Week 7 Discussion 1
\nEvaluating Results and Benefits<\/p>\n
Relating Training to Business Performance:<\/p>\n
The Case for a Business Assessment Strategy – William J. Tarnacki II<\/p>\n
We will continue to analyze appropriate measures of reaction, learning and confidence. You will also design progress reports that include measures and reports that describe acceptance of an Assessment system or scorecard. In week seven, you will also analyze the importance of using the Assessment process for decision-making and determine the future challenges that the organization might face as they relate to Assessment. I look forward to all your comments!<\/p>\n
To prepare for this Discussion, pay particular attention to the following Learning Resources:<\/p>\n
\u00b7 Review this week\u2019s Learning Resources, especially:<\/p>\n
\u00b7 The Role of an Evaluator \u2013 See pdf<\/p>\n
\u00b7 Read Week 7 Lecture \u2013 See Word doc .<\/p>\n
1. 5 Steps \u2013 See doc. 5 Steps \u2013 See pdf<\/p>\n
1. Unconscious bias – See pdf –<\/p>\n
Assignment:<\/p>\n
Respond to two or more colleagues, \u201cSee listed below\u201d in the following way:<\/p>\n
\u00b7 Propose two suggestions on your colleague discussion<\/p>\n
\u00b7 Provide a rationale for your suggestions based on your experience and the Learning Resources for the week.<\/p>\n
\u00b7 3 \u2013 4 paragraphs<\/p>\n
\u00b7 No plagiarism<\/p>\n
\u00b7 APA citing<\/p>\n
1st Colleague \u2013 Susan Christmas<\/p>\n
Susan Christmas<\/p>\n
Week 7 Discussion<\/p>\n
Top of Form<\/p>\n
The discussion thread for Week 7 is about the role of an evaluator and the necessary steps for becoming an evaluator. Based on our learnings from the week, we are tasked with deciding if we would make a strong evaluator. We are to list the qualifications that we would look for in choosing an evaluator and demonstrate the need for an evaluator for our organization. Finally, we are asked to justify how the addition of an evaluator might improve productivity within the workplace.<\/p>\n
Would I make a strong evaluator?<\/p>\n
After reading through Chapter 20 of our eBook, I cannot say whether I would make a strong evaluator, but I can say I would have no desire to be a full-time evaluator. Moseley and Dessinger (2010) explain that a full-time evaluator typically does not start their work until after implementation of a project ( help with nursing paper writing from experts with MSN & DNP degrees). The evaluator then reconstructs the project ( help with nursing paper writing from experts with MSN & DNP degrees) and measures the impact of the project ( help with nursing paper writing from experts with MSN & DNP degrees) initiatives. However, a part-time evaluator starts at the beginning of the project ( help with nursing paper writing from experts with MSN & DNP degrees) and takes measurements of current levels and desired levels (Moseley & Dessinger, 2010). I think I would be stronger as a part-time evaluator since I would be able to start at the beginning instead of at the end and reconstruct.<\/p>\n
Qualifications for Choosing an Evaluator<\/p>\n
When choosing an evaluator for my organization, I would be looking for someone with experience in the process of evaluating and someone that has primarily focused on Assessments (a full-time evaluator). Ideally it would be nice if the evaluator was part of a national or international Assessment association because, in theory, they would have a good handle on standards for conducting Assessments (Moseley & Dessinger, 2010).<\/p>\n
Need for an Evaluator in our Organization<\/p>\n
Using a past employer once again, Echo Bluff State Park, an evaluator was needed so they could come in and analyze the situation, maybe even complete some audits, then report the findings so performance could be improved.<\/p>\n
Justification for an Evaluator Improving Productivity<\/p>\n
An evaluator might improve productivity because it provides the necessary information that can guide the decision-making process. An Assessment cannot be completed if information is not gathered first. Productivity should eventually improve once decisions are made regarding changes that need to take place.<\/p>\n
References<\/p>\n
Moseley, J. & Dessinger, J. (2010). Handbook of Improving Performance in the Workplace, Measurement and Assessment (Volume 3) Hoboken: Wiley.<\/p>\n
Bottom of Form<\/p>\n
2nd Colleague \u2013 Susan Christmas<\/p>\n
Piper Stewart<\/p>\n
Week 7<\/p>\n
Top of Form<\/p>\n
Evaluator Qualifications<\/p>\n
Evaluator qualifications are critical to a successful Assessment that will strengthen the program\u2019s level of evidence. A single evaluator or a team of evaluators is fine, so long as all the necessary skills are covered. When selecting an evaluator, it helps if the evaluator has worked with similar programs and has demonstrated experience in conducting the specific type of Assessment described in your Assessment plan. When selecting an external evaluator, focus on the program evaluator and the evaluator\u2019s background and qualifications. What is the extent of the evaluator\u2019s experience with both the content area and the type of Assessment you are planning? Identify the evaluator\u2019s experience with similar interventions and with the type of RCT or QED that the Assessment is using (e.g., an RCT in which schools, rather than students, are randomly assigned to treatment or control). List the key people designing and overseeing the Assessment and ensuring its quality along with their education\/training and type and years of experience. Verify that the evaluator can handle the scale and size of the proposed Assessment. Provide at least one example of an Assessment that is similar in size, complexity, and number of sites. Discuss the experience the evaluator has in managing similar Assessment protocols (e.g., this type of sampling, data collection, analysis). If relevant, does the evaluator have the capacity to conduct an Assessment with multiple sites across a broad geographic area? You should talk about whether or not there are conflicts of interest related to the Assessment. Conflicts of interest could be related to a part of the program, the evaluator, or the relationship between the two. For example, has the evaluator played a role in designing the program, or is the person supervising the evaluator also responsible for program implementation and success? If there are conflicts of interest, they should be disclosed and measures to mitigate them discussed.<\/p>\n
Evaluator Qualifications and Independence Overview. (n.d.). Retrieved from https:\/\/americorps.gov\/sites\/default\/files\/document\/2013_0~1.PDF<\/p>\n
Bottom of Form<\/p>\n
——-<\/p>\n
Week 7: Evaluating Results and Benefits (Discussion 1)<\/p>\n
Linking Training to Business Results:<\/p>\n
William J. Tarnacki II makes the case for a business Assessment strategy.<\/p>\n
We’ll keep looking for acceptable reaction, learning, and confidence measures. You’ll also create reports that summarize the acceptance of an assessment system or scorecard, as well as progress reports that incorporate measurements. In week seven, you’ll also consider the value of using the assessment process to make decisions, as well as the organization’s potential future issues in terms of Assessment. I look forward to all your comments!<\/p>\n
Pay special attention to the following Learning Resources as you prepare for this Discussion:<\/p>\n
\u00b7 Review this week\u2019s Learning Resources, especially:<\/p>\n
\u00b7 The Role of an Evaluator \u2013 See pdf<\/p>\n
\u00b7 Read Week 7 Lecture \u2013 See<\/p>\n","protected":false},"excerpt":{"rendered":"
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