In continuing education, it is necessary to evaluate the knowledge and skill levels the participants attain. Additionally, it is important to know how a participant's superior evaluates the subordinates' performance in the workplace. We examined the participants' (i.e. subordinates') self-evaluations and the superiors' performance-evaluations one week and, again, four weeks after our courses for embedded software engineers. The results showed that one week after ending a course, the participants mark relatively high scores in the self-evaluation task, while the superiors' evaluations attain the same level as the participants' scores four weeks after ending the course. These results demonstrate the effectiveness of the continuing education for embedded software engineers, and suggest that the participants' self-evaluations and the superiors' performance-evaluations may consist of different evaluation feedback systems.
