Flashcards in 10. Evaluation (people/projects) Deck (47)
Recognise people’s achievements
Encourage future performance
Identify how a policy or intervention is working
Identify areas for improvement/refinement
Decisions to continue/abandon program
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
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
what do we evaluate?
what do we evaluate in performance?
what do we evaluate in effectiveness?
evaluation of standard of performance
what do we evaluate in productivity?
cost of achieving level of effectiveness
time, money, burnout
what is Bartram's GREAT EIGHT competency model?
analysing / interpreting
goes in a circle - 360 degrees feedback
how do we evaluate?
with objective measures and judgemental measures
what are the objective measures of evaluation?
Quantitative measure of production, e.g., sales, outputs
- Research (papers published; article views; number of citations, h-index, i-10 index…)
- Teaching (unit ratings; number of units taught)
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
Why do we abandon annual performance reviews?
due to measurement and psychological factors
measurement factors for abandoning annual performance reviews
annual reviews are disconnected from timescales of work
multiple factors (and people) contribute to one’s performance
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
what should person evaluations be?
Tied to organisational objectives
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
types of evaluation
Assessing need for a program
If program required, assessing how it has been done elsewhere
Understand rationale and plausibility of a proposed program prior to commitment
Inform stakeholders about issues and concerns with a planned program
Use knowledge and expertise to improve a planned program
Assessing program processes
Is process of implementing program on track?
Identify the program/intervention outcomes
Inform decisions about future programs, e.g., whether to use approach in other settings
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
What are the general standards of program evaluations
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
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
proprietary standard for program evaluations
Information is obtained ethically
Respect the rights and welfare of those involved
Adheres to relevant laws and workplace policies