It's been my experience that people who select and evaluate trainers are (or ought to be) extremely knowledgable about training. Much like... the people who cast a show actually know what makes a good cast and have experience selecting a cast. So, just having a list and descriptions about what makes a good trainer is only part of the equation.

Here is a quote from another very recent post under Training Fundamentals, posted Ap. 22, 2008 (under the title: "Leaving Out the "I" factor"):

"....most trainers will want to place their own mark on any training material and I have seen the same training materials run by many trainers and the output is usually quite different."

This is an alarming statement showing that there is indeed a very great need out there to evaluate your trainers. Unfortunately, a lot of trainers don't want to be evaluated! It's like the fox guarding the hen house.

So, good for you Cre81vekay! And good luck with your endeavor.

I agree that trainers, instructional designers, etc. should be evaluated...like ANYBODY in ANY job should be given the opportunity to have goals and specific criteria to which to aspire and then get constructive feedback on how to grow and develop professionally. My point was that having a list for how to do that is only a part of what you need to make it all happen well. This is just like any other performance review procedure issue.