2. Program Evaluation Model
Aunt Marie’s has used Reality Therapy to assist
social services and case managers with effective
case management skills. The agency would like
to assess the training program on it’s
effectiveness. The program is usually a seven day
program, which is facilitated by a trainer outside of
the agency.
3. Program Evaluation Model
The training has not been evaluated.
The agency would like to determine if the effort of
implementing this training has a positive result.
The agency would like to make sure that the
results of this training will do exactly what it say’s it
will do for case managers.
5. Program Evaluation Model
Are the case managers more engaging in their
work? Are the correct skills used to encourage
client interaction? Are case managers allowing
clients to help make the plan for their lives?
William Glasser started teachings on reality therapy.
6. Program Evaluation
Reality Therapy is the method of counseling that
Dr. Glasser has been teaching since 1965. Reality
therapy is firmly based on choice theory and its
successful application is dependent on a strong
understanding of choice theory. ( WGI US, 2010)
7. Program Evaluation
The agency will use the Kirkpatrick evaluation
model as a focal point for determining the
effectiveness of the Reality Therapy training. The
agency will also base part of it’s determination
from the ROI method, which is the “show me the
money” method.
8. Program Evaluation
The ROI stands for return on investment. Aunt
Marie’s spends money to pay an outside source
for this training. The agency wants to see a return
on their investment.
10. Program Evaluation Model
Level I – How did Aunt Marie’s
employee’s feel about the training
overall? (Kirkpatrick, 2008)
A survey should be used to determine how the
learners feel. This survey will be created through
survey monkey and sent to employee’s via email
so that the employee’s can have privacy and think
about their answers.
11. Program Evaluation Model
Level II – What did the learners learn? What skills
were developed or improved? What attitudes
changed? (Kirkpatrick, 2008)
Aunt Marie’s employee’s will show new skills
observed by managers. The positive attitudes will
be shown when working with clients. The clients
will be more receptive to services.
12. Program Evaluation Model
Level III – Evaluation of Behavior
There are several reasons that practitioners give in
response to the question as to why level 3 evaluation should
be conducted:
* We want to see if trainees are actually using what they
learned in a learning event.
* We want to see how often trainees are using what they
learned.
* We want to see exactly how trainees are using what they
learned.
* We want to see if training makes a difference in how
people do their jobs. (Binkerhoff, 2008)
13. Program Evaluation Model
Level III cont.
The clients will be more receptive to services.
Case managers better with being engaging.
14. Program Evaluation Model
Level IV – Results
Atopic of interest to trainers and clients alike is
what impact or results did a training initiative have
on the organization. (McCain, 2008)
Is there an increase in clients signing up for case
management?
Are the current clients more attentive and
engaging with services provided?
15. Program Evaluation
The training at Auntie Marie’s would consider the
overall impact and results. The organization would
need to see that the case managers skills are
enhanced, client engagement is better as a result
of the training. If this is the case, client
participation goes up and grants increase due to
positive results.
16. Program Evaluation Model
We won’t know the truth about the training if we
don’t evaluate!
The results go back to the ROI. Aunt Marie’s will see
the return on their investment in the end.
17. References
Brinkerhoff, R.O., & Mooney, T.P. (2008). Chapter 30: Level 3: Evaluation.
ASTD Handbook for Workplace Learning Professionals, n/a.
Kirkpatrick, D.L. (2008). Section VI: Measuring and evaluation impact –
Luminary Perspective: Evaluating training programs. ASTD Handbook for
Workplace Learning Professionals. n/a.
McCain, D.V. (2008). Chapter 31: Level 4: Results. ASTD Handbook for
Workplace Learning Professionals, n/a.
(2010). Reality Therapy. William Glasser Institute. Retrieved from
http://www.wglasser.com/the-glasser-approach/reality-therapy
