Program EvaluationGwen White

AET/57012/05/2016

Instructor Dr. Randy Howell

Program Evaluation Model Aunt Marie’s has used Reality Therapy to assist

social services and case managers with effective case management skills. The agency would like to assess the training program on it’s effectiveness. The program is usually a seven day program, which is facilitated by a trainer outside of the agency.

Program Evaluation Model

The training has not been evaluated. The agency would like to determine if the effort of

implementing this training has a positive result. The agency would like to make sure that the results of this training will do exactly what it say’s it will do for case managers.

Program Evaluation Model

Program Evaluation Model

Are the case managers more engaging in their work? Are the correct skills used to encourage client interaction? Are case managers allowing clients to help make the plan for their lives?

William Glasser started teachings on reality therapy.

Program Evaluation

Reality Therapy is the method of counseling that Dr. Glasser has been teaching since 1965. Reality therapy is firmly based on choice theory and its successful application is dependent on a strong understanding of choice theory. ( WGI US, 2010)

Program Evaluation

The agency will use the Kirkpatrick evaluation model as a focal point for determining the effectiveness of the Reality Therapy training. The agency will also base part of it’s determination from the ROI method, which is the “show me the money” method.

Program Evaluation

The ROI stands for return on investment. Aunt Marie’s spends money to pay an outside source for this training. The agency wants to see a return on their investment.

Program Evaluation Model

Kirkpatrick, 2008 model of evaluation:

Level I – ReactionLevel II – LearningLevel III – BehaviorLevel IV - Results

Program Evaluation Model

Level I – How did Aunt Marie’s employee’s feel about the training overall? (Kirkpatrick, 2008)

A survey should be used to determine how the learners feel. This survey will be created through survey monkey and sent to employee’s via email so that the employee’s can have privacy and think about their answers.

Program Evaluation Model

Level II – What did the learners learn? What skills

were developed or improved? What attitudes changed? (Kirkpatrick, 2008)

Aunt Marie’s employee’s will show new skills observed by managers. The positive attitudes will be shown when working with clients. The clients will be more receptive to services.

Program Evaluation Model

Level III – Evaluation of Behavior

There are several reasons that practitioners give in response to the question as to why level 3 evaluation should be conducted:* We want to see if trainees are actually using what they learned in a learning event.* We want to see how often trainees are using what they learned.* We want to see exactly how trainees are using what they learned.* We want to see if training makes a difference in how people do their jobs. (Binkerhoff, 2008)

Program Evaluation Model

Level III cont.

The clients will be more receptive to services. Case managers better with being engaging.

Program Evaluation Model

Level IV – Results Atopic of interest to trainers and clients alike is

what impact or results did a training initiative have on the organization.  (McCain, 2008)

Is there an increase in clients signing up for case management?Are the current clients more attentive and engaging with services provided?

Program Evaluation

The training at Auntie Marie’s would consider the overall impact and results. The organization would need to see that the case managers skills are enhanced, client engagement is better as a result of the training. If this is the case, client participation goes up and grants increase due to positive results.

Program Evaluation Model

We won’t know the truth about the training if wedon’t evaluate! The results go back to the ROI. Aunt Marie’s will seethe return on their investment in the end.

References

Brinkerhoff, R.O., & Mooney, T.P. (2008). Chapter 30: Level 3: Evaluation.

ASTD Handbook for Workplace Learning Professionals, n/a. Kirkpatrick, D.L. (2008). Section VI: Measuring and evaluation impact –

Luminary Perspective: Evaluating training programs. ASTD Handbook for Workplace Learning Professionals. n/a.

McCain, D.V. (2008). Chapter 31: Level 4: Results. ASTD Handbook for

Workplace Learning Professionals, n/a.

(2010). Reality Therapy. William Glasser Institute. Retrieved from http://www.wglasser.com/the-glasser-approach/reality-therapy