Evaluation doesn’t have to be painful, confusing or a waste of your time. If done right, evaluation is merely a natural extension of what you’re already doing. Evaluation is about telling a meaningful story about your programs with strong data to validate that story. In this session, we’ll focus on the five levels of evaluation based on the principles of Kirkpatrick, Kirkpatrick, and Philipps. The workshop will focus on the principles of each level of evaluation and give participants opportunities to fine tune some evaluation questions for their own programs. These principles can be used to gather data that is more meaningful to your work, your administrators, legislators and other decision makers. It will also make it easier to publish your program impact data since it will tell a stronger, more coherent story.
An 8-step guide to help not-for-profit organizations develop a Project Impact Pathway or Logic Model for their programs - The first presentation in our Project Evaluation Series. By DevMetrica
This presentation discusses the concept of Feedback in sport. The types of feedback, use for players and coaches, effects on athletic performance, importance and research in the area will all be covered.
Presentation by Terri Manning, Associate Vice President for Institutional Research/Director of the Center for Applied Research, Central Piedmont Community College; LACCD AtD Liaison at the 2nd Annual LACCD AtD Retreat
An 8-step guide to help not-for-profit organizations develop a Project Impact Pathway or Logic Model for their programs - The first presentation in our Project Evaluation Series. By DevMetrica
This presentation discusses the concept of Feedback in sport. The types of feedback, use for players and coaches, effects on athletic performance, importance and research in the area will all be covered.
Presentation by Terri Manning, Associate Vice President for Institutional Research/Director of the Center for Applied Research, Central Piedmont Community College; LACCD AtD Liaison at the 2nd Annual LACCD AtD Retreat
Kate McKegg and Nan Wehipeihana (2010). A practitioners introduction to Devel...Nan Wehipeihana
Kate McKegg and Nan Wehipeihana (2010). Developmental Evaluation: A practitioner's introduction. A pre-conference workshop presented at the Australasian Evaluation Society (AES) Conference, September 2010, Wellington, New Zealand.
This presentation provides an overview of RAIT, a tool for predicting the effectiveness of learning.
To watch a screencast of this presentation with audio commentary, please go to http://www.youtube.com/watch?v=Cgqzn-tEgm4
Evaluating the quality of quality improvement training in healthcareDaniel McLinden
Quality Improvement (QI)in healthcare is an increasingly important approach to improving health outcomes, improving system performance and improving safety for patients. Effectively implementing QI methods requires knowledge of methods for the design and execution of QI projects. Given that this capability is not yet widespread in healthcare, training programs have emerged to develop these skills in the healthcare workforce. In spite of the growth of training programs, limited evidence exists about the merit and worth of these programs. We report here on a multi-year, multi-method evaluation of a QI training program at a large Midwestern academic medical center. Our methodology will demonstrate an approach to organizing a large scale training evaluation. Our results will provide best available evidence for features of the intervention, outcomes and the contextual features that enhance or limit efficacy.
PowerPoint slides used in a seminar held in the University of Calcutta to familiarise the members of Parthib Basu's Ecological Research Unit with the Centre for Pollination Studies Planning, Monitoring and Evaluation System.
valuation is a methodological area that is closely related to, but distinguishable from more traditional social research. Evaluation utilizes many of the same methodologies used in traditional social research, but because evaluation takes place within a political and organizational context, it requires group skills, management ability, political dexterity, sensitivity to multiple stakeholders and other skills that social research in general does not rely on as much.
1 Kaplan University School of Health Sciences HI2.docxSONU61709
1
Kaplan University School of Health Sciences
HI215 Unit 7 Assignment
Home Health Comparison
Unit outcomes addressed in this Assignment:
Understand the various data sets utilized in the payment for post-acute care
Course outcome assessed/addressed in this Assignment:
HI215-2: Examine the reimbursement processes of different health insurance plans.
Instructions:
Go to the CMS.gov Home Health Compare website at:
http://www.medicare.gov/HomeHealthCompare/search.aspx
Source: Home Health Compare. Medicare.gov. Retrieved from
http://www.medicare.gov/HomeHealthCompare/search.aspx
Explore the site including the green link “About the Data” and the blue side bars “Home
Health Spotlight” and “Additional Information” and answer the following questions:
o List a way in which “Home Health Compare” can be utilized;
o What is the difference between “process” and “outcome” care measures?
o What are the current data collection periods for the home health available
measures?
o What is the data source for the majority of the process and outcome measures?
o How is the data collected?
o What is meant by the term “risk adjusted” as it relates to outcome measures?
o Review the Medicare coverage for Home Health. What are the typical services
covered and not covered?
o What is the HHABN and how it is utilized?
Conduct a search for a home health agency in your state by using the “find a Home
Health Agency” search box. Narrow your search by using the “Modify Your Results” if you
choose.
Choose three agencies to compare and click “compare now.”
o What type of services are provided? Are there any services not provided?
o Write a 2-–3 paragraph summary of the results of the “Quality of Patient Care”
results for your three agencies. Include the following:
Provide an explanation of the data and why the information is important
for the selected measures.
2
How your selected agencies compare to the state and national averages
for the selected measures.
Why is preventing unplanned hospital care important?
Requirements
Provide the answers to the questions and your 2–3 paragraph summary in a Word
document submitted to the Unit 7 Dropbox.
Please be sure to download the file “Writing Center Resources” from Doc Sharing to assist you
with meeting APA expectations for written Assignments.
Submitting Your Work
Put your responses in a Microsoft Word document. Save it in a location and with the proper
naming convention: username-CourseName-section-Unit 7_Assignment.doc (username is your
Kaplan username, section is your course section, 7 is your Unit number). When you are ready to
submit it, go to the Dropbox and complete the steps below:
1. Click the link that says “Submit an Assignment.”
2. In the “Submit to Basket” menu, select Unit 7: Assignment.
3. In the “Comments” field, make sure to add at least the title of your paper.
4. Click the “Add Atta ...
Multi-strand initiatives: using theory of change evaluationsfairnesseducation
Multi-strand initiatives: using theory of change evaluations
Karen Laing and Liz Todd, Newcastle University
Alan Dyson, Kirstin Kerr, and Michael Wigelsworth, Manchester University
Green Dot Public Schools (GDPS) is the largest and best-funded Charter Management Organization in the state of California serving more than 7000 economically disadvantaged children of color in Los Angeles. The original school, Ánimo Leadership, opened in 2000 and by 2004 the GDPS brand and model was scaled-up to five total sites forming the "Founding Five Schools". The next phase of expansion occurred in 2006 as Green Dot doubled in size when it opened the five "Jefferson Transformation Project" schools in East LA. One year later, the third scale-up phase added another eight schools in Watts known collectively as the "Locke Transformation Project". The GDPS model and brand was finally scaled-up across the nation in 2008 when Green Dot New York opened its doors in the South Bronx. In the context of this rapid scale-up, this case study investigated the phenomenon of the inherent tension between maintaining the fidelity of the original model school's design, culture and values with local adaptation of the brand by stakeholders at the expansion sites. 28 Green Dot stakeholders were interviewed and a co-research team composed of eight members from four different school clusters volunteered to help guide the study as well as analyze and check the validity of the emerging findings and interpretations. Ultimately, this study aimed to assist Green Dot in increasing student achievement by formulating recommended practices that will most effectively assure implementation of its core values and brand at all expansion schools. This case study should be of interest to leaders of Charter Management Organizations planning to scale-up their model and brand to multiple sites.
An introduction to evaluation and feedback. This slide deck covers basic concepts every person engaged with designing evaluation or feedback systems for training should be familiar with. I gave this presentation to MBA students in Iqra University as a guest speaker in 2018. Hopefully, it could be useful for more people.
Applying intelligent change readiness to achieve better change webinar
Thursday 14 July 2022
APM Enabling Change Specific Interest Group
Presented by panel members:
Rebecca Collings, Mark Vincent, David Appleyard, Donna Unitt and Ian Pickard
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/applying-intelligent-change-readiness-to-achieve-better-change-webinar/
Content description:
An interactive session in which we explored change readiness – what it is and how can it be used more intelligently to enhance benefits and increase adoption of planned changes.
How do we best convert plans for change into effective preparation for and adoption of change?
We discussed the importance and benefits of change readiness. We explored what good change readiness looks like and when it should be done (spoiler alert – ideally more than once!).
Change and project managers can develop their change readiness practices to better understand the commitment to and capacity for planned changes and to target support to smooth the transition for those impacted by or responsible for adopting these.
Kate McKegg and Nan Wehipeihana (2010). A practitioners introduction to Devel...Nan Wehipeihana
Kate McKegg and Nan Wehipeihana (2010). Developmental Evaluation: A practitioner's introduction. A pre-conference workshop presented at the Australasian Evaluation Society (AES) Conference, September 2010, Wellington, New Zealand.
This presentation provides an overview of RAIT, a tool for predicting the effectiveness of learning.
To watch a screencast of this presentation with audio commentary, please go to http://www.youtube.com/watch?v=Cgqzn-tEgm4
Evaluating the quality of quality improvement training in healthcareDaniel McLinden
Quality Improvement (QI)in healthcare is an increasingly important approach to improving health outcomes, improving system performance and improving safety for patients. Effectively implementing QI methods requires knowledge of methods for the design and execution of QI projects. Given that this capability is not yet widespread in healthcare, training programs have emerged to develop these skills in the healthcare workforce. In spite of the growth of training programs, limited evidence exists about the merit and worth of these programs. We report here on a multi-year, multi-method evaluation of a QI training program at a large Midwestern academic medical center. Our methodology will demonstrate an approach to organizing a large scale training evaluation. Our results will provide best available evidence for features of the intervention, outcomes and the contextual features that enhance or limit efficacy.
PowerPoint slides used in a seminar held in the University of Calcutta to familiarise the members of Parthib Basu's Ecological Research Unit with the Centre for Pollination Studies Planning, Monitoring and Evaluation System.
valuation is a methodological area that is closely related to, but distinguishable from more traditional social research. Evaluation utilizes many of the same methodologies used in traditional social research, but because evaluation takes place within a political and organizational context, it requires group skills, management ability, political dexterity, sensitivity to multiple stakeholders and other skills that social research in general does not rely on as much.
1 Kaplan University School of Health Sciences HI2.docxSONU61709
1
Kaplan University School of Health Sciences
HI215 Unit 7 Assignment
Home Health Comparison
Unit outcomes addressed in this Assignment:
Understand the various data sets utilized in the payment for post-acute care
Course outcome assessed/addressed in this Assignment:
HI215-2: Examine the reimbursement processes of different health insurance plans.
Instructions:
Go to the CMS.gov Home Health Compare website at:
http://www.medicare.gov/HomeHealthCompare/search.aspx
Source: Home Health Compare. Medicare.gov. Retrieved from
http://www.medicare.gov/HomeHealthCompare/search.aspx
Explore the site including the green link “About the Data” and the blue side bars “Home
Health Spotlight” and “Additional Information” and answer the following questions:
o List a way in which “Home Health Compare” can be utilized;
o What is the difference between “process” and “outcome” care measures?
o What are the current data collection periods for the home health available
measures?
o What is the data source for the majority of the process and outcome measures?
o How is the data collected?
o What is meant by the term “risk adjusted” as it relates to outcome measures?
o Review the Medicare coverage for Home Health. What are the typical services
covered and not covered?
o What is the HHABN and how it is utilized?
Conduct a search for a home health agency in your state by using the “find a Home
Health Agency” search box. Narrow your search by using the “Modify Your Results” if you
choose.
Choose three agencies to compare and click “compare now.”
o What type of services are provided? Are there any services not provided?
o Write a 2-–3 paragraph summary of the results of the “Quality of Patient Care”
results for your three agencies. Include the following:
Provide an explanation of the data and why the information is important
for the selected measures.
2
How your selected agencies compare to the state and national averages
for the selected measures.
Why is preventing unplanned hospital care important?
Requirements
Provide the answers to the questions and your 2–3 paragraph summary in a Word
document submitted to the Unit 7 Dropbox.
Please be sure to download the file “Writing Center Resources” from Doc Sharing to assist you
with meeting APA expectations for written Assignments.
Submitting Your Work
Put your responses in a Microsoft Word document. Save it in a location and with the proper
naming convention: username-CourseName-section-Unit 7_Assignment.doc (username is your
Kaplan username, section is your course section, 7 is your Unit number). When you are ready to
submit it, go to the Dropbox and complete the steps below:
1. Click the link that says “Submit an Assignment.”
2. In the “Submit to Basket” menu, select Unit 7: Assignment.
3. In the “Comments” field, make sure to add at least the title of your paper.
4. Click the “Add Atta ...
Multi-strand initiatives: using theory of change evaluationsfairnesseducation
Multi-strand initiatives: using theory of change evaluations
Karen Laing and Liz Todd, Newcastle University
Alan Dyson, Kirstin Kerr, and Michael Wigelsworth, Manchester University
Green Dot Public Schools (GDPS) is the largest and best-funded Charter Management Organization in the state of California serving more than 7000 economically disadvantaged children of color in Los Angeles. The original school, Ánimo Leadership, opened in 2000 and by 2004 the GDPS brand and model was scaled-up to five total sites forming the "Founding Five Schools". The next phase of expansion occurred in 2006 as Green Dot doubled in size when it opened the five "Jefferson Transformation Project" schools in East LA. One year later, the third scale-up phase added another eight schools in Watts known collectively as the "Locke Transformation Project". The GDPS model and brand was finally scaled-up across the nation in 2008 when Green Dot New York opened its doors in the South Bronx. In the context of this rapid scale-up, this case study investigated the phenomenon of the inherent tension between maintaining the fidelity of the original model school's design, culture and values with local adaptation of the brand by stakeholders at the expansion sites. 28 Green Dot stakeholders were interviewed and a co-research team composed of eight members from four different school clusters volunteered to help guide the study as well as analyze and check the validity of the emerging findings and interpretations. Ultimately, this study aimed to assist Green Dot in increasing student achievement by formulating recommended practices that will most effectively assure implementation of its core values and brand at all expansion schools. This case study should be of interest to leaders of Charter Management Organizations planning to scale-up their model and brand to multiple sites.
An introduction to evaluation and feedback. This slide deck covers basic concepts every person engaged with designing evaluation or feedback systems for training should be familiar with. I gave this presentation to MBA students in Iqra University as a guest speaker in 2018. Hopefully, it could be useful for more people.
Applying intelligent change readiness to achieve better change webinar
Thursday 14 July 2022
APM Enabling Change Specific Interest Group
Presented by panel members:
Rebecca Collings, Mark Vincent, David Appleyard, Donna Unitt and Ian Pickard
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/applying-intelligent-change-readiness-to-achieve-better-change-webinar/
Content description:
An interactive session in which we explored change readiness – what it is and how can it be used more intelligently to enhance benefits and increase adoption of planned changes.
How do we best convert plans for change into effective preparation for and adoption of change?
We discussed the importance and benefits of change readiness. We explored what good change readiness looks like and when it should be done (spoiler alert – ideally more than once!).
Change and project managers can develop their change readiness practices to better understand the commitment to and capacity for planned changes and to target support to smooth the transition for those impacted by or responsible for adopting these.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
3. KIRKPATRICK
“In the guidelines… no information is given
on how to use statistics. The subject is too
complex to be included here.” pg 42
4. 5 LEVELS OF EVALUATION
I. Reaction
II. Knowledge
III. Behavior
IV. Society
V. ROI
5. BASED ON:
Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006).
Evaluating training programs (ed.). San
Francisco: TATAMcgraw Hill. ix-3.
6. AND:
Phillips, J. J. (2012). Return on investment
in training and performance improvement
programs. Routledge.
7. AND JOE ARTICLES
Chazdon, S., Horntvedt, J., Templin, E. (2016). From Knowledge to Action: Tips for
Encouraging and Measuring Program-Related Behavior Change. Journal of
Extension, 54(2).
Clements, J. (1999). Results? Behavior change. Journal of Extension, 37(2).
Martin, E., & Warner, L.A. (2015). Using commitment as a tool to promote behavior
change in Extension Programming, Journal of Extension, 53(4).
Pratt, C., & Bowman, S. (2008). Principles of Effective Behavior Change: Application
to Extension family educational programming. Journal of Extension, 46(5).
8. THE GOAL IS CHANGE
Desire
Know what to do and how to do it
Climate
Benefits for change
9. CHALLENGES
• Each level becomes more difficult and time consuming.
• Each level builds on the success of the previous level.
• It is difficult to achieve success at each level, but even more difficult to
measure success at each level.
• Forces your program to strengthen itself or retire.
• Requires planning and long-term commitment.
• Shouldn’t do entire process for every program.
10. OPPORTUNITIES
• They like it! Word-of-mouth support from clientele.
• Improved confidence, knowledge and skills.
• Lives actually improved in a clear and measurable way.
• Society actually improved in a clear and measurable way.
• Systematic long-term administrative, financial, and moral support to continue
your programs.
14. THERE IS SUCH A THING AS
OVERKILLExperimental design is not always
necessary.
Make sure the final usage of data merits
the time and costs associated with the use
of rigid data controls.
In Extension we don’t have the luxury of
wasting time collecting data that we don’t
really need.
24. IF SATISFACTION NEEDS TO
IMPROVEMake a change. Leader, instructor,
location, etc.
Modify the situation – train the leader,
instructor, audiovisuals, etc.
Live with it.
Change the standard.
28. 2 - KNOWLEDGE
AKA Knowledge, Skills and Attitude
Prerequisite for Level 3 behavior change.
More difficult and time-consuming than
Level 1 evaluation.
29. MAIN POINTS
Use experimental design when practical
Content-based tests
Use paper and pencil test for 100%
response rate.
Use live performance test for skills.
30. SKILL VS BEHAVIOR
Skill: What you are able to do. The ability
to perform a specific task/action. Short-
term.
Behavior: What you actually do. The
cumulative set of specific tasks/actions.
Long-term.
31. SKILLS
Teach someone how to use Google.
Measurement: Can they find a specific
web page?
Time how long it takes to find a
specific web page.
32. PROS AND CONS
Self assessment VS Knowledge/skill
based assessment.
Retrospective VS Pre/post
39. 3. BEHAVIOR
Level 2 changes are prerequisite to Level
3 behavior change.
Much more complex and time-consuming
than Levels 1 and 2
40. NIFA
Most important, perhaps, is that the
National Institute for Food and Agriculture
continues to push for impacts that affect
conditions rather than simply knowledge
changes. Their effort to collect impacts
from across the country encourages
evaluation specialists to look beyond
knowledge change (National Institute for
Food and Agriculture, 2015).
41. BEHAVIOR CHANGE AND
EXTENSIONIn 1975, Claude Bennett noted in the
Journal of Extension that behavior change
was among the highest levels of evidence
for evaluation of Extension education
(Bennett, 1975).
Workman and Scheer's (2012) meta-
analysis of evaluation articles published in
the Journal of Extension found that about
27% of articles focused on behavior
change.
43. TIMING OF EVALUATION
“…it is impossible to predict when a
change in behavior will occur....change in
behavior may occur at any time or it may
not happen at all.” pg 52
44. EVALUATE BEHAVIOR
When?
Too soon…
Too late…
How frequent?
Different stages of behavior change will
be manifested at different points in
time. How to get a good response?
1-3 assessments?
45. INCENTIVES/REWARDS
Intrinsic – Participants know and respect
you on some personal level. Rapport.
Satisfaction, pride, sense of achievement
in program or behavior itself.
Extrinsic – Praise, recognition, gift cards,
payment, raise.
46. 100 % RESPONSE RATE?
Very difficult.
Always consider the costs and benefits.
Something is better than nothing.
25-35% of programs.
47. COSTS AND BENEFITS
“Another important consideration is how
many times the program will be taught. If it
is run only once and it will not be repeated,
there is little justification for spending time
and money to evaluate possible changes
in behavior. However if program is going to
be repeated, the time and money spent
evaluating it can be justified by the
possible improvements in future
programs.” Kirkpatrick, pg 60
48. “...something beats nothing, and I
encourage trainers to do some evaluating
of behavior even if it isn't elaborate or
scientific.” Kirkpatrick, pg 61
49. SOMETHING IS BETTER THAN
NOTHING
Sample your participants:
Low response rates.
Pros and cons
Intentionally single out certain
participants for a case study on their
behavior.
50. CHAZDON, HORNTVED, TEMPLIN
(JOE)
Participants define their own action plan.
Set their own specific action goals.
Follow-up is expected, and more personal.
Requires more class time to implement.
Post-program education/social media
groups.
Social networking, learning “buddies.”
51. CHAZDON, HORNTVED, TEMPLIN
The intensity or length of a program is not
an impediment to measuring behavior
change. Even a one-time, 1-hr workshop
can produce behavior change.
52. TTM
The move from one stage of change to
another indicates we have made an
impact, even though the practice has not
been completely internalized.
54. MARTIN, WARNER (JOE) 2015
By asking target audience members to
commit to something, Extension
professionals can increase the likelihood
of audience members adopting a new
behavior.
55. 4 - SOCIETY
Workman and Scheer (2012) noted, "Too
often, Extension personnel fail to
document impact of programs by
collecting real evidence of behavior
change or greater end results that benefit
society" (Problem Statement, Purpose,
and Objectives section, para. 1).
56. CHALLENGES
Clearly identify what your program is
supposed to do.
Clearly measure that your program
accomplishes what you want it to do.
57. WHAT SHOULD YOUR PROGRAM
DO?What should participants learn and do?
Cumulative behavior changes across all
participants?
Quality of life
For participants specifically.
For society in general.
58. HOW TO MEASURE
Third-party research!
You don’t have to do it yourself.
OPR (Other People’s Research) -
There is usually some amount of
research that helps connect individual
behavior to larger society benefits.
59. COSTS
Due to OPR, this is usually not as complex
or time consuming as level 3.
60. FAITH
Direct evidence usually does not exist.
It is almost always prohibitively costly.
The ability to extrapolate meaning and
believe in it, and sell it is where the real
value is found.
61. TIME AND EFFORT
Level 4 evaluation should not happen on
every program.
10% of all programs (Phillips, 2012).
63. 5 – ROI (RETURN ON INVESTMENT)
$$$ input vs $$$ output
64. MOST DIFFICULT FOR TWO
REASONSNot only because levels 1-4 must be
accomplished first.
Results have potential to be either very
supportive or very threatening of what we
are doing. You won’t know until you
actually do it.
69. CRITERIA
Simple
Economical (3-5% of the total program
buget)
Credible
Part of the program from the beginning
5% of your programs (Phillips, 2012).
70. CHALLENGES
Nobody cares?
May set expectations high for future
programs.
Fear of failure.
Fear of the unknown.
Discipline and planning.
71. BENEFITS
Indisputable worth of program.
“You will lose money/value if you
choose not to support my program.”
Help your program compete for support
and resources.
Helps you prioritize your own programs.
Forces you to improve long-term
programs.