Mental Health Service Evaluation Case Study

One strength according to the article, when the participants were interviewed is that some of the mangers from these federal agencies who had evaluations reported the tool is useful and beneficial to improving and assess the programs. It was founded that program activities such as developing performance goals and sharing what works are ways that benefitted their

Performance accountability is based on three key questions: How much did we do? How well did we do it? And is anyone better off as a result?. It requires a need for baseline assessments / predictions in order to monitor and evaluate. The advantages to this process includes: it being adaptable to different services and interventions, it provides very strategic outcomes and in the UK is being used for Every Child Matters outcomes and actually measuring outcomes is more achievable. Some of the disadvantages to this method include: funding issues, commissioning relationships as organisations appear to be quite

It helps the company ensure that each and every employee’s objectives are still on track with your company’s goals. These evaluations can also improve employee engagement, most employees would like to know how well they are doing at their jobs. Overall, these evaluations are helpful to both you and the company in improving where both you and the company are lacking. Though, it may be tedious, please understand that these performance evaluations are necessary for all employees.

(Shorr, 2003) She mentions that this will be harder not easier however the correct implementation of effective data leads to substantial student progress. Once schools have collected, analyzed and made decisions they need to distribute it to all involved in the school (students, staff, parents, community members, etc). This helps to hold everyone accountable. The more you use and share data the more you will use it, the better you get at collecting and interpreting data to make more effective decisions.

Evaluation makes service providers accountable and ensures they are providing quality care or services to an individual or group (Robertson & Long, 2008, p. 96). Quality assurance should motivate

However, an evaluation must also provide a reason to take action and that can be divisive. An evaluation that does not provide a significant reason to act is not likely to have value to the stakeholders. In an environment where high levels of polarization exists, stakeholders become more likely to invest significant amounts of resources to have their point of view heard (Contandriopoulos & Brousselle, 2012). The evaluator should not be partisan, or attempt to fuel discord. Though, they should provide information and motivation to those who seek to improve society. Evaluators may choose to seek out those who have power to affect change. “Evaluations that are strongly connected to power structures are more likely to have an effect because they already have champions who have a stake in using evaluations to change practices” (Saunders, 2012, Pg. 429). When change is necessary, recommendations of small, incremental changes are usually more reasonable and easier for communities or program participants to accept than drastic sweeping changes. Unless there is a polarizing force driving a change, evaluations that recommend changes that build upon existing practices have a greater chance to be accepted and maximize the use of the evaluation report ” (Saunders,

In the words of Bryan Rayner, “We always have to be on our toes and be alert and ready,”(n.d). Since Utilization-focused evaluation does not operate under textbook conditions but can be complex the evaluator has an obligation to make changes when necessary. Change can mean stepping out of your comfort zone and into the discomfort of uncertainty. But an evaluator goal and mission is to provide accurate and credible findings. If goals and intended outcome of Utilization-focused evaluation is the focus then the evaluators and primary intended users will determine those goals to be evaluated. But not all goals-based evaluation will be useful for every program. Some programs merit formative and summative evaluation, but others seek alternatives

Evaluation is a feedback or an improvement process made to improve customer service. Evaluation becomes less of a formal event. Result orientated HRD professionals realize that their importance to the organization is their ability to help the organization achieve its anticipated business outcomes. So, HRD professionals believe projects need to be evaluated to determine whether the desired outcomes have been achieved. Evaluations happen at the end of interventions. Although most of the time many organizations fail to give evaluation. Some reason for that is organization members misunderstand evaluations purpose and role, they fear the impact of evaluation findings, evaluation is considered

Currently the Office of Institutional Effectiveness with the help of the Office of Instruction and Student Services, has launched a campaign to increase the understanding and use of data in the decision making process. To become a culture that relies on data as an integral part of the decision making as well as measuring the effectiveness of our policies and practices, we must first understand the various types of data and how they can be used by everyone.

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 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.

Eskenazi Health offers various nationally-recognized programs and services. Overall, Eskenazi Health has a mission to advocate, care, teach, and serve community members. The specific agency I have chosen to research is Eskenazi Midtown Community Mental Health. There is an emphasis on vulnerable populations, and financial measures do not disqualify care. Located locally in Indianapolis, Eskenazi Health Midtown Community Mental Health Center provides comprehensive inpatient and outpatient services for all types of emotional and behavioral problems, including severe mental illness and substance abuse. The services are designed to provide the utmost, high-quality care and confidentiality to patients who choose to take part in the services. Outpatient detoxification and counseling is offered to participants. Welcoming people of all ages, the mission of Eskenazi Health Midtown Community Mental Health Center is to directly serve the patient suffering with serious mental illness and chronic addiction, as well as their families.

This is similar with in schools, except instead of workers it is students and instead of managers it is teachers. By allowing students to have somewhat of an input into how teachers and what they do change, students will feel listened to, increasing morale. Additionally, by showing students their input has an effect, it is more likely for them to take these evaluations seriously, which further increases the efficiency of their responses.

When collecting data for evaluation purposes, the methods used should best fit the organization so as to provide that particular data necessary or required. Therefore, the data collection methods to be decided upon are those that are feasible when it comes to time and budget allocations of the organization. The best choice of the method to be utilized should be that which answers questions of evaluation and prioritization in both quantitative and

Using data gathering would help expose performance deficiencies. The data gathering method can be used to determine performance gaps. Some data gathering methods includes observation, questionnaire, focus groups, interviews, and document review. Observation is used to observe tasks and observe learner skills. Questionnaire can be used during the organizational analysis. Focus groups can be used to question several individuals on training needs. Interviews can be used to assess why performance is poor. Document review is to review training and performance records (Taschereau,1997). Data that is analyzed can help create a plan and implement it. Having an evaluation would help expose performance deficiencies. The evaluation can help determine the mistakes that has been made in the needs assessment and what has made the needs assessment successful.