Thomas Muldrow conducted a performance improvement project for the Bureau of Health Preparedness within the Ohio Department of Health. The project aimed to address high turnover in the Emergency Response Coordinator position, which hindered continuity in emergency preparedness planning. Muldrow analyzed performance gaps, developed an evaluation plan using Kirkpatrick's model, gathered client feedback, and created a change management document. While the project sponsor was pleased with the thorough analysis, the consultant and project manager noted limitations from the project timeline and responsibilities. Lessons included clarifying roles when working internally and identifying client needs earlier.

1. Performance
Improvement
Project
Thomas Muldrow
Instructional Design Department, Franklin University
IDPT 670: Capstone
26 July 2022

2. Project Review
• Project Overview
• Performance Improvement
Process
• Major Activities/Client
Interactions
• Project Outcome
• Reflection/Lessons Learned

3. Project
Overview
• Client – Bureau of Health
Preparedness (Ohio Department of
Health)
• Role - Internal consultant w/in same
bureau*
• Performance Gap – the inability to
increase the complexity of
preparedness planning in local health
departments due to increased
turnover and a lack of continuity in the
Emergency Response Coordinator
(ERC) position.

4. Information/Data Instrumentation Motivation
Data Instruments Incentives
Environment
• Relevant and frequent
feedback
• Performance
descriptions
• Clear and relevant guides
to performance
• Tools and materials
to match human
factors
• Financial incentives
• Nonmonetary incentives
• Career development
Knowledge Capacity Motives
Individual
• Scientifically designed
training
• Placement
• Flexible scheduling
• Adaptation
• Selection
• Motives to work
• Recruitment
Performance Improvement Process
HPT MODEL
BEHAVIOR ENGINEERING MODEL

5. Evaluation Process
KIRKPATRICK’S MODEL OF TRAINING EVALUATION
Level 1
Reaction
Level 3
Behavior
Level 4
Results
Level 2
Learning

6. Major Activities /
Client Interactions
• Performance Analysis –Identified the main performance
gaps at each level
• Evaluation plan – using Kirkpatrick’s evaluation model
(levels 1-3) to assess the PHEP 101 training
• Client feedback – MS Teams meetings/chat/email
• Turnover briefing - A summary of the items remaining
along with the responsible persons/functions discussed
• Change Management Document – Communication plan as
well as issues/concerns that could impact successful
implementation

7. Project Outcome
• Degree of success –
• Project Sponsor – “…we should to this level of
analysis and preparation all the time”
• Project Manager – with we could have
completed the level 3 evaluation - part of the
project turnover
• SME – separate meetings held to review
feedback / how to implement
recommendations
• Consultant – would have like to influence next
iteration of training ; success based on prework
completed by sponsor

8. Reflection / Lessons Learned
• What went well?
• Coordination with project manager
• What issues did you experience during your work on
the project?
• Timing of SME responses / project
• Need to play dual role
• How might you improve your work processed in the
future?
• Delineation of roles and responsibilities when
working internally
• Need to identify key dates and client schedule
before developing project timeline
• Determine requirements prior to selecting software

9. Questions