Evaluation And Evaluation Of Evaluation

Evaluation And Evaluation Of Evaluation
Participant–oriented approaches to evaluation at present include many different models, but they
share one thing in common that they all use stakeholders in the program to assist in conducting the
evaluation. However, they may use them to attain different goals and employ in different ways. This
mini paper will present three evaluation approaches that involving stakeholders in the evaluation
process, which are participatory evaluation, developmental evaluation, and empowerment
evaluation. Participatory evaluation Jean King in the Encyclopedia of Evaluation defines
participatory evaluation as "an overarching term for any evaluation approach that involves program
staff or participants actively in decision making and other activities related to the planning and
implementation of evaluation studies" (Fitzpatrick, Sanders, and Worthen, 2011, p.199). However,
the type and level of stakeholder involvement will certainly vary between different types, for
instance between a local level impact evaluation and an evaluation of policy changes (Guijt, 2014).
Therefore, it is essential to consider the purpose of involving stakeholders, and which stakeholders
should be involved and how, in order to maximise the effectiveness of the approach. Participatory
evaluation are distinguished by four characteristics, as follows: 1. Direct and active participant
involvement over time in evaluation planning and implementation. It is stakeholder based or
consumer focused. 2. Participants ownership
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Center Evaluation
As I read through this chapter, I realized that evaluation of a center is an idea I'm unfamiliar with.
I've participated in evaluations of myself as well as evaluations of college courses. There is much
more to evaluations than just a number that is given. I feel that evaluations give a center the
opportunity to look into what they are currently doing and then further improve themselves. The
important parts of having a center evaluation include review goals, the needs of families and
children and finally for the future planning of the center. The director and/or the board of directors
may collaborate together in the evaluation process. There are three major evaluation components
that go along with evaluating the center. The three components include the staff, the child and the
program as a whole. ... Show more content on Helpwriting.net ...
Letting the staff know up front at hire, when their first evaluation will take place. An evaluation of a
staff member begins when a director reads the staff its job description. This allows the staff member
and director to talk about what is expected of them. For me personally, I remember when I went
over the job description with my current director. One of the expectations was to carry up possible
30–40lbs and running after children. This is when I was able to discuss with my director my knee
and hip situation and why at times I may not be able to do those tasks. The discussion went way
better than expected and now my director knows why I may be sitting down or not running out
during outside time. As a staff member continues to go through the evaluation process, it's important
for director to evaluate on many different levels. The one part I found interesting from the book was
when it stated that a director shouldn't just look at how a staff interacts with the children but also
how they interact with other

Performance Evaluation : Performance Evaluations Essay
Performance evaluations are significant tools to assess how well an individual or a team is
performing as well as to help improve quality, productivity, and efficiency. However, because work
has become more team–oriented, performance appraisals now tend to focus on measuring how a
team's output rather than how an individual performs his or her duty. Most of the time, individual's
rating is translated from group performance, which raises a lot issues of fairness and equity when a
person does not get what he or she deserves. Therefore, in addition to evaluating the group's output,
it is essential to determine individual's contribution in order to eliminate the complication. This is
not always easy, but developing meaningful metrics can help find and implement the right approach
to evaluate individual performance, specifically in the two different situations where a team in a
typical college course and a team in an organization that hopes to make significant improvements to
their organization over the next two years. A team in a typical college course As team–based projects
become inevitable in college classrooms, instructors and team leaders are constantly in search of
various tools for members to effectively evaluate one another. Even though creating evaluation
methods can be a little daunting, the peer evaluation can be constructed by articulating specific
criteria and ensuring honest participation. For instance, one can rate each team member base on the
following rubric:

Evaluation Of Evaluation And Assessment Essay
Evaluation and Assessment. The best practice of evaluation and assessment include the evaluation in
each courses and the overall assessment of the whole program. Evaluation and assessment section is
an inevitable portion of quality control. DE with much integration of technology, especially needs
evaluation and assessment. In the OU of the UK, the Governance Effective Reviews take place
every year. In the website, it states:
An annual effectiveness review appraises business and decision–making against the terms of
reference for all University committees providing opportunity to consider and implement changes
when required, and between major governance reviews. A more detailed (major) review of
effectiveness and performance benchmarked against guidance set out in external Codes of
Governance, regulatory requirements and good practice elsewhere in the higher education sector is
intended to take place every five years. (Academic Structure, n.d., Section 3)
In the OUC, the professional quality assessment does not exist both internal and external. The
existing quality assessment mechanism is superficial and not functional. Due to the concept of
saving face, few colleagues or leaders want to criticize other teachers. In the schools, the faculty
believe in Guanxi, which is the widely used unspoken soft power. Generally, colleagues want to
build their network of Guanxi as soon as possible. The immediate supervisors also want to build and
enlarge their network, so they do not want to

Evaluation Of The Execution Of An Evaluation
Program Evaluation Chapters 11 & 12 Warranting the execution of an evaluation is not practical
reality for all programs, policies, organizations, as it is imperative for the evaluator to assess all
factors. More specifically, "The temptation to evaluate everything may be compelling in an idealistic
sense, but it ignores many practical realities" (Fitzpatrick, Sanders & Worthen, 2011, p. 259. Ones'
ability to identify appropriate opportunities requires essential skillsets, knowledge, and the ability to
analyze each condition. In today's society the primary drive behind an evaluation is due to a
mandated funding source, thus seeking accountability regarding public funded programs
(Fitzpatrick, Sanders & Worthen, 2011). Identifying the purpose of the evaluation is often times
vague, requiring the evaluator to examine significant materials pertaining to the stakeholders, as
well as properly identifying objectives and expectancies held by the stakeholders (Fitzpatrick,
Sanders & Worthen, 2011). This process requests the evaluator to review the purpose of the
program, the users, the program, program theory, relevant resources, and appropriate contextual
issues. The evaluation process can have significant positive impacts on both the stakeholders and the
evaluator, as communication, knowledge, and relationships are established. Thus, "Evaluation can
also educate stakeholders, empowering them to become active in the evaluations, by helping them
gain skills in questioning

Training And Development Evaluation : Evaluation
Training and Development Evaluation
James Hooks
Brandman University
OLCU 646: Training and Development
October 19, 2014
Theoretical Framework
Performance improvement and organizational development professionals work to ascertain
measurable benchmarks of talent functions, often through scientific, systemic processes (Kaplan &
Norton, 2001). Organizations that seek successful performance require indicators of effectiveness,
as the evaluation of organizational effectiveness provides to training and development professionals
essential feedback to promote organizational success. It also delivers critical information to
organizational stakeholders, from employees to the community. It is challenging for organizations to
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While flexible, Kirkpatrick's framework is utilized by organizations to determine their return on
training investment, and their effect or organizational performance.
Definition and Measurement of Kirkpatrick's Evaluation Framework
Kirkpatrick believed that evaluation was an oft–neglected factor of existing organizational training
models (Kirkpatrick, 1994). He developed the four levels of evaluation model to urge organizational
leaders to increase evaluation efforts. Measuring the effectiveness of training deliverables for an
organization is essential to its success; one does not want to expend energy on training that does not
deliver a good return on the time investment. The four level models of training assists in objectively
evaluating the training's impact and effectiveness, so that it may be developed and perfected in the
future.
Reaction. The reaction level of Kirkpatrick's evaluation framework measures how organizational
members are being trained, and how trainees feel about the training (DeSimone & Werner, 2012). It
is important for trainees to determine that any training they performed was a valuable experience,
which includes: their feelings about the instructor; the methods used that the instructor coached
them; the topic of the training and its

GLSA Evaluation
Evaluation The evaluation of the programs functioning under the GLSMA was a very important
component of the law, as grant recipients were required to evaluate their services on a consistent
basis. There were several different evaluation methods that were utilized to track the implementation
and outcomes of the GLSMA programming (Goldston et al., 2010). The Suicide Prevention Data
Center (SPDC) was developed to allow grantees to collect and manage data obtained from their
prevention and early interventions programs. In doing so, they were complying with the GLSMA's
requirement of participation in the National Incomes Evaluation. This online system allowed
grantees to share their evaluation activities, manage their data, and disseminate ... Show more
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House Republicans proposed the clause, as many did not believe that suicide should be discussed
openly in schools without parental permission ("Suicide Prevention Funding", n.d.). However,
requiring parental consent could seemingly defeat the original purpose of the legislation. This
amendment was based on the ideology that parents know how to best educate their children.
However, it was argued that this clause could limit young people's willingness to access services, as
they would be required to inform their parents, which could pose issues for many youth ("Suicide
Prevention Funding", n.d.). Additionally, the clause could negatively impact lesbian, gay, bisexual,
and transgender youth. It could deter them from seeking help due to fear of parental rejection, even
though they are at an even higher risk of suicide ("Suicide Prevention Funding", n.d.). Although
there were no major unintended consequences identified in relation to the programming under the
GLSMA, it is evident that its parental permission amendment could pose problems for the
population it aims to

Evaluation Of A Formative Evaluation Plan
{ Christina May Weems } February 26, 2015 WBID Evaluation Plan Christina Weems DeVry
University EDUC 543 February 26, 2015 Table of Contents Part A: Formative Evaluation Plan 3
General Evaluation Information 3 Evaluation Criteria 4 Evaluation Matrix 5 Effectiveness 5 Appeal
6 Efficiency 6 Stakeholders 7 Evaluation Materials 8 Part B: Preliminary Summative Evaluation
Plan 8 General Evaluation Information 8 Materials Being Evaluated 9 Design Plans 9 Prototype &
Website 9 Summative Evaluation Plan 9 Data Collection & Analysis Timeline/ Gantt Chart 10
Sample Student End Course Survey 11 References 13 Part A: Formative Evaluation Plan General
Evaluation Information During web based instructional design (WBID) and development, formative
evaluation will occur from school experts including the schools technology manager, assistant
principal of curriculum, and the business department chair. They will review the materials presented
in the WBI (web based instruction) elements for design, content, graphics, structure, message, and
technical specifications. Formative of the final WBI prototype will take place as a small group of
students (one section) field test the WBI over a term. Test and assignment scores, student
participation, surveys, and discussions with students will assist with determining the relative
successes and failures of the program as well as areas that need improvement. The overall goal is to
determine if student learning is enhanced through

Formative Evaluation
Influence of the formative evaluation In this section, I will analyze the meaning attached to the
feedback provided in the final summative evaluation in a question by question format. I am better
equipped to make career decisions. I was hoping to reach a higher median than 3,5 in this category
since this is was the program's primary focus. I believe that this goal was being realized towards the
end of the program during the performing stage. Until we adjusted the activities in our program to
have less self–reflection and more discussion about the real world, we were not fostering this goal. It
would have been wise to read more articles on youth engagement before starting the program. I now
have a clearer vision of my future. One participant ... Show more content on Helpwriting.net ...
I expected this category to receive a low rating since we completely removed any self–reflection
from our program. This is far too demanding from a young population that has not experienced
enough of life to determine what it is they want. It is also my suspicion that a group setting is a not
appropriate for any self–reflection. Participants may fear the judgment of others, for example. I am
more conscious of my qualities. This was originally the objective of one of our sessions. We ended
up removing this objective and it's attached activities from the sessions to make room for more
immediately applicable information. This objective became irrelevant to us, but the 3,5 median
rating suggest we had some small impact on this dimension. I have taken action towards the goals I
outlined in this program. This question is used to see if there were any lasting effects of our program
as we went through it. A 3,5 rating suggests that there was some action being taken by participants
as we moved along the program. More discussion about their particular obstacles could have helped
participants take action and thus improved the score on this question. The facilitators communicated
information

Evaluation And Evaluation Of Evaluation
Intro
Evaluation theory is a broad term, there are many different theories and models to follow in an
evaluation. An evaluator can pick any when doing an evaluation, however each as a ground
framework they start with. That starting theory can show up when they first begin an evaluation.
However the evaluation determines the theory used to best address the problem or program being
evaluated. I interviewed an evaluator, Person A, who explained that every evaluation and assessment
is unique, so her approach was holistic to try to see every necessary variable and she used mix and
match theories she knew to best address the current issues, sometimes changing models when
necessary. For the start of planning an evaluation, one should choose a ... Show more content on
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One example of a process evaluation she does is to find out student satisfaction of services and to
address any inefficiencies. Last year a survey was emailed to students who used the service at the
end of the year. Some strengths of this evaluation was their data collection and survey method were
more efficient after upgrading from paper to electronic resources. With an emailed survey they got a
higher response rate than using paper surveys. However the responses rate was still low since the
survey was sent out once at the end of the year. Person A wanted a higher response rate so she
implemented a change by sending out the survey to students shortly after they used the service so
she will continuously collect data and be able to analyze it at the end of each semester. More
students have replied since the survey was sent out right after their use instead of asking them about
their experience months later.
Evaluation theory shows up in an evaluation by the model chosen to plan the evaluation. As
mentioned earlier Person A approaches each evaluation holistically and mix and match since every
evaluations is different. She believes this because to make improvements, one needs to constantly
assess weaknesses, address them and always strive to keep improving and learning. In always trying
new methods to improve and see all the variables so we can constantly improve, empower and

Evaluation Techniques
TASK–3
P3.1: Preparing an evaluation on introduction training program
At the leading period of techniques the risk analysis confers the methods to finding and addressing
corporate risks, security and survivable threats. The additional discussion of approaches is inability
evaluation defines the variety of new and observational lines recycled to control the inability of
scheme types in all phases of the scheme growth existence set. Figure: Evaluation techniques
Source:
Risk analysis: The evaluation techniques are described in HSBC some generally castoff outfits for
possibility managing together with disappointment styles and belongings exploration and
responsibility hierarchy breakdown. These implements are malleable and can be recycled ... Show
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The HSBC bank gets effectiveness by evaluation techniques on the training event which is based on
HSBC objectives such as
Measuring inability on budgets: The HSBC financial valuation of a training group is vital in that it
runs valuable visions into Return On Investment (ROI). This debt of HSBC is rest on assessing how
radiant the staffs applied the talents which are knowledgeable in the training event.
Reviewing to the learners: To the greatest simple evaluation of training events fulfilment generally
the trainer will pointers out a review at the finish of the sequence to understand how the members
responded to the training. HSBC send out an automated review to extent satisfaction charges with
our training developments.
Future training program background: In HSBC basic is for reliable ability up stage not ever
misplaces its standing. Come again was said to be an operative training stage in the former could not
be so currently. HSBC need to unceasingly adjust it to outfit on their current requirements. This is
conceivable when this bank get to recognize how active the previous training policy existed.
P3.3: Reviewing the success of the evaluation methods used.
In general, the measure of the assessment task compares with the proportions of the activity. More
than a few activities have an evaluation element which is self–governing of the working unions in
HSBC. HSBC discovery that upholding a self–determining evaluation entity types

Evaluation Of A Peer Evaluation System
Peer Evaluation System Name: Institutional Affiliation: Introduction Peer evaluation is a term that
gives a description of the assessment progress that allows learners to self–evaluate their
performance together with that of other learners. Peer evaluation is a valuable assessment that is
required in the organization. Any firm that implements peer evaluation has records of high
productivity. The company uses information from the outcome of the assessment to improve on the
working conditions of the workers. In addition, learners who are beneficiaries of peer evaluation
have the task of assessing the thinking capability of their peer members and measure how their
contribution could benefit the organization. The assessment procedure double–checks the capability
of all the learners and their contribution to making the company productive. Peer evaluation is a
process that involves activities like listening, problem solving and analysis. The activities above
help in ensuring that the company succeeds in the implementation of strategies that the evaluator
was evaluating. The procedure of peer evaluation is significant especially in the time of sharpening
the skills of the workers. As a major role in the company, peer evaluation helps in exposing
capability of the worker. The use of the concept in the company assists in giving group members
with an opportunity of facing the reality. Members participating in the activity will have the chance
of learning new things first from

Evaluation Of A Clinical Evaluation Essay
With the continuous changes in healthcare, evaluation of students' clinical knowledge and skills
relies on the need for continuous evaluation. Evaluation is the process of using data to make
judgements about students' individual performance. Evaluation of clinical performance provides
data from which educators use to judge the extent to which students have acquired specific learning
outcomes (Billings & Halstead, 2016). With the use of best practice evaluation methods, clinical
performance can be evaluated to ensure quality patient care. Educators face a challenging task when
providing evaluation that is fair and reasonable. Tasked with evaluating students in the clinical
setting, educators can evaluate how students integrate theory and apply it to real–life situations.
Observations of performance in the clinical setting should focus on the outcomes to be met and
competencies to be developed (Oermann & Gaberson, 2014). Developing a clinical evaluation tool
to determine whether students can think critically, prioritize problems, and complete patient care
procedures correctly is essential. There are a variety of evaluation methods to use in nursing
education. Depending on the learning outcomes to be measured will determine which tool best
evaluates the students' performance. Clinical practice is an essential and highly significant
component of nursing education. Education programs are obligated to respond to government
requests for well–educated healthcare professionals.

Methods Of Program Evaluation. Evaluation Research Is Offered
Methods of Program Evaluation Evaluation research is offered referred to as program evaluation,
which indicates a research purpose, not a specific research method (Maxfield, 2015, p. 280). The
evaluation research purpose is to evaluate the effects of policies, for instance, new sentencing laws.
There are many types of evaluation research, such as problem analysis, evidence–based policy, and
evidence generation. The purpose of this paper is to show the important of evaluation research
through an evaluation research publication.
Publication Bias in Medical Informatics Evaluation Research
The article is called "Publication Bias in Medical Informatics Evaluation Research: Is it an issue or
not?," written by Christof Machan, Elske Ammenwerth, ... Show more content on Helpwriting.net ...
This will find if there is a big influence of publication bias and to give comparable statistics to this
question a random sample of eighty–six references were taking from a database. The database was
based on explanative and evaluation approach, which was more quantitative. While the second
question was about the statistical assessment of publication bias that asked to what extent is a
statistical assessment of publication bias for evaluation studies in health informatics possible
(Machan, 2006). This question allows for a scatter plot classifying every single study by effect size
and study quality. In order to achieve the researchers had to find a certain number of studies
evaluating the systems, measuring the same effect and providing quantitative data for effect size and
study quality. The evaluation research done for this question was physician order entry system, drug
prescription system, and more quantitative. Whereas the third question was quality of reviews and
meta–analyses that asked are there more systematic and narrative reviews or more meta–analyses
referenced in the database and do most of them draw positive, neutral or negative conclusion
(Machan, 2006). Also, asked if there is an issue of publication bias being dealt with by the

Evaluation Of A Summative Evaluation
Component Two
Type of evaluation The type of evaluation that will be conducted will be a summative evaluation.
The summative evaluation will be conducted at the end of the program to see if the goals of the
program were accomplished. Were the children able to learn about nutrition
Evaluation Goals
1) To determine if this program is successful in educating the children in various cooking
techniques.
2) To help children in a low income area discover affordable ways to meal preparation.
3) To determine if the program can be conducted in other low in come areas.
Evaluation Questions
1) Are the children committed to coming to the class on a weekly basis?
2) Is the program providing the children with life skills they can apply at home?
3) Are the children enjoying the program?
Rationale
The rationale of this evaluation is to confirm that the goals of the program are being meet. That the
children are being educated in making healthy choices and participating in the program. In order for
the evaluation to be accurate research needs to determine if the program will be effective.
Component Three
Literature Review Learning how to cook is an essential life skill that not only children need but
youth as well. In an article by Jessica Herbert and her fellow authors they mentioned how by
participating in a cooking program it helps children gain a new perspective on cooking (Herbert et
al.2014). Mardie Townsend mentioned in the article Volunteering in a School Kitchen Garden

Evaluation Of A Training Evaluation
PART C
TRAINING EVALUATION
Contents
Part C – TRAINING EVALUATION 2
1. REACTION 4
2. LEARNING 4
3. BEHAVIOUR 4
4. RESULTS 5
REFERENCES 6
APPENDICES 7
APPENDIX A 7
Participant Evaluation 7
APPENDIX B 8
Part C – TRAINING EVALUATION
This section is concerned with evaluation of the programme. This model has five stages and is
illustrated in the Training Evaluation Model diagram.
Each stage corresponds to specific data categories:
Describe the outputs. Outputs are descriptive data about the training programs and participants,
including demographic data.Pre–training assessment. This step uncovers the employees' past
experience as well as current competencies, learning needs, and expected application of learning.
Post–assessment (reactions). This addresses participants' reactions to the training experience– for
example, their learning environment, format and instructor methods, general satisfaction.
Post–assessment (learning). This piece is a self–assessment of knowledge or skills gained and the
participants' expected application of learning.
Follow–up. This process may include several methods to assess the outcomes and effect of training
programs over time.
Our model draws from principles in Donald Kirkpatrick's four–level model, in which evaluation
questions fall into the following categories: Source: lecture notes
Reaction: How was the training overall? What did participants like and dislike?
Learning: What knowledge and abilities did participants learn at the

Evaluation Of A Program Evaluation
Program Evaluation Time–Out is the title for the proposed program, providing prevention and
solution–based services to African American high school student–athletes in Hampton, Virginia
(Baskerville, 2015). To begin with, this paper will provide a comprehensive program evaluation
model for the program. Secondly, it will outline the evaluation framework the program will use to
evaluate the program. Next, the paper will provide a timeline detailing when critical evolution task
for the program will take place. Leading to, how program evaluation will maintain the program's
sustainability. From there, the paper will explain how the evaluation results will be shared with the
stakeholders and the community. In conclusion, it will discuss strategies to create a culture of
evaluation within the program. Theoretical framework The program evaluation begins with the
program design to assess overall effectiveness and efficiency of implementation of the program
(Calley, 2011). To illustrate the program evaluation, a theoretical framework has been developed
using Calley's Comprehensive Program Development Model's for the proposed program, using the
three major evaluations: fidelity assessment, process evaluation, outcomes evaluation. Fidelity
Assessment Fidelity assessment evaluates a program's ability to implement its original program
design. With that said, the Treatment Fidelity Assessment Checklist will be used to assess the
program's fidelity. In other words, the

Performance Evaluations : The Performance Evaluation Process
Performance Evaluations are a headache to many managers in the employment community. They
can make it difficult to have a great workplace connection. In addition, they make it hard to
accomplish goal performances. The performance evaluation system is a dislike process by em–
ployees and their supervisors. According to Chan & Yung (2002), "The performance evaluation is
quite subjective since it relies on the individual judgements of supervisors who have different per–
ceptions of the process performance" (p. 237). According to research, majority of personnel hates
the performance evaluation process from beginning to end. It is known that managers really hate the
day to day procedures when it comes to finalizing a performance evaluation. In order to be an
effective manager, they will need to have the distinguish traits. This paper will explain if there is a
profile need for a manager that struggles during the performance evaluation process. Now on the
other hand, it is important for managers to understand the key elements of the performance
evaluation process. The main reason that many managers hate the performance evaluation process
initially is that it's aggravating. The initial reason for managers disliking the performance evaluation
process is because they do not know their workers. In addition, there many instances when the
managers will have to rely on others to paint a picture of the employee during the performance
evaluation process. There are

Consider how you would evaluate your program relative to each of the components. Linnan and
Steckler (2002) describe the following key process evaluation components: Context–aspects of the
larger social environment that may affect implementation; Reach–the proportion of the intended
audience to whom the program is actually delivered; Dose–delivered–The amount of intended units
of each program component that is delivered; Dose–received–the extent to which participants
engage with the program; Fidelity–the extent to which the intervention was delivered as intended (
Bartholomew et al., 2011. p.526). Program evaluation is an important tool to show that the health
interventions have been effective and they also intend to improve the health of the target population.
Evaluation helps define the worth of a program. It is imperative to conduct program evaluation in
order to provide feedback to improve the effectiveness of the program. Evaluation plans should be
developed at the beginning of the health program interventions. The CDC framework for program
evaluation is comprised of the following steps:1) Engage stakeholders; 2) Describe the program; 3)
Focus on evaluation design; 4) Gather credible evidence; 5) Justify conclusions; 6) Ensure use and
share lessons learned. Also listed are the four standards for assessing the quality of evaluation
activities: utility, feasibility, propriety, and accuracy (CDC, 2013). According to an article in the
CDC (2013), "As noted in the

Evaluation Of A Student Evaluation
Students were given a candidate evaluation form to evaluate me as their teacher. The students
received this form on October 15th 2015, and the form was due back by the end of the class period. I
instructed the students not to put their name on their evaluation, as this is an anonymous evaluation.
My intentions for stating this, is for the students to know that I would not use the information they
wrote against them in any way. Once they finished they were to pass them up to the front tables. The
chart following displays 19 students' evaluations. The students' responses were mostly positive,
which was great to see while evaluating the evaluations. One of my strengths were "expecting all
students to learn", which didn't surprise me because I make sure every student knows I believe in
them and expects them all to give their very best in my class. For all of my students to see this, it's a
given that another strength would be "treats all students fairly". My goal is to make sure every
student is given the same opportunity and know my main goal is that they learn the information in a
safe environment. I am a firm believer that as an educator you must know your content, but you
must be able to deliver the information to the students. My students feel that I know the content, but
I also want them to see that I am able to deliver the information to them to meet all of their needs.
"Teaching the subject matter so I understand it" and "Uses different ways to teach the lessons that

Evaluation Of Evaluation And Performance Measurement
This paper is a review of Chapters 10, 11 and 12 in McDavid, Huse, and Hawthorn (2012) second
edition, Program Evaluation and Performance Measurement: An Introduction to Practice. Chapter
10 reviews performance measurements systems and how they are used, their effect and
accountability. Evaluators and program managers and their connection is reviewed in Chapter 11.
Additionally, how this connection is affected by the evaluation purpose and organizational contexts.
Chapter 12 deals with the methodology of a good evaluation and points out that there has not been
an agreed upon method of choice. This paper contains (1) an overview of the chapters, (2)
summarize the key points, (3) summary of the reading, and (4) underscore some
implications/applications for policy and practice at a local, state or national context. Chapter 10
discusses performance measures and the results that are used by the client (elected leaders). There is
question as to whether elected officials actually use performance information and or reports that is
supplied to them when making their decisions. The British Columbia (B.C.) Legislature, in 2000,
passed the Budget Transparency and Accountability Act, which was a law mandating annual
performance plans and annual performance reports for all departments and agencies and was
amended in 2001 (McDavid, Huse, & Hawthorn, 2012, p.379). Once in 2003, 2005 and 2007, all
elected members were surveyed each time the performance reports were received. In each

Evaluation Of The Role Of Formative And Summative Evaluation
Evaluation Evaluation is central to clinical supervision to perform as gatekeeping functions that
require responsibility placed on supervisors (Bernard and Goodyear, 2014). Evaluation provides
clear distinction between counseling and supervision (Inskipp, 1996). Distinction between formative
and summative evaluation is key when supervising (Bernard and Goodyear, 2014). Formative
evaluations provide direct and observational skill based feedback through weekly documentation for
supervisors to assess supervisees' effectiveness as a professional in training (Bernard and Goodyear,
2014). Summative evaluations provide an overall picture to decide whether goals and progress met
standards and expectations of supervisors (Bernard and Goodyear, 2014). Summative evaluations
used mostly in educational settings, seek to make decisions among supervisees. In conjunction with
supervisors and education coordinators making decisions about the supervisee, the amount of time
invested filling out evaluations is crucial to present clear and distinct assessments for those being
evaluated (Bernard and Goodyear, 2014). Supervisee Evaluation As evaluation involves supervisees
and supervisors, budding practitioners have difficulty being honest for fear of failure by supervisors.
This fear can in turn create anxiety that leads to low self–efficacy thus, less utilization of advanced
skills for distress in being evaluated (Timm, 2015). Utilizing person–centered counseling techniques
to ease

Evaluation Of Assessment And Evaluation
Assessment and Evaluation Introduction Assessment and Evaluation are two very different aspects
in the realm of education that appears to be fairly similar, both are the different sides of the same
coin which is testing. The marked differences in both assessment and evaluation are especially
important. Assessment refers to the referral and collection of data to describe or better understand an
issue, whereas evaluation is done by referring to data by comparing data in order to judge and
decide if the program or syllabus is up to a certain standard or quality. Assessment takes variables
into account, as patterns that are consistent in data that are liable to changes can be taken into
account. Assessment is the measurement of data, and the results the syllabus has produced, how
students have processed the material and the various approaches, both prior and after the whole
process. Educators will then be able to gauge student's progress and level in a subject. Both
assessment and evaluation will enable educators and the school administrators to tailor the syllabus
and program according to the type of students. Assessment is more of a progress – collecting data as
students progress along. Evaluation is a review of the whole journey, a summary of what students
have achieved, and what can be improved and altered to fit and cater to students. Assessments are
goal–oriented, objectives have to be reached, and achieved. To effectively evaluate, educators have
to have sufficient

Evaluation Of A Educational Evaluation Model
While reading through chapter 2 in our text, I tried to visualize each of the evaluation approaches as
they relate to my daily work. The one that allowed me to visualize the most and that related to me
more than the others is the CIPP Model for Program Evaluation, which is a decision–based
approach. Originally developed as an educational evaluation model, the CIPP follows a four–part
process that is largely led by questions that program directors have. Context. Input. Process.
Product. These are the four parts of the CIPP framework. Each of these seeks to answer questions
and guide the evaluation process. I related to this approach the most because I see this framework in
some shape or form in many aspects of my daily work. The following provides one example of how
this directly relates to my current position. Initial Program Focus: Rollout of educational technology
resources and equipment including but not limited to IWB's, iPads, and Macbooks after receiving
grant funding. Context: In looking at this area, the problem was that the sheer number of tools
granted to our program for use outnumbered the resources we had to implement them on such a
scale. The need for a professional development plan program rollout was of primary importance. In
this context phase, asking other staff questions around what they think are the primary needs to
address as well as identifying their most important needs is essential (which also gives this a
participatory feel).

Training Evaluation
Evaluation involves the assessment of the effectiveness of the training programs. This assessment is
done by collecting data on whether the participants were satisfied with the deliverables of the
training program, whether they learned something from the training and are able to apply those
skills at their workplace. There are different tools for assessment of a training program depending
upon the kind of training conducted.Since organisations spend a large amount of money, it is
therefore important for them to understand the usefulness of the same. For example, if a certain
technical training was conducted, the organisation would be interested in knowing whether the new
skills are being put to use at the workplace or in other words ... Show more content on
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While they can be used to improve the training, they should NOT be interpreted to show how
effective the training was. End–of–course evaluations (or "smile sheets") identify whether someone
liked the training or whether they thought the training was effective. Here are some tips for making
the most out of this type of evaluation: * Determine the purpose. * Create specifically for each
training: Avoid using "one–size fits all". If you have a standard form, customize it by adding
questions specific to your course. * Write majority of questions close–ended: Getting anecdotal
quotes from students is interesting and makes for good marketing. However, few of us have time to
conduct a content analysis on the comments. Use more quantitative measures. * Balance positive
and negative questions: Asking participants to list the most important things about the training
without asking about the least important things leads to an imbalanced, biased feedback. * Ask
questions about transfer and impact: Go beyond the traditional smile sheet. Ask "What, if anything,
will make it difficult for you to use your new skills on the job?" "Will your manager be able to help
you with your new skills?" "How confident are you that you will be able to use your new skills on
the job?" "How do you expect your job to change as a result of using these new skills?" * Provide
time: Give time and expect participants to use the allotted time to complete the feedback thoroughly

Professional Evaluation
Introduction
Professional evaluation are much needed assessments for all mental health professionals. These
evaluations are critical of keeping supervisees in boundaries with their clients, identify the
clinician's blind spots, discus area of practiced that may be deemed difficult, and establishes a
support to avoid professional burnout. Clinical supervisors has the responsibility of identifying areas
of the supervisees that may need attention for improvement. With the accessibility of supervision,
senior clinical colleagues can coach, mentor, and assist junior mental health professionals with a
stimulus of enhancements needed to further develop their quality of care.
The importance of evaluating supervisees by clinical supervision leaders ... Show more content on
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Firstly From a developmental perspective should discuss cultural awareness, technological
knowledge's, decision–making, interpersonal skills, clinical skills, analytical skills, and
communication skills. Secondly the administrative development should discuss methods, clinical
supervisors should also prepare a new clinical supervisees orientation which will covered an area of
areas such as reviewing orientation policies and procedures, conducting performance reviews,
documenting time, work, and experience, and reporting clients rights, incidents, ad ethical issues
that may come

Introduction The purpose of a program evaluation is to assess working programs and determine if
the outcomes are sufficiently effective (Houser, 2015). Program Evaluations are a type of action
research leading to improved programs and services for the designated populations. Feedback from
stakeholders is necessary to confirm the program is operating to the highest quality and standards
(Astramovich & Coker, 2007). The program conducted serves adult military personnel who are
diagnosed with Post Traumatic Stress Disorder (PTSD). The program implements Cognitive
Behavioral Therapy (CBT) through a twelve–week program consisting of twenty–four, sixty minute
sessions. The stakeholders include military personnel and their family, veterans and their family, The
U.S. Department of Veterans Affair, and the U.S. Government. The program will be dissected in
order to identify the goals, data and instrumentation, data analysis, and dissemination of the program
evaluation.
Goals of the Program Evaluation The first goal of the CBT program is to identify methods for
implementing CBT on to military bases to support military personnel who have been diagnosed with
PTSD. The first data point supports the goal through a qualitative focus group with the deliverance
of a psychoeducation on PTSD to military personnel and their families. A second data point to
support the program is the use of quantitative structured interviews with military personnel and
family members about their experience

Consider how you would evaluate your Program relative to each of the components Linnan and
Steckler (2002) describe the following key process evaluation components: Context–aspects of the
larger social environment that may affect implementation; Reach–the proportion of the intended
audience to whom the program is actually delivered; Dose–delivered–The amount of intended units
of each program component that is delivered; Dose–received–the extent to which participants
engage with the program; Fidelity–the extent to which the intervention was delivered as intended (
Bartholomew et al., 2011. p.525). Program evaluation is an important tool to show that the health
interventions have been effective and they also intend to improve the health ... Show more content
on Helpwriting.net ...
As such, it's important that the evaluation approach be useful, feasible, ethical, and accurate" (CDC,
2013). All the above components of the framework should be applied to the adolescent tobacco
program evaluation. What are your indicators for each component? The proportion of the intended
target audience (adolescents) that participates in an intervention (tobacco cessation) is often
measured by attendance. Reach is a feature of the target audience. Dose delivered is a function of
efforts of the intervention providers. The extent to which participants actively engage with, interact
with, are receptive to, and/or use materials or recommended resources (e.g., Web sites, videos,
brochures, newspaper advertisements, posters, telephone quit line, behavioral therapy etc.) (Linnan
& Steckler, 2002). Dose received is an attribute of the target audience and it measures the extent of
commitment of participants with the intervention (Linnan & Steckler, 2002). "Fidelity is a function
of the intervention providers. A composite score that indicates the extent to which the intervention
has been implemented and received by the intended audience" (Linnan & Steckler, 2002). According
to an article by Wierenga et al. (2013), "Of these eight components, six components focus on
implementation (reach, recruitment,

Evaluation Of An Effective Evaluation Process
Data gathering, reviewing, and analyzation is a very important step in an effective evaluation or
assessment process. The outcome as well as any subsequent suggestions are based on the data and
review provided during the initial process. Guerra–Lopez (2008) emphasized that the success of an
evaluation process is contingent upon five particular aspects about data and data sources: 1) data
relevance, 2) data collection, 3) evaluating data, 4) data reporting, and 5) avoiding data errors. These
five items contribute to an improved method and technique to build a better performance evaluation
and supports the statistical finds and the qualitative impact of the communicated results. Data is
used as a tool to measure various aspects within the ... Show more content on Helpwriting.net ...
133). Guerra–Lopez (2008) suggested some primary sources of data as those that most commonly
and readily available such as financial records, social input sources, and political realms. More
specifically, Guerra–Lopez (2008) claimed that an organizations internal sources of data input are
often used as a means to identify prior performance and assessments needs and results. These
sources identified by Guerra–Lopez are as follows.
Strategic plan: Management's source for communicating the organization's vision, business plan,
goals, and objectives. Describes the organizations prior outcomes and outlook for the future of the
company.
Annual reports: Identifies the immediate and potential future financial standing for the organization.
Project plans: List individual areas of concentration that connect directly with the organization's
overall strategic plan. It compartmentalizes the objectives of different divisions within the
organization based on function and potential.
Consulting studies: An independent study focused on a narrow window of assessment. These studies
are not evaluations in that they are not geared towards measuring the outcome of a program or event
but instead they are formed to review processes without labeling or assigning judgment or
measurements.

Evaluation Of A Employee Evaluation System
Introduction The company has an evaluation system that is not meeting the organizational objectives
or developing the employees. Problems have arisen with the current evaluation reporting system
because rating officials are too generous when evaluating employees. The organization's employee
evaluation format does not force the rating officials to be honest when evaluating their employee's
potential and performance. Rating officials are not trained on rating techniques and don't provide
quality feedback and establish employee goals that align with the organizational goals of the
company. Poorly administered evaluations can undermine employee morale and be used by
disgruntled employees against employers in litigation (Woodford & Doyle, ... Show more content on
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Additionally redesigning the evaluation form will help develop personnel by establishing clearly
defined individual goals and company goals that align with the organizational goals. Feedback is
necessary for this process to work. Employees should not be surprised when they receive their
annual performance evaluation because they have clearly identified goals that they must meet and
have received at least semi–annual feedback on the progress towards these goals. When everyone is
supposedly doing a fantastic job it makes it challenging to determine who the true standouts are for
promotions and recognition. Opponents of evaluations systems argue that evaluations lead to higher
turnover rates and added discontentment of supervisors and managers who loathe the time,
paperwork and discomfort that accompany the evaluation process (Woodford & Doyle, 2011). These
challengers must be reminded of the purpose of evaluations, they are used to reward, recognize, and
compensate employees who perform well. Summary of Problems with the Current Evaluation
System During the research on the importance of a successful evaluation system several problems
with our current system were identified. It seems most organizations face the same basic challenges
of communication, lack of supervisor training, and competing requirement being the biggest
challenge. Below are the

Evaluation Of The Training Evaluation Process Essay
Introduction
The training evaluation process is a necessary assessment of the benefits that the organization and
the trainee receive from training (Phillips, 2016), while the performance evaluation is an appraisal
process geared to improve employee's performance and skills after training (Gomez–Mejia, Balkin,
& Cardy, 2016, p. 206). These two assessment processes are critical for examining the effectiveness
of training and hiring process for the "Wines of the World" class dinner (or the Dinner) at the
University of Denver. Partnered with the African Community Center of the Ethiopian Community
Development Council (ECDC/ACC) who provides Commercial Food Safety and Service (CFaSST)
courses to help refugees get training in the hospitality industry and ultimately find a job, Knoebel
School hired CFaSST students to serve the dinner as the capstone for the course. Aware of the
various cultural background and English ability of the CFaSST students, students in human capital
class designed customized hiring processes and individualized training and performance evaluation
programs to maximize every CFaSST student's potential.
Upon the successful hosting of the event, the trainer determines that the training program for lead
server Zahra was overall successful, and the performance evaluation indicates that Zahra's
performance was well above expectation with possible future development in communication and
leadership. This report discusses the design of the performance appraisal from

Process Evaluation
A process evaluation is a tool utilized to identify the key components of intervention that are
effective and under what conditions. Additionally it also evaluates the extent to which a program is
being implemented as planned. A process evaluation can be broken down into six steps which are
depicted in the diagram below. In order to engage stake holders the process must begin at the
evaluation cycle. Stakeholders in regards to our program include those who are directly involved
with program operations. This includes the staff utilized to procure supplies and equipment, those
involved in the delivery of supplies equipment, those who distribute educational materials, those
that perform diabetic testing and those that interact with the target ... Show more content on
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Credible evidence is very important in order to ensure stakeholder engagement and to strengthen the
evaluation finding and recommendations. Credible evidence regarding our program will be gathered
from key indicators. A key indicator is a specific, observable, and measurable component that
supports the goal or premise of the program. Our key indicators include survey data, service
utilization, observations of staff, interviewing the target population and solicitation of feedback.
Specific milestones regarding these indicators are delineated in the program goals and

A Program Evaluation is an important factor in determining if an agency is producing successful
results. Usually a program evaluation is requested or brought forth by a specific concern that is in
need of being addressed. This type of practice–based research method provides agencies with
accountability. Sometimes a program evaluation is needed in order for some agencies to continue to
receive funding to keep their programs, to meet accreditation standards, and to ensure clients are
being helped by the programs (Royse, 2011). Before performing a program evaluation, it is
important to consider many factors such as time, resources, audience, and purpose. A time limit for
an agency evaluation could change the direction the evaluation goes. Resources are definitely an
important aspect of the evaluation. A lack of resources could result in a simpler process whether
than a copyrighted tool for an evaluation. The type of audience and purpose will in turn decide
which type of method is to be implemented. The written report should be prepared for the type of
audience that will be examining it. Each audience will require their unique writing style (Royse,
2011). For example, if the audience is a group of high school students, it would be necessary to
write in a less complex writing style.
Project Identification The project identified in this paper is of the Northeastern State University
(NSU) Social Work Practicum program. "The Northeastern State University 's Social Work

Evaluation Of A Peer Evaluation System
Peer Evaluation System
Prepared by: Saiaf Bareem
Prepared for: ALLAN CUTLER
Course: MGT4302_010 HR & Communications Project MGT.
Institution name: Algonquin College
2014
Introduction
Peer evaluation is a term that gives a description of the assessment progress that allows learners to
self–evaluate their performance together with that of other learners. Peer evaluation is a valuable
assessment that is required in the organization. Any firm that implements peer evaluation has
records of high productivity. The company uses information from the outcome of the assessment to
improve on the working conditions of the workers. In addition, learners who are beneficiaries of
peer evaluation have the task of assessing the thinking ... Show more content on Helpwriting.net ...
Members participating in the activity will have the chance of learning new things first from
themselves and lastly from others. Major emphasis is on the development of the value of
responsibility for individual member in the group.
Peer evaluation gives members with the chance of gaining knowledge when they exchange their
feedbacks about the contribution of each other. This means that the workers have the option of
choosing the best alternative for them and their peers in terms of what they consider as the truth.
After the evaluation, the final report from specific members would help members to improve their
performance in areas they are considered weak. In addition, peer evaluation gives members an
opportunity to improve on their overall performance within the company. The level of improvement
is subject to the outcome from the evaluation process.
Peer Evaluation
A group leader has the responsibility of controlling the members of the group whenever they are
evaluating each other. The group leader then assigns grades to individual members according to the
perceived performance of the member. In identifying the capability of a worker, the group leader has
to collect information from the peer evaluation activity. The idea is to use the evaluation process in
assessing the individual performance of the group member. In the performance of the functionality
of assessing the members, the group leader can use two major peer evaluation approaches: the

Evaluation Of A Performance Evaluation
Competency 317.1.6: Performance Evaluation
In this paper, I will discuss how to develop and how to recommend and implement an effective
performance evaluation process. To begin, I will define what should be evaluated in a performance
evaluation. I will than discuss and compare the relative value of common sets of evaluation criteria.
Next, I will explain how it can be advantageous to have supervisors, peers and subordinates all
participate in the evaluation process. Also, I will explain how it can also be disadvantageous to have
supervisors; peers and subordinates to all participate in the evaluation process. Then I will compare
and contrast common performance evaluation methods. I will also give examples of errors and
biases that commonly ... Show more content on Helpwriting.net ...
After discussing the three points of concern with the given company's current evaluation form I will
now discuss the most commonly used sets of criteria which should be evaluated in performance
evaluation. The three most popular sets of criteria that people are evaluated on are individual task
outcomes, behavior and traits. The first one I will discuss is individual task outcomes. This set of
criteria would evaluate an employee based on how much volume that person is generating for the
company. For example, if a worker is working on an assembly line and is producing a certain
amount of parts per hour and is generating a certain amount of scrap per hour as well this would be
an individual task outcome. The next popular set of criteria would be behavior. Behavior is a set of
criteria that is evaluated based off how well a employee is able to care and show how they can
contribute to the company in a positive manner depending on the job. For example, a elementary
school teacher would be evaluated on her behavior due to how well she interacts with her class. Is
she able to show compassion? Also is she able to show the children that she cares and loves for
them. The next set of criteria that I will discuss is traits. Traits are actually one of the least scored
criteria because they do not actually count on job performance like individual traits. Being able to
show that you are competent in what you are doing

Peformance Evaluation
Introduction The contents of this paper will reveal the performance evaluation process and how can
it become successful during the employee evaluation process. As well as is the process difficult from
the manager or the employee perspective's by also the revealing various traits of an effective
manager in the workplace.
After reading some material in our text regarding this subject as well as other research from various
outsides sources, I did come across why mangers do not like giving a performance evaluation. Let's
first discuss why some managers find the performance evaluation process difficult and why some
detests this particular process when the time comes for it. In my opinion the performance
management system are supposed ... Show more content on Helpwriting.net ...
I also would like to point out that some managers tend to forget that at one time they use to be on the
receiving end of receiving a performance evaluation and needs to remember how it that felt to now
do the same time to someone else at the beginning of their career.
There are managers that do struggle with the evaluation process; in further research Watkins
suggests "One of the paradoxes of leadership development is that people earn promotions to senior
functional levels predominantly by being good at blocking and tackling, but employees with
strategic talent may struggle at lower levels because they focus less on the details" (Watkins, 2012).
In my opinion some just do not want to be labeled the dream killer since the majority or a
performance evaluation is to see if that employee is ready for the next step and if he or she is
capable to take on more responsibility.
In my opinion some elements to a having successful employee process is by having and giving a
clear understanding to its employees while giving them the chance to provide feedback in planning
the evaluation and reorganization the process in order to warrant that the standards for
accomplishment are both unbiased and realistic. Including employees in the review process
produces an understanding of its true purpose and inspires willing input. According to our text it
suggests the idea that "Training to eliminate certain types of errors often introduces other types of
errors

According to Mertens and Wilson, program evaluation is a systematic method for collecting,
analyzing, and using information to answer questions about projects, policies and programs,
particularly about their effectiveness and efficiency. Stakeholders often want to know whether the
programs they are funding and supporting are effective. While program evaluation first focuses on
the effectiveness of the program, other important factors to take into consideration is cost of the
program, improvements that could be made, outcomes of the program, and usefulness of the
program. Evaluators help to answer these questions, and stakeholders have to work with the
evaluators in order to come to the best conclusion about the effectiveness of a program so that all
aspects are taken into consideration. Program evaluations can involve both quantitative and
qualitative methods of research. People who do program evaluation come from many different
backgrounds, such as sociology, psychology, economics, social work, and public policy. Some
graduate schools also have specific training programs for program evaluation. Rossi, Lipsey and
Freeman suggest the following kinds of assessment, which may be appropriate at these different
stages: assessment of the need for the program, assessment of program design and logic/theory,
assessment of how the program is being implemented, assessment of the program 's outcome or
impact, assessment of the program 's cost and efficiency, and assessing needs.

Process Evaluation
Process evaluation aims at evaluating the effectiveness of a process or a system, which is in this case
a shelter for homeless young women. The results of a process evaluation is used to derive policies
for continuous process improvement. In this assignment, I assume that the evaluation is more
customer–oriented, and the result of the evaluation is going to be used towards providing better
quality of services for the homeless women living in the shelter.
The stakeholders are people who are affected by the quality of services or play a role in services. In
this case, direct stakeholders include the homeless women living in the shelter, the primary
investigators and funders, the staff in charge of management and running the facility. The indirect ...
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What stakeholders think about the needs and whether they think the needs are met through the
offered services. What their opinions are regarding the adequacy of the services and the ways the
services can be altered or improved. It is important that evaluators gain insights from various direct
and indirect stakeholders' opinions, point of views, and interpretations by conducting in–depth
interviews, observational studies, or other methods such as focus groups. Since the results of this
evaluation is going to be used to improve the services, it is critical that the management team and
funders clearly understand the customers' (i.e. homeless women) point of views and needs.
Therefore, it may be beneficial to include the management team in the evaluation process from the
study design and data collection phases to data analysis phase. Moreover, it is important that the
homeless women have a deep understanding of the management's perspective and the limitation and
constraints that they face, thus, they can sometimes collaborate and even contribute to improve the
services. Therefore, not only should the homeless women be part of the data collection phase, but
also the results of the evaluation should be shared and analyzed with their

Staff Evaluation
According to our textbook, Administration of Programs for Young children," An Evaluation is a
process that determines whether the goals of an early childhood center are being met." Being
evaluated is an important aspect of teaching. Evaluations can help teachers critique themselves and
improve their teaching skills. However, an evaluation can produce anxiety in those being evaluated.
Therefore, it must be done in a way that promotes learning not negativity. Below is a brief overview
of the procedure for a staff evaluation. First, staff evaluations are the responsibility of the Director.
Evaluations are formally done at least once a year. There are times when informal evaluations are
performed. Informal evaluations that are done throughout ... Show more content on Helpwriting.net
...
A time is set up for the evaluator to come in. The evaluator is given a copy of the teachers' lesson
plan prior to the evaluation. This will allow the evaluator to monitor how well the lesson went. For
example, did the teacher have the necessary materials ready for the lesson and were the children
engaged in the lesson. Furthermore, during the evaluation, the evaluator usually will sit separate
from the group. The evaluator will write notes as they are observing. However, I have found that
with young children it is better for the evaluator to be included in the group. This helps to cut down
distraction. For example, when I was evaluated this year I had the principal and head master sit in
the circle with us and participate in the lesson. The children were more engaged this way. They were
not distracted by always looking back at them. Finally, after the evaluation, the evaluator fills out
the evaluation form. They write down what the teacher does well. They also write one or two
suggestions depending on the need. At a later date the evaluator will set up a private meeting with
the employee to go over the evaluation. It is important that strengths be focused on first when going
over the evaluation. After the meeting the employee will sign the evaluation form. A copy is given to
the employee and a copy is maintained in the employees

Evaluation And Evaluation Of Evaluation

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