Difference between revisions of "Evaluation"

Conclusions arising from an evaluation encompass both an empirical aspect (that something is the case) and a normative aspect (judgment about the value of something). The value feature in evaluation differentiates it from other types of inquiry such as investigative journalism or public polling for instance.

Evaluation can be conducted for purposes of:

1. Generating general knowledge about and principles of programme effectiveness
2. Developing programmes and organizations
3. Focusing management efforts
4. Creating learning organizations
5. Empowering project/programme participants
6. Directly supporting and enhancing programme interventions (by fully integrating evaluation into the intervention)
7. Stimulating critical reflection on the path to more enlightened practice

Evaluation should ideally be undertaken selectively to answer specific questions to guide decision-makers and/or programme managers, and to provide information on whether underlying theories and assumptions used in programme development were valid, what worked and what did not work and why(UN OIOS)

Characteristics of evaluation can be summarized as follows:

• Analytical – based on recognized research techniques
• Systematic – carefully planned and using chosen techniques consistently
• Objective – where the evaluator is as neutral as possible and avoids bias, values and or prejudice
• Valid – internally valid because the causal link between the intervention and the observed effects is certain and externally valid because the conclusions about the intervention can be generalized and applied to other people, settings and times
• Reliable – able to have findings that are reproducible by a different evaluator with access to same (or similar) context and using the same or similar methods of data analysis
• Issue-oriented – address important issues relating to the program, including its relevance, efficiency and effectiveness
• User-driven – the design and implementation of the evaluation should provide useful information to decision-makers.

Training Evaluation Approaches

Training evaluation is generally considered as the final stage in a systematic approach with the purpose being to improve interventions (formative evaluation) or make a judgment about worth and effectiveness of the training intervention (summative evaluation) (Gustafson & Branch:1997). Goal-based and systems-based approaches are predominantly used in the evaluation of training (Philips, 1991) with the most influential approach being the Kirkpatrick model (1959). This model follows the goal-based evaluation approach and is based on four simple questions that translate into four levels of evaluation. The four levels evaluation are reaction, learning, behavior, and results. Under the systems approach, the most widely applied models include:

• Context, Input, Process, Product (CIPP) Model (Worthen & Sanders, 1987)
• Training Validation System (TVS) Approach (Fitz-Enz, 1994)
• Input, Process, Output, Outcome (IPO) Model (Bushnell, 1990)

File:Approaches to Training Evaluation.pdf

In the final analysis, the purpose of evaluating training programmes is to:

1. Establish if the training intervention is fully meeting its stated objectives
2. Make training programmes more efficient and effective in enhancing individual and organization performance
3. Provide an opportunity for organizational learning with lessons learned being applied to improve service delivery and meet beneficiary expectations
4. Determine the value (ROI) of the training intervention both to participants and organization

Training Evaluation Tools:

Flow chart to determine if Level 1 evaluation is required

Flow chart to determine if Level 2 evaluation is required

Flow chart to determine if Level 1 evaluation is required

Flow chart to determine if Level 2 evaluation is required