The Mammoth Task Of Completing Any Serious Evaluative Process Requires Teamwork, And A Sense Of Urgency

Successful evaluations begin with careful planning and efforts to engage those who will be part of the evaluation activities. This assignment focuses on using the knowledge and skills you have acquired in this course and other courses to talk about evaluation in your field practicum site and to engage your supervisors (field & task instructors, agency director, coworkers, clients, etc.) in your project.

This document details each academic division within the school (at this point the school had not received university status) and each program within the division including outcomes of each, the governance of the unit, the faculty and their credentials, and the courses that comprise each program (Academic Profiles, 2012). The other attachment to the comprehensive report is the Chapter Two Appendices

A program evaluation offers a way to determine if adjustments are needed to improve upon the project in order for it to remain successful. Furthermore, the project evaluation team will analyze and measure each component of the outcome, input, and process in order to clarify the program’s objectives and goals. Thus creating a framework of evaluation methods and questions in addition to setting up a timeline for the evaluation activities will assist in the evaluation (CDC, 2011; HRSA, n.d.; McGonigle & Mastrian, 2015). The goal of outcome measures is to describe the overall performance of the process; therefore, outcome measurement will determine the program cost-effectiveness, attribution, and efficiency (CDC, 2012; HRSA, n.d.; McGonigle & Mastrian, 2015). There will be additional evaluation concerning the input measures, which are the resources that were put into the process. Lastly, the appraisal of process measures will provide data regarding the performance each course of action involved in the implantation of the project (HRSA, n.d.). After a thorough evaluation of the project, recommendations and the dissemination of results will be prepared and

Evaluation is 1) Establish target objectives to measure outcomes. 2) Communicate to staff members the measures for successful results. 3) Organize the collection and evaluating of the effect. 4) Continually communicate with staff members during the evaluation processes. 5) Review plan and adjust if need.

The evaluation that I reviewed related to my own evaluation because it Invest heavily in planning. In was clear that they had invested both time and effort in deciding what they want to learn from their evaluation. Also, based on the information provided they discussed what they plan to do with their findings. The Office of Planning, Research & Evaluation (2010) state “for evaluation information to be useful, it must be analyzed and interpreted.” (p. 3). This week’s reading assignment supported me to successfully analyze the data gathered concerning the program I selected. Also, it provided some basic information about different procedures for analyzing evaluation data to help me comprehend and participate more fully in this procedure. For instance, I learned that I can “analyze information about attainment of program implementation using a descriptive process” that describes what was completed or plan to complete (OPRE, 2010, p.

Evaluation of the program should be ongoing, in the best effort to target issues within the program as efficiently as possible. Evaluation should be built into the program, making it effortless for those involved to provide the necessary information to create useful evaluations. Additionally, any evaluation should be cost effective, so as to not hinder the program as a whole. Any evaluations must also be done ethically and conducted competently. It is also important to disseminate the results of evaluations to interested and appropriate audiences.

The purpose of an annual performance evaluation is to promote communication and provide useful feedback about job performance, to facilitate better working relationships, to provide a historical record of performance and to contribute to professional development ( ). In June of 2018, I will have been out of high school for eighteen years. Since my high school graduation I have worked consistently in the health and human services field. Throughout my employment history I have been everything from a Executive Program Director to support staff and everything in between. This broad spectrum has allowed me to experience both, what I believe to be, the best and the worst in performance evaluations processes.

Another model of evaluation based on the personal observations makes the use of intensive personal observations and conversations with the stakeholders would be the proponents of “qualitative or naturalistic” argues that only a deep and thorough understanding of a program will permit the most helpful with the evaluation. Offering the “expert opinion model” where the evaluator must be the data-gathering instrument; yet, a greater emphasis is placed on the understanding the experiences to such issues.

As Director of the Office of Student Learning and Institutional Assessment at SFA, the Provost charged me with developing, implementing, and overseeing institutional effectiveness efforts for academic programs, administrative units, and educational support units. Under my leadership in institutional effectiveness, SFA was successful in achieving reaffirmation from the Southern Association of College and Schools Commission on Colleges (SACSCOC) with no monitoring reports or recommendations, an achievement that only 10% of institutions could claim during the year SFA received reaffirmation. We were able to accomplish this distinction despite the fact that the institution had no consistent or formal institutional effectiveness processes in place just 3 years before our compliance report was

Monitoring and evaluation can be a daunting task. The technical issues involved can be intimidating, as can be the idea of assessing one’s peers, colleagues, and own professional work.

There is no set way to evaluate an evaluation process, however, if several aspects are taken into consideration during the process, it will lend itself to a more structured accountability process. The first thing that should be examined is the evaluator, what qualities, degrees, and/or background knowledge do they possess. Next, a decision should be agreed upon about what needs to be reported of the evaluation: “Was the report in a clear and concise format? “ “How was the report intended to be used?” are jus a few of the questions that should be examined before evaluating the evaluation instrument. Another important aspect of evaluating the evaluation is ” how will it affect the stakeholders involved

Our school focused on improving the quality of instruction and the rigor of the core courses. In this respect, the number of formal and walk-in evaluations is increased as a part of our improvement plan. In first place, evaluations provide documentations of teacher performances but more important than that, they result as helping teachers to improve their performances. Teachers submit pre-evaluation forms at least 24 hours prior to observations, and they submit post observation forms within 24 hours after the observations. Admin and the teacher have post meeting before submitting the evaluation form online. During these meetings, teachers get feedback on level of instruction, depth of knowledge, engagement level, checking for understanding, and providing constructive feedback. Post and pre- evaluation forms help teachers to reflect on their instructional

The annual review process is an important component of engagement and allows you to formally recognize and reward the work of your strong performers and assist those who need further guidance to achieve their goals. I am committed to making sure our annual review process is consistent for our team members so everyone receives the recognition they deserve. In order to do this, I need all of us evaluating our teams consistently.

Amidst the President’s attempt to recover the university’s state, Neil Malcolm, an alumnus offered his help to audit the school and make some recommendations that would inhibit the school from fallout, again. Malcolm

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.