3-3
Annex C – Focus Group Instructions

PART 1 - Cover Letter

1. This is the “letter” or information that will be given to the members from whom we collect
the data that will form the basis of our analysis to provide recommendations about the course.
The purpose of a cover letter is to present the data collection tool (focus group) and briefly
summarize what is expected. A good cover letter will help you get relevant data by motivating
members to provide accurate data, while a bad cover letter might reduce the return rate and
provide low quality data.

2. The cover letter you will produce for graduates and supervisors can be either combined
or separate:

a. Combined. A singular cover letter specifically addressing both graduates and

supervisors; or

b. Separate. Two cover letters, where one is explicitly addressed to the graduate
and the other to the supervisors.

3. Your cover letter will be composed of two sections: a brief presentation of your data
collection tool and the instructions to participate in the Focus Group. Based on the
explanations and the template provided, complete the two parts of your cover letter:

a. Presentation of your Focus Group:

(1) an identification of the recipient of the letter (graduates, supervisors, both);

(2) a brief description of the validation study;

(3) the purpose of the study (why the study is being conducted);

(4) how the data will be used;

(5) the importance of the data to improve operational effectiveness;

(6) an explanation of how and why the participants were selected for this
validation;

(7) a brief overview of how the study will be conducted; and

(8) the authority for the study.

b. Instructions for your Focus Group:

(1) interview method (telephone, in-person, virtual) and location of the focus
group if applicable;

(2) date and time of the focus group;

(3) approximate time required to conduct the focus group;

(4) approximate number of questions for the focus group;

C 1-3
Annex C – Focus Group Instructions

(5) how information from the focus group will be recorded (i.e. taking notes,
digital recording, etc.);

(6) how the focus group questions will be sent in advance (if they are); and

(7) a point of contact for further information.

PART 2 – Data Collection Questions

4. Your Focus Group must finally include two types of Data Collection Questions:
demographic / identification questions and specific questions to the validation. Based on
the explanations and the template provided, complete the two parts of your Data Collection
Questions.

a. Some examples of demographic information that can be asked include (but are
not limited to):

(1) rank;

(2) element;

(3) military occupation (if required);

(4) present employment position;

(5) time employed in current position;

(6) current employment location; and

(7) whether or not current position requires training in question.

b. Precise and relevant training specific questions will help you analyse the
status of the course and recommend courses of actions to improve the Bison
Driver training. Although this assignment does not prescribe a number of
questions to ask, here are some pointers to help develop your questions.

(1) Structure the focus group to capture respondents’ opinions related to

tasks and training improvement by asking:

(a) opening / introductory questions for each subject area or task;

(b) follow-up questions to gain more information on relevant areas;

(c) transition questions for moving from one subject area to another;
and

(d) ending questions to sum up the focus group;

(2) You should cover all tasks from the baseline (see you validation plan);

C 2-3
Annex C – Focus Group Instructions

(3) You should consider asking both closed-ended questions (for

quantitative data) and open-ended questions (for qualitative data);

(4) Any relevant questions about their experience on the job related to the
tasks from the baseline such as:

(a) tasks performed on the job (which ones, how often); and

(b) confidence level;

(5) Any relevant questions about their experience of training (graduates) or

their perceived usefulness of training (supervisor) such as:

(a) tasks overtrained / undertrained / not trained at all;

(b) level of satisfaction with course; and

(c) timing of this course in career;

(6) Indicate how information for follow up questions and discussions will be
handled.

C 3-3
Annex D – Assignment 2 – Checklist

AIBF – PC 002 part 1 – Develop a Data Collection Tool

Candidate Name Assessor Name Date Course session

Note: mark only the data collection tool chosen by the candidate
ITEM UN
SAT COMMENTS
SAT
SURVEY

Data Collection Tool: SURVEY

Part 1 - Cover Letter

Presentation of the Survey
- identify recipient of letter (graduate, supervisor
or both)
- how / why participants were chosen
- brief description of what led to validation study
- purpose of the validation study
- how data will be used
- importance to improve operational effectiveness
- authority for validation

Instructions for the Survey

- how to complete the survey
- number of questions
- estimated time required to fill out the survey
- how to submit the survey
- submission deadline
- survey completion reminder details
- POC for further information

Part 2 - Data Collection Questions

Demographic information
- rank
- element
- military occupation (if required)
- present employment position
- time employed in current position
- current employment location
- whether or not current position requires this
training
Training specific questions
- ask closed-ended questions and open-ended
questions
- cover all tasks from the baseline
- ask for reasons if answer is no / unsatisfactory
- experience on the job related to the tasks from the
baseline

D 1/5
Annex D – Assignment 2 – Checklist

ITEM UN
SAT COMMENTS
SAT
o tasks performed on the job
o confidence level
- relevant questions about training
o tasks overtrained / undertrained / not
trained at all
o level of satisfaction with course
o timing of this course in career
- ask ideas for improvement
- provide space for respondents to answer the
questions
INDIVIDUAL INTERVIEW

Data Collection Tool: INDIVIDUAL INTERVIEW

Part 1 - Cover Letter

Presentation of the Individual Interview
- identify recipient of letter (graduate, supervisor
or both)
- how / why participants were chosen
- brief description of what led to validation study
- purpose of the validation study
- how data will be used
- importance to improve operational effectiveness
- authority for validation

Instructions for the Individual Interview

- interview method (telephone, in-person, virtual)
and location of the interview if applicable
- date and time of the interview
- approximate time required to conduct the
interview
- approximate number of questions for the
interview
- how information from the interview will be
recorded (i.e. taking notes, digital recording, etc.)
- how the interview questions will be sent in
advance
- point of contact for further information
Part 2 - Data Collection Questions
Demographic information
- rank
- element
- military occupation (if required)
- present employment position
- time employed in current position
- current employment location
- whether or not current position requires this
training
Training specific questions

D 2/5
Annex D – Assignment 2 – Checklist

ITEM UN
SAT COMMENTS
SAT
- capture respondents’ opinions related to tasks
and training improvement to include:
o opening / introductory questions
o follow-up questions
o transition questions
o ending questions
- cover all tasks from the baseline
- ask closed-ended questions and open-ended
questions
- relevant questions about experience on the job
o tasks performed
o confidence level
- relevant questions about training
o tasks overtrained / undertrained / not
trained at all
o level of satisfaction with course
o timing of this course in career
- indicate how information for follow up questions
and discussions will be handled
FOCUS GROUP

Data Collection Tool: FOCUS GROUP

Part 1 - Cover Letter

Presentation of the focus group
- identify recipient of letter (graduate, supervisor
or both)
- how / why participants were chosen
- brief description of what led to validation study
- purpose of the validation study
- how data will be used
- importance to improve operational effectiveness
- authority for validation

Instructions for the focus group

- interview method (telephone, in-person, virtual)
and location of the focus group if applicable
- date and time of the focus group
- approximate time required to conduct the focus
group
- approximate number of questions for the focus
group
- how information from the focus group will be
recorded (i.e. taking notes, digital recording, etc.)
- how the focus group questions will be sent in
advance
- point of contact for further information

Part 2 - Data Collection Questions

D 3/5
Annex D – Assignment 2 – Checklist

ITEM UN
SAT COMMENTS
SAT
Demographic information
- rank
- element
- military occupation (if required)
- present employment position
- time employed in current position
- current employment location
- whether or not current position requires this
training
Training specific questions
- capture respondents’ opinions related to tasks
and training improvement to include:
o opening / introductory questions
o follow-up questions
o transition questions
o ending questions
- cover all tasks from the baseline
- ask closed-ended questions and open-ended
questions
- relevant questions about experience on the job
o tasks performed
o confidence level
- relevant questions about training
o tasks overtrained / undertrained / not
trained at all
o level of satisfaction with course
o timing of this course in career
- indicate how information for follow up questions
and discussions will be handled

ADDITIONAL COMMENTS
Strengths: Areas of development:

The candidate has received a debrief and seen the content of this assessment
Overall Assessment (circle one) PASS FAIL
Name Date Signature
Assessor
Candidate

Assessment notes:

1. Failure to appropriately complete any item of the above checklist (for which data collection tool has
been created) means failure of this assignment and failure of Performance Check (PC) 002 part 1.

D 4/5
Annex D – Assignment 2 – Checklist

2. As per the Training Validation (AIBF) Training Plan (TP), “a candidate will normally be permitted 1 x
repeat PCs on any failed PO to a maximum of 2 x POs […]”. The candidate will received remedial training in
the form of individualized feedback / discussion with the instructor, before being given a supplementary attempt
to modify and resubmit the PC.

3. If still unsuccessful, as per CFTDC SOP 4000-2 “CFTDC Student Progress Review”, an Independent
Review Board (IRB) or a Progress Review Board (PRB) may be convened. See the Assessment Plan in Annex
C for further details of each assessment.

D 5/5
Annex E – Assessment Plan

Ref: Training Validation (AIBF) Training Plan, 14 Apr 2009, Annex B - Assessment Plan

PC/EC Scope Purpose How When Time Resources Limitations Impact

PC 001 EO 001.01 – To assess the Practical At completion of N/A Office workstation, Candidate will not be IRB/PRB process applies
EO 001.03 candidate's ability to assessment EO 001.03 scenario, access to expected to plan strategic
plan a validation based on a DIN, references validation. The planning will
scenario be limited to the scenario and
may not take into
consideration all factors
involved in planning
PC 002 EO 002.01 To assess the practical At completion of N/A Office workstation, Candidate will not be IRB/PRB process applies
candidate's ability to assessment EO 002.01 scenario, access to expected to plan strategic
Part 1 create a validation based on a DIN, references validation. The planning will
tool scenario be limited to the scenario and
may not take into
consideration all factors
involved in conducting a
validation including:
- conduct of validation via
interviews or observation
PC 002 EO 002.02 To assess the practical At completion of N/A Office workstation, Candidate will not be IRB/PRB process applies
candidate's ability to assessment EO 002.02 scenario, access to expected to plan strategic
Part 2 analyze validation based on a DIN, references validation. The planning will
data scenario be limited to the scenario and
may not take into
consideration all factors
involved in conducting a
validation including:
- conduct of validation via
interviews or observation
PC 002 EO 002.03 To assess the practical At completion of N/A Office workstation, Candidate will not be IRB/PRB process applies
candidate's ability to assessment EO 002.03 scenario, access to expected to plan strategic
Part 3 report validation based on a DIN, references validation. The planning will
findings scenario be limited to the scenario and
may not take into
consideration all factors
involved in conducting a
validation including:
- conduct of validation via
interviews or observation

E – 1/1