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  • Interactivites
    the overview and pause at any time by pressing the Pause button on the bottom left of the player The buttons at the bottom right of the player allow you to control the volume and shift the video to full screen On Screen Text Below the player you will find on screen text This includes the detailed information you will need to know in order to meet learning objectives for

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/evaluatingtrainingandta/Help.aspx?chp=99 (2016-02-12)
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  • Overview - Evaluating Training and Technical Assistance
    the larger community Whether this value is communicated in dollars or the number of individuals served quantifiable performance measures are becoming important in the increasingly competitive social service industry At the end of this lesson you will be able to relate how proper outcome measurement depends on effective evaluation recall the basic levels of evaluation and identify valuable tools and techniques that your organization can use to incorporate evaluation into all the services you provide Evaluation processes validate program outcomes An outcome is a change in individuals groups organizations systems or communities that occurs during or after program activities An outcome answers the question so what So what if you provide an organization with 10 hours of technical assistance on fundraising techniques Is the organization better able to raise money Do they actually raise more money now So what if you train an organization on how to develop a strategic planning process Can the organization effectively perform the steps involved Do they actively engage in strategic planning now Quantitative and qualitative evaluation measures help to answer this so what question by methodically linking an organization s actions to client results Proper evaluation processes and procedures help a training and technical assistance provider to answer the questions what has changed as a result of this program How has this program made a difference How are the lives of our clients better as a result of the program Keep in mind that logic models and evaluation processes can provide insight regarding your organization s contribution to positive results In order to prove direct causation however an organization will need to take part in experimental research and a controlled study to link training and technical assistance to results Kirkpatrick s four levels of evaluation provide a framework Donald L Kirkpatrick is a Professor

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  • 1 - Logic Models and Outcome Measurement - Evaluating Training and Technical Assistance
    place an organization can begin to analyze its stated outcomes and develop performance measures and a detailed evaluation plan Clearly defined outcomes become organizational goals and hypotheses Organizations may find it helpful to analyze their activities and outputs through the if then lens When developing outcomes an organization should ask itself If we provide these activities and outputs what do we hope will then happen The answer to this question should provide an organization with short term intermediate and long term outcomes Short term outcomes are those outcomes that will occur while clients are receiving your services including things like knowledge gain or changes in attitude in the organizations that you work with Achievement of short term outcomes can generally be measured using Kirkpatrick s second level of evaluation Intermediate outcomes are those that occur within the client organization itself including changes in behavior or skill gain that you expect to result from the training and technical assistance you provided Achievement of intermediate outcomes is usually measured through tests for learning and observations of changes in behavior Kirkpatrick s second and third levels of evaluation Long term or end outcomes refer to the resulting ability of a client organization to operate more efficiently and effectively by serving more people or becoming more sustainable in accomplishing its larger purpose Achievement of long term outcomes can be measured through Kirkpatrick s fourth level of evaluation Use the if then exercise to identify outcomes You need Adobe Flash Player to view some content on this site Logic models document relationships While not all logic models look the same they all serve the same purpose to graphically capture the assumption and cause and effect relationships that drive your organization s work on a project Download a sample logic model template and test your understanding

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/evaluatingtrainingandta/default.aspx?chp=1 (2016-02-12)
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  • 2 - Evaluating Reaction - Evaluating Training and Technical Assistance
    the facilitator Experienced training and technical assistance providers recognize that something as small as room temperature or infrequent breaks can have a large impact on participants abilities to learn and retain information Regular review and analysis of level 1 survey results can help your organization to improve training and technical assistance opportunities by making them more convenient comfortable and relevant to the client Make the most out of your surveys The length and type of level 1 survey will often depend on the length and type of training or technical assistance delivered Regardless as to the format of this survey organizations should try to ensure that 100 of participants respond that participants remain anonymous and that results are quantifiable yet allow for comments and written feedback Download a sample level 1 training evaluation here There are a number of web based survey applications including Zoomerang SurveyMonkey and SurveyGizmo that organizations can use to create and distribute electronic surveys Each survey application has different editions that allow you to analyze functionality and choose a plan and price point that works for your organization If you are unable to financially invest in a survey tool check out the free versions on Zoomerang and SurveyMonkey Both in person and electronic surveys can also be used to evaluate technical assistance offerings Whether technical assistance takes place over the phone via email or in person organizations should be prepared to deploy a survey enquiring into whether the individual providing the technical assistance was helpful and whether the client s questions were answered Develop performance measures and keep high standards Performance measures are the data points that support the achievement of a larger outcome or goal At initial stages of evaluation performance measures are usually easy to identify as they relate directly to organizational outputs When

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/evaluatingtrainingandta/default.aspx?chp=2 (2016-02-12)
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  • 3 - Evaluating for Learning - Evaluating Training and Technical Assistance
    plan for action Regardless as to what sort of gain you are testing for and how you are planning to measure it level 2 evaluations play an invaluable role in linking your organization s actions to the success of your clients Without level 2 evaluations it is impossible for an organization to prove that their work has resulted in positive behavioral changes and overall improvements in clients efficiency or effectiveness Document level 2 gains with pre and post tests In order to prove that your clients have gained new knowledge skills or attitudes as a result of your training or technical assistance your organization will need to be able to quantify those gains using performance measures Pre tests or pre event surveys can help to capture your client s beginning understanding or knowledge in the training and technical assistance subject area Just like with level 1 surveys level 2 pre and post tests should be developed in a consistent manner so that you can easily compare the two and identify the impact of your training or technical assistance Pre tests or surveys can also be very informative as they help identify a client s strengths and weaknesses and highlight areas

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  • 4 - Evaluating Behavior - Evaluating Training and Technical Assistance
    both quantitative and qualitative information This might include methods such as surveys interviews and even on site observation Some organizations may decide to evaluate behavior at multiple points in time after the training or technical assistance event to see whether clients have maintained momentum and continue to make positive changes Naturally it is up to your organization to develop and implement a level 3 evaluation plan that works within your budget and scheduling constraints Client interviews reveal behavioral changes In order to effectively evaluate for changes in behavior you will need to reconnect with training and technical assistance participants Whether you reach out via electronic survey email telephone or in person interview you will be looking to answer the same set of questions What did you learn that you were excited to try to implement at your organization How eager were you to implement these new changes Were you able to successfully implement these changes Why or why not How do you plan to do things differently in the future Your organization may also find it beneficial to interview client staff members who regularly interact with the individual who took part in the TTA event These staff interviews may include colleagues supervisors or subordinates anyone who might be able to provide insight into the individual s behavior When interviewing client staff members TTA providers should enquire as to whether the individual left the training or technical assistance event energized and excited to make positive changes whether or not the individual actually made a change and whether this change was well received and sustainable within the client s overall organizational climate Gain perspective through pre and post tests of behavior Just as with level 2 evaluations level 3 evaluations are often more informative when organizations evaluate behavior both before and after

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  • 5 - Evaluating for Results - Evaluating Training and Technical Assistance
    way Like level 3 evaluations evaluating for results takes time and patience Prior to beginning the level 4 evaluation process you and your clients should map out the outcomes and performance measures that you hope to achieve through the implementation of a training and technical assistance program After these data points have been identified you can begin to analyze whether your work has resulted in tangible benefits for your client allowing them to operate more efficiently and effectively and empowering them to increase their capacity Evaluate long term outcomes and identify results Outcomes are the desired measurable changes in efficiency or effectiveness that are meaningful to the client In the early stages of developing a training or technical assistance program outcomes become goals or hypotheses as to the impact you hope to have on your client When evaluating for results an organization should revisit the long term outcomes identified in their logic model and consider ways to evaluate these outcomes Performance measures are the data points that support the achievement of a larger outcome While an outcome generally represents a larger goal or aim for the organization performance measures are the concrete factors that are assumed to quantitatively measure the established outcome Performance measures support long term outcomes You need Adobe Flash Player to view some content on this site Level 4 evaluations do not exist in a vacuum Level 4 evaluations are compelling Evaluating for results helps to affirm that your organization s efforts were well spent that your clients came away with meaningful knowledge that motivated them to change their behavior and that this behavior change led to improvements in the way they do business Because results are so compelling it is important that your organization be able to show the link between your services and each level

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  • Summary - Evaluating Training and Technical Assistance
    s four levels of evaluation provide a framework around which to analyze and explore these offerings Tests for learning and behavior can provide evidence that you are meeting short term and intermediate outcomes while tests for results eventually prove the accomplishment of long term objectives Thorough evaluation processes take time effort and patience However when done properly and consistently evaluation can provide you with the edge over your competitors Methodical evaluation plans and regular analysis can provide your organization with calculations of your value not only to your clients but to the larger community you serve Carefully consider the costs and benefits of evaluation and develop a plan that meets your expectation yet works within your organization s budget Thank you for taking the time to learn about Evaluating Training and Technical Assistance Let improvement drive your evaluation process Effective training and technical assistance organizations develop cultures of constant improvement and are constantly striving to make their offerings more convenient and relevant Kirkpatrick s four levels of evaluation can help your organization to identify both small and large changes that when implemented can significantly impact the quality of services you provide Whether evaluation results are positive or negative they can help your organization to fine tune training and technical assistance processes To keep this drive for improvement at the forefront end all evaluations with some variation of the question How can we make this program more helpful Consider cost versus benefits When crafting an evaluation plan an organization should always consider costs versus benefits Consider the who what when and how of your evaluation plan Who Who from your staff will conduct evaluations Will you hire an outside consultant or utilize internal staff How much does it cost to utilize this person s time What What are you evaluating What

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