Week 6 Discussion 1

 Evaluation and Measurement in Not-for-Profit Sectors

 
Many individuals associated with community agencies, health care, public workforce development, and similar not-for-profit organizations view program evaluation akin to a visit to the dentist’s office. It’s painful, but at some point it cannot be avoided. A major reason for this perspective is that evaluation is seen as taking money away from program activities that perform good for others, that is, intruding on valuable resources that are intended for delivering the “real” services of the organization (Kopczynski & Pritchard, 2004). A major reason for this logic is that since there are limited funds available to serve the public good, why must a portion of program delivery be allocated to something other than serving people in need? This is not an unreasonable point and one that program managers in not-for-profits face on a continuing basis.
The focus of evaluation in not-for-profit organization has shifted in recent years from administrative data to outcome measurement, impact evaluation, and sustainability (Aspen Institute, 2000), thus a shift from short-term to long-term effects of interventions. Evaluators in the not-for-profit sector view their world as the combination of technical knowledge, communication skills, and political savvy that can make or break the utility and value of the program under consideration. Evaluation in not-for-profit settings tends to value the importance of teamwork, collaboration, and generally working together. This chapter is meant to provide a glimpse at a minor portion of the evaluation efforts that take place in the not-for-profit sector. It excludes, for example, the efforts in public education, but does provide some context for workforce development efforts.
Mosele, J. & Dessinger, J. (2009). Handbook of Improving Performance in the Workplace. (Volume 3). Pfeiffer-Wiley
To prepare for this Discussion, pay particular attention to the following Learning Resources:

• Review this week’s Learning Resources, especially:
  • Read Week 6 Lecture – See Word doc.
  • Read Chapter 16-17  – See Word doc

 
Assignment:
Respond to two of your colleagues’ posts in one or more of the following ways:
 

• Ask a clarifying question about your colleague’s description of their response
• Suggest one or more additional feedback your colleague could use regarding subject.
• Relate an example from your own experience of a positive, effective, and/or to what your colleague shared.
• 3 – 4 paragraphs
• No plagiarism
• APA citing

 
 
 
 
 
 
1^st – Colleague – Steven Cole
Steven Cole 
Cole Discussion- Week 6
 
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In the Army, the use of evaluation is used to gauge a Soldier’s competencies, skills and attributes on at a minimum annual basis.  From these evaluations, performance goals, expectations and other factors are reviewed and discussed from the beginning of the evaluation period, throughout the evaluation period, and concluding with the actual evaluation itself. The Army has adopted the use of an evaluation system that is strictly web based.  The Soldier, person being evaluated, first will complete their support form for their evaluation period. Within this support form, a self reflection and self evaluation is conducted to ensure there are performance goals and achievements they wish to attain or obtain. While many of these goals are strictly military related, it is highly recommended that the Soldier have “outside” goals such as college courses, GPA, technical certifications, etc. Other tools to help with the evaluation process and system include initial, monthly, and quarterly counseling (Discussions). These counseling help establish the relationship and trust between the Soldier and leader.  Additionally, open communication from both the leader and Soldier are displayed to ensure mutual understanding of expectations, progress, and outcomes as well. As a result of the evaluations, Soldiers can then be looked at for promotion and advancement, positions of greater responsibility, and other opportunities based on their performance based evaluations. In my research this week of tools of evaluation in the workplace, several tools included performance plan, job standards, and documentation (Deeb, 2017).  From these tools, much like the Army, businesses can ensure the employee is aware and understand the parameters of their evaluation. Performance evaluations must be honest and accurate to ensure the employee is performing to the best of their ability and contributing to the overarching objective of the business. Evaluations shall include the communication and dialogue between employee and leader.
Your Thoughts
Steve
Reference
Deeb, C. (2017, November 21). Tools for employee evaluations. Small Business – Chron.com. Retrieved March 16, 2022, from https://smallbusiness.chron.com/tools-employee-evaluations-40154.html
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2^nd Colleague – Susan Christmas
 
Susan Christmas
Week 6 Discussion
Top of Form
Our Week 6 discussion thread centers around technological tools that can aid in the evaluation process. I will be using a former workplace (using my memory to the best of my ability) to justify the need for an evaluation process within the workplace. Our instructions are to analyze tools that are currently being used within the workplace to evaluate processes and employees. We are also to distinguish which tools we have learned about that could be recommended as a positive addition to the current evaluation process.
Justification for an Evaluation Process
I will once again use Echo Bluff State Park (actual employer was Guest Services, Inc. was which contracted to run the concessions inside the park) as my workplace example even though it has been several years since my employment, and I do not fully recall all the details about the evaluation process. An evaluation process was needed at Echo Bluff State Park because daily tasks were not being completed efficiently and customers were not satisfied.
Analysis of Current Tools
I can honestly say that I do not recall any technological tools being used to aid in the evaluation process at Echo Bluff State Park. There was some manual, hand-written data collection processes that educated the General Manager on customer satisfaction. Of course, there are technological tools such as Yelp, Google reviews, TripAdvisor, etc. that evaluate processes and employees from the customer’s perspective, and those results were definitely monitored and reported to the employees. Unfortunately, changes were not often implemented even when seeing the data that proved there were clearly issues that needed to be dealt with.
Recommended Tools
One tool that I believe could be beneficial at Echo Bluff State Park is a web conference that would provide the employees with daily expectations. The web conference should also provide an explanation of changes that need to be made, why these changes are needed, and measurements that will be taken to determine the results. Follow up should be done by management by observing behavior and documenting the frequency of compliance with the changes. An additional web conference could then be done to allow the employees and managers to share their opinions on the effectiveness of the changes (Moseley & Dessinger, 2010).
References
Moseley, J. & Dessinger, J. (2010). Handbook of Improving Performance in the Workplace, Measurement and Evaluation (Volume 3) Hoboken: Wiley.
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