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Flashcards in 10. Evaluation (people/projects) Deck (47)
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1

personal evaluations

(individual level)
Recognise people’s achievements
Encourage future performance

2

program evaluations

(systems level)
Identify how a policy or intervention is working
Identify areas for improvement/refinement
Decisions to continue/abandon program

3

what is the process of person evaluation?

career planning (describe career and work goals) -> planning proposal (create goals expected outcomes) -> performance agreement (agree on performance indicators, targets, timeframe) -> performance evaluation (compare indicators with targets) -> feedback discussion (revise and update career goals) -> back to career planning

4

Why do we evaluate people?

Assign rewards (e.g., bonuses)
Identify where help/training is needed
Identify when people can take on greater challenges and responsibilities (e.g., promotion)
Reinforce good behaviours
Extinguish bad behaviours

5

what do we evaluate?

performance
effectiveness
prodctivity

6

what do we evaluate in performance?

task-related behaviour

7

what do we evaluate in effectiveness?

evaluation of standard of performance

8

what do we evaluate in productivity?

cost of achieving level of effectiveness
time, money, burnout

9

what is Bartram's GREAT EIGHT competency model?

Leading/deciding
supporting/cooperating
interaction/presenting
analysing / interpreting
creating/conceptualising
organising/executing
adapting/coping
enterprising/performing

10

who evaluates?

supervisor
other peers
clients
subordinates
team members

goes in a circle - 360 degrees feedback

11

how do we evaluate?

with objective measures and judgemental measures

12

what are the objective measures of evaluation?

Quantitative measure of production, e.g., sales, outputs
Academics:
- Research (papers published; article views; number of citations, h-index, i-10 index…)
- Teaching (unit ratings; number of units taught)

13

what are the judgemental measures of evaluation?

allows consideration of context factors not captured by objective measures
e.g., supervisor’s overall impression
rating compared to other employees, influenced by perceived difficulty of job or other contextual information

14

Why do we abandon annual performance reviews?

due to measurement and psychological factors

15

measurement factors for abandoning annual performance reviews

annual reviews are disconnected from timescales of work
multiple factors (and people) contribute to one’s performance

16

psycholigical factors for abandoning annual performance reviews

Competition v. collaboration -
Performance rankings set up competitive mindsets
Doesn’t satisfy needs for learning and growth-
Fostered by more immediate feedback
More frequent communication = more informative feedback
Shifts from debating performance ratings to discussing development opportunities

17

what should person evaluations be?

Developmental
Tied to organisational objectives
Specific
Sufficiently frequent

18

how should person evaluations be sufficiently frequent?

by evaluating according to:
according to a person’s experience (less experience, more frequent)
task timeline (shorter task timelines, more frequent)
timely for decision-making

19

types of evaluation

proactive
clarificative
interactive
monitoring
impact

20

proactive evaluation

Assessing need for a program
If program required, assessing how it has been done elsewhere

21

clarificative evaluation

Understand rationale and plausibility of a proposed program prior to commitment

22

interactive evaluation

Inform stakeholders about issues and concerns with a planned program
Use knowledge and expertise to improve a planned program

23

monitoring evaluation

Assessing program processes
Is process of implementing program on track?

24

impact evaluatin

Identify the program/intervention outcomes
Inform decisions about future programs, e.g., whether to use approach in other settings

25

the steps to program evaluation

engage stakeholders (understand key issues) -> describe program (goal & purpose expected effects) -> design evaluation (Method, users, agreements) -> gather evidence (indicators, sources, quality, quantity, practicality) -> justify conclusions (analyse, interpretation, recommendations) -> tweak or revise program (implement lessons) -> back to engage stakeholders

26

What are the general standards of program evaluations

utility
feasibility
proprietary
accuracy

27

utility standard for program evaluations

Information will serve user needs
Measures are directly related to program goals
It is clear what the findings can show

28

feasibility standard for program evaluations

Information is practical to collect
Use of resources in proportion to the program/issue
Methods require skills within organisation’s capacities

29

proprietary standard for program evaluations

Information is obtained ethically
Respect the rights and welfare of those involved
Adheres to relevant laws and workplace policies

30

accuracy standard for program evaluations

Information is accurate
Reliability: indicators produce consistent responses
Validity: Indicators fairly represent the construct/idea