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LDA Program Enhancement - Class of 2011-12 LDA Collaborative Project Presentation
The document details a project by the LDA program's 2011-2012 class team, focusing on enhancing alumni and employer data lists, conducting surveys, and improving program evaluation processes. It identifies key project goals, obstacles faced, and describes the approach taken to achieve tangible results, including alumni and employer feedback on their experiences. The findings reveal positive benefits from the program, while also highlighting areas for improvement and the necessity of clearly defining the program's objectives moving forward.
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LDA Program Enhancement - Class of 2011-12 LDA Collaborative Project Presentation
- 1. Class of 2011-2012 LDAProgramLDA Program EnhancementEnhancement
- 2. Shani Browning,KANDU Industries, Inc. Kirk Eidman, DuPont Industrial Biosciences Derek Hahn, M&I Bank Janelle Marotz, School District of Beloit Jason Schlimgen, City of Janesville Kathy Wynes, Mercy Health System Project TeamProject Team
- 3. Team enthusiasmfor the project. Opportunity to deliver tangible results within allotted time frame. Our ability to have a completed project by the conclusion of the class. Desire to make a positive impact. Project Selection CriteriaProject Selection Criteria
- 4. Opportunities forimprovement we perceived from within the program. Perceptions and concerns from past participants about viability and longevity of the program. Needs identified by Board members. Primarily because the LDA is a unique and valuable program. Why did we choose the LDAWhy did we choose the LDA project?project?
- 5. LDA Boardmember questions and concerns; project too selfserving a use of LDA program participants? Difficulty obtaining materials; responsibility for housing files has changed over the years. Too Much Project— Discarded Ideas. Initial ObstaclesInitial Obstacles
- 6. Met withLDA Board members to understand their needs and concerns. Preparing for SuccessPreparing for Success Met with LDA staff to review documents, data, and processes.
- 7. Better approachfor contacting potential LDA program sponsors/donors—reference tools for use in dialogue. Simplification of the program evaluation process: Automated tabulation. More efficient analysis and reporting. LDA Board Needs IdentifiedLDA Board Needs Identified
- 8. 1) Enhance thealumni and employer datalists; 2) Survey LDA Program alumni and historical employer sponsors/donors to identify perceived benefit; 3) Review the session evaluation process and pilot alternative methodologies; and 4) Assist in the collection of information from alumni about past projects and gather materials. Key Project GoalsKey Project Goals
- 9. Enhance thealumni and employer datalists. Survey LDA Program alumni and historical employer sponsors/donors to identify perceived benefit. Goals 1 and 2Goals 1 and 2
- 10. Data Organization/Verification Consolidatedmultiple lists. Conducted research online, in public directories, and via email to find and validate contact information. Decided to continue using Excel as list manager. Datalist EnhancementsDatalist Enhancements Goal 1Goal 1
- 11. Modified structureand content to optimize use of Excel’s datalist management capabilities. Created new fields, expanding sorting and filtering options: Datalist EnhancementsDatalist Enhancements Goal 1Goal 1 Employer List Employers who have enrolled participants. Major/minor sponsors of program. Alumni List Current employer Collaborative project description
- 12. Survey Research/KeyQuestions Online survey software options (purchased SurveyMonkey). Target Audience? Questionnaire Design Organization and Length. Ideal questions (type and wording). Scoring methods. ““Take three minutes to help shape theTake three minutes to help shape the future of Rock County!”future of Rock County!” Goal 2Goal 2
- 13. Response Rate:The most important indicator of the confidence you can place in your survey results. Approach: Ensured anonymity. Kept surveys short. Used an attention-getting email with a catchy tagline. Sent follow-up reminders. ““Take three minutes to help shape theTake three minutes to help shape the future of Rock County!”future of Rock County!” Goal 2Goal 2 Survey tagline: “Take three minutes to help shape the future of Rock County!”
- 14. Response Rates: Alumni—54.5% Employers/Sponsors—26.4% ““Takethree minutes to help shape theTake three minutes to help shape the future of Rock County!”future of Rock County!” Goal 2Goal 2
- 15. Alumni Survey ResultsAlumniSurvey Results Since completing the LDA program, participated in new community organizations? Yes 51.8% No 48.2% Since completing the LDA program, served on Board of Directors? Yes 50.6% No 49.4%
- 16. Organizational Participation Boardof Director Participation Organizational/BOD ParticipationOrganizational/BOD Participation
- 17. How BenefitedHow Benefited Identifyways in which you benefited from the LDA program (check up to 3 that apply) 22.4% 60.0% 65.9% 9.4% 85.9% 0% 20% 40% 60% 80% 100% Experienced career advancement Experienced improved leadership skills Experienced personal or professional empowerment Decided to pursue additional education Increased knowledge of Rock County
- 18. Most Valuable AspectsMostValuable Aspects Most valuable aspects of LDA experience (check up to 3 that apply) 70.4% 64.2% 55.6% 40.7% 25.9% 17.3% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Networking Exposure to Community Speakers/ Sessions/ Tours Retreat Leadership Skills Training Group Project
- 19. Most Valuable AspectsMostValuable Aspects Exposure to community organizations and leaders —Essential component of program. Networking—Made invaluable connections that will last a lifetime. Retreat—Enjoyed challenges of the retreat; “profound for me personally.” Professional development and growth. Group project very rewarding experience. —Many also said “all of the above” were valuable.
- 20. Retreat FormatRetreat Format Mostvaluable aspects of the retreat (check up to 3 that apply) 74.1% 40.7% 29.6% 45.7% 56.8% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Low ropes course/team- building activities High ropes course Bonfire social Remote location Overnight retreat
- 21. Least Valuable AspectsLeastValuable Aspects Least valuable aspects of LDA experience (check up to 3 that apply) 53.1% 30.9% 14.8% 12.3% 9.9% 7.4% 0% 10% 20% 30% 40% 50% 60% 70% Group project Leadership skills training Retreat Exposure to community Speakers/ Sessions/ Tours Networking
- 22. Least Valuable AspectsLeastValuable Aspects Group projects lacked structure and general guidance. Many felt the process was worthwhile (working as a team; exposure to different leadership styles), but . . The value of outcomes was perceived as questionable. Leadership skills training is not a well defined aspect of the program. . . . . . Is it part of the LDA mission?
- 23. Least Valuable AspectsLeastValuable Aspects —Clearly define program focus? session per month, from October to May, to explore and develop leadership skills through mock sessions, site visits, case studies, role-playing, guest speakers, multimedia presentations and more. Each LDA
- 24. Overall Value ofLDA Experience 14.1% 48.2% 36.5% 1.2% 1 Poor 2 3 4 5 Excellent Overall ValueOverall Value Would you recommend the LDA program? 70.6% 25.9% 2.4% 1.2% Definitely Yes Probably Yes Probably No Definitely No
- 25. Employer-Sponsor Survey ResultsEmployer-SponsorSurvey Results Perceived Value of the Program 21.4% 35.7% 35.7% 7.1% 1 Poor 2 3 4 5 Excellent
- 26. Leadership EncouragementLeadership Encouragement Organizationencourages leadership to: (check all that apply) 100.0% 92.9% 85.7% 57.1% 7.1% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Become involved with community organizations Participate on community boards of directors Contribute volunteer hours to community organizations Support community organizations through financial donations Other
- 27. Board and ProjectRecruitmentBoard and Project Recruitment Interested in assistance with a future project from an LDA project team? No 85.7% Yes 14.3% Interested in recruiting LDA graduate to serve on your board of directors? Yes 36% No 64%
- 28. Likely to EnrollFuture Participants?Likely to Enroll Future Participants? How likely are you to enroll future participants in the program? 57.2% 28.6% 7.1% 7.1% Definitely Not Likely Probably Not Likely Somewhat Likely Very Likely
- 29. Review thesession evaluation process and pilot alternative modalities. Assist in the collection of information from alumni about past projects and gather materials. Goals 3 and 4Goals 3 and 4
- 30. Reviewed priorsession evaluation results. Recognized that determining feedback “value” is difficult (very subjective). Avoided modifying survey questions in order to focus on tool itself. Coordinated efforts with facilitator. Preparing for SuccessPreparing for Success
- 31. Piloted differentmethod of survey distribution— post-session survey using Survey Monkey. Asked participants which evaluation modality they preferred. Evaluating EvaluationsEvaluating Evaluations Goal 3Goal 3
- 32. 100% ofrespondents preferred electronic format. Elimination of manual steps to transfer/ transcribe results. More time for participants to develop meaningful feedback. Easy to export/analyze raw data in Excel. Comparisons by session and by year. Saves printing time and paper. Tool is easy to learn. Tool free for fewer than 100 respondents. Evaluating EvaluationsEvaluating Evaluations Goal 3Goal 3
- 33. Collection ofpast project information: Emailed request to alumni using validated distribution list. Requested project title and goals and electronic copies of project materials. Added project description field to alumni datalist. Provided LDA staff with project materials to load on website for future participant reference. Project MaterialsProject Materials Goal 4Goal 4
- 34.
- 35. Survey reportsand analysis—Captured “benefit to employer” and “benefit to participants” information; for use in determining program improvements and marketing the program to employers/organizations and prospective participants. Survey Monkey tool for one year; simplification of evaluation process and analysis (automated report generation, resulting in more valuable feedback). DeliverablesDeliverables
- 36. Validated/updated alumniand employer lists with additional data and filtering options. Trended report of historical contributions by employer by year. Report of LDA program participants/enrollees by employer. DeliverablesDeliverables Enhanced information tools for board members to use when recruiting employers/organizations
- 37. “The LDAprogram allows you a structured way to venture out of your everyday professional life and learn about your community . . . It's a wonderful, eye-opening experience that has a lasting positive impact on all who participate.” “Even as a life-long resident, I found this knowledge to be a great asset in my professional and personal life and would recommend the LDA program to any area professional.” “The contacts I made and experiences I had made me see things I was doing at my job in the larger context of how they fit with other things going on in the community. I had been active in some community organizations, but after the LDA, I took on more leadership roles.” TestimonialsTestimonials
- 38. “The experienceprovides participants with skills that can help them establish meaningful networks in the future.” “The LDA program taught me a lot about myself and I gained better self esteem. . . It was very empowering to be a part of the small group project and I felt I made a difference in our community.” “The LDA program is an excellent way for energetic, motivated people to benefit their community while growing personally.” “I'd recommend any program that can pack 10 lbs. into a 5-lb. bag!” TestimonialsTestimonials
- 39. Going ForwardGoing Forward LDA at a Crossroads: Clearly define the objective of the program and focus on that goal—What is the LDA and what is its mission? The program is invaluable to the Rock County community. —Get the word out!
- 40. Going ForwardGoing Forward Regardless of the LDA objective, our research shows that the overwhelming majority of alumni report a very positive experience—capitalize on their energy and enthusiasm. “Shape the future of Rock County”
- 41.
Editor's Notes
- #4 Our teams project selection criteria included many of the same components that have been discussed by the other groups in today's presentations; Team enthusiasm for the project. there were many potential projects, but about which did we feel most passionate? Opportunity to deliver tangible results within allotted time frame. was the project clearly definable so we could build a clear project plan? Our ability to have a completed project by the conclusion of the class. ex. We did not want to take on a small piece of a multi year project. And we wanted to make a positive impact. ex. If we were going to spend the time and energy to work on a project we wanted the results to matter.
- #5 Why the LDA enhancement project? We investigated several project ideas including the Beloit Janesville Bike trail but we kept coming back to the LDA. Partially due to our teams frustration with specific aspects of the program, example. We felt that there was a lack of structure of the group projects We questioned the value of the overnight retreat and brainstormed ways to make it better Perceptions and concerns by team and from past participants about viability, and longevity of the program ex. What is the mission of the LDA and is it still valid ex. Another aspect potentially affecting the LDA’s longevity is Diane Pillard. Diane, you are wonderful and a tremendous asset to the program , but what happens when Diane Really retires? Is there a succession plan to ensure success beyond her tenure? Needs identified by Board members. members of the Board identified specific areas where improvement was needed. Believe it or not the LDA Board does not always agree, lock step, when issues come up as to the best solution. But most importantly (and we want to be sure that as we discuss opportunities for improving the program that everyone clearly understands) that the sentiment of this group and past participants is that the LDA is truly a unique and special experience. we wanted to assist with the program’s continuous improvement process to help strengthen the LDA also to generate meaningful feedback to the board beyond : size of the meeting room or the lack of hot coffee
- #6 Obstacles: We were told NO to the LDA enhancement project proposal, several times One of the concerns of the Board was that: It seemed self serving, and there were Many other non-profits that could benefit from a team project. We reasoned that the tools and methodologies we planned to implement could be applied to benefit other non-profit orginizations We had difficulty obtaining materials: Over the years there were Multiple alumni and sponsor lists that had been generated (Janesville LDA vs. Stateline LDA) and these had to be merged. Past evaluations difficult to find and in many different formats from electronic, to hard copies, transcribed notes, photo copies. And another hurdle was to clearly define the project, Discarded Ideas included: Website development to provide additional tools for participants Financial analysis of program Marketing tools/solicitation letters/sponsorship package design Youth LDA program
- #7 For our group the next logical step was to define what the board wanted and needed vs. what we wanted to work on. We attended a board meeting initially to campaign for acceptance of the project proposal, But also to clearly define the needs of the Board. Throughout the project, Team members spent a lot of time working with the LDA staff to gather data and fine tune the project deliverables.
- #8 After meeting with the Board we got a clearer view of their needs.
- #9 So after understanding the needs of the Board, the key project goals were defined to develop a better approach to the LDA's sponsorship program and to identify potential improvements to program content and processes. To achieve these goals, our group decided to: 1, 2, 3, 4.
- #11 Our first goal was to enhance the LDA contact lists. The first step in that process was to consolidate multiple lists. Two different Alumni lists—Janesville LDA + Stateline LDA (created field to identify which program alumni completed). Three different Employer lists—Short list of more promising donors; longer, more comprehensive list of employers; and a Beloit list (created a field to identify origin). From the start, we planned to use an online survey distributed via email, so our first priority was to verify contact information (especially email addresses). Each of us took a portion of the lists to split up the legwork; research online, etc. Finally, we considered using Access as data management tool (some information is just too difficult to manage in Excel), but we wanted to simplify the handoff of the lists with user-friendly tools.
- #12 While we were at it, we improved upon the structure of the lists and created additional fields: Alumni—Current employer (might not have been the same when they went through the program). Alumni—Collaborative project description. Employer—Fields identifying program supporters (alumni; major/minor sponsors). Our whole effort was about making the lists more manageable and effective. The more fields you have, the more you can sort and filter to extract just the information you want. One intent of list enhancement: provide board members with reference info to use during discussions with employers about the program. Cuz we all know Information is power.
- #13 Next piece of the project was to prepare the survey tool. Two key questions: 1) Online tool? – SurveyMonkey 2) Target audience? Alumni: Decided to exclude the Stateline LDA participants to avoid confusion with the results (different program?). Employers: All those who had historically enrolled participants or otherwise sponsored the program. Couldn’t survey all major employers because one of the questions we wanted to ask was about program value. After we had that clearly defined, we needed to determine the structure and content of the survey. Survey gurus stress the importance of clearly identifying your study goals from the outset: evaluate what you want to learn first and know how you will analyze the results. Our Key Goal: Determine program benefit. So we significantly debated things like the organization and length of the survey and the types of questions we wanted to ask. Did we want to use open-ended questions or more easy-to-analyze, numerical questions? Also, what scale did we want to use for scoring? Did we want to use a 5-point or a 7-point Likert Scale? Did we want to include a Neutral option). And we solicited Board input on our survey instrument.
- #14 We also spent a lot of time strategizing how to maximize our response rate. It’s well known in the survey world that the most important indicator in determining the reliability of survey results is the response rate. Some of the things we did to attempt to influence the response rate: Ensured anonymity (knew we would get more respondents and more honest answers). Kept our surveys as short as possible. Created a well-scripted email and a catchy tagline, ultimately ending up with what you see here: “Take three minutes to help shape the future of Rock County.” Sent follow-up reminders.
- #15 So these are the response rates we ended up with. To frame these results, research indicates that online surveys yield a 30% response rate on average. So we were very pleased with our alumni response rate of almost 55%. While we didn’t expect as high a response rate with the employer survey, we feel the 26% is still respectable. So, enough of that. Let’s move on to the results. Shani and Janelle will now take you through our survey findings.
- #16 One of the keys ways we thought we could identify program benefit was to ask about alumni involvement in the community post-graduation.
- #17 Alumni have participated in many organizations and organizations What you see here is a word cloud tool provided by SurveyMonkey
- #18 Then we decided just to ask them, “how did you benefit from the program?”
- #19 Not surprisingly, the top two most valuable aspects of the participants experiences were Networking (71%) and Exposure to Community Organizations/Leaders (64%), followed by Speakers/Sessions/Tours (56%). These results suggest LDA is primarily meeting its mission.
- #20 We would also like to share some of their comments; grads said that the program exposed them to… and helped them better understand opportunities to participate and get more involved in the community. There were also many comments about the value of the relationships that were developed through the program. Alumni also stated that they wished for more networking opportunities with classmates other than their project team members and more sessions with group activities and interaction.
- #21 Due to budget constraints and to help plan for future LDA classes, we poled our audience to see what the most valuable aspects of the retreat were… 74% found the low ropes course and team building activities to be most valuable and 57% found the high ropes course to be an asset to the program.
- #22 The Group project was identified as the least valuable by 55% of respondents. Leadership Skills Training was identified as the second least valuable by 31% of respondents. Multiple respondents indicated they didn’t want to choose any answers here.
- #23 Common feedback theme (this and other surveys): Many alumni felt there needed to be a modified approach to the collaborative projects; better framework. Guidelines and project examples would be very helpful. (This validated our class and team perceptions, as well.) Should providing leadership skills training be part of the program’s mission? . . . Some alumni clearly felt it should. Some didn’t.
- #24 Focus on “what is the mission”, leave food for thought LDA web page highlights development of leadership skills. Leadership skills: Many respondents indicated there wasn’t much focus on skills training (why they rated it low). Several respondents said, they “had to choose something.” Is the mission to bring established leaders together with common purpose for the good of Rock County? Or is it also to coach participants on how to become more effective leaders? Can it be both? Should it be both?
- #26 In an effort to determine the program benefit, we also poled participating employers and sponsors of the program; 71% of respondents rated the value of the program as a 4 or 5.
- #27 In the employer/ sponsor survey we requested information regarding how these groups encouraged their EE’s to be leaders in the community; 100% of the respondents stated that encourage all EE’s to become involved in Comm. Organizations and 92% stated that they encourage their EE’s to become an active member of a local board of directors.
- #28 Respondents probably could not think of projects off the top of their head; indicated it would depend on when the assistance was provided. Tie into LDA goals as the mission. Is not to place program participants into positions. Also keep in mind, 5% of all alumni do serve on a board. Creating future board of director candidates not necessarily part of LDA mission. Remember, over 50% of alumni indicated they had served in a BOD capacity. LDA graduate question: In the online survey, the request for “Comments” (last question) may not have appeared to be tied to the BOD question. One respondent indicated they were “full right now;” another indicated they had very strict rules about BOD membership.
- #29 86% of respondents said Very Likely or Somewhat Likely to enroll participants. Very few comments in response to “If not, why not?” – One respondent indicated their organization was too small. Overall, the employer survey was not as beneficial as the alumni survey.
- #30 2nd goal listed started out as “Web Site Development,” but that wasn’t an LDA Board priority. However, the team still felt it was vital to collect project materials for posting on the website.
- #32 Added evaluation preference question to session survey for April
- #33 Subscription-based tool available through Feb 2013. Even if we can say the feedback was at least as good as what was obtained previously, it’s still a worthwhile process change. Ease of tallying, reporting, and analysis. Common feedback theme (this and other surveys): Program participants felt that each session should have a follow-up summary/discussion (end of session or beginning of next?). Opportunities: We did not get 100 % of class to respond = 18 of 21 people or 86% (may experience a decrease in response rate, but do you really want those responses anyway?!) Survey Method Feedback: 1) The written way felt rushed at the end of class and I'm sure it was hard to read those comments! 2) Would it work better to provide paper copy at beginning of session so participants can take notes during the day? Problem is the survey goes out end of day Friday or Saturday, then the sessions are not as fresh when filling out the evaluation.
- #35 Acknowledge those that made project successful: LDA Board and staff Tim Lindau Brian Anderson Teresa Smithrud Diane Pillard Aimee Thurner Jennie Krajek Eric Kuznacik
- #40 Clearly define the objective of the program and focus on that goal – What is the LDA? - Are we looking to focus on individuals that are currently leaders or have leadership potential and educate them on community involvement, understanding and awareness of various socioeconomic issues that are pertinent to Rock County or concentrate on development through leadership training. Clearly defined LDA mission: Leadership training vs. community involvement; focus? balance? Appropriately marketed to participants and sponsors? The program is of great value to the community. - Look to expand beyond just the usual cast of characters in terms of participants and employers/sponsors. We are fortunate to have such a motivated base of support, but for the future growth of the program and the Rock County community, look to recruit participants and sponsors from organizations that have not historically participated or are in some of the outlying Rock County communities.
- #41 Regardless of the LDA objective, our research shows that the overwhelming majority of alumni report a very positive experience – capitalize on their energy and enthusiasm. - LDA alumni gush about the experience and knowledge they were able to achieve and rave about the connections and networks that they were able to establish through the program. Many of these alumni are present in this room today; 25(?) more enthusiastic alumni will join their ranks as this year’s program comes to an end. It is incumbent upon the leadership of the LDA to seize upon this motivated base of support to not only further develop the LDA program and mission, but use them to reach out to new participants and employers to help make the LDA the organization that “Shapes the future of Rock County”.