Importance of Evaluating By: Lincoln Kemmerer, Brian Fletcher, Sophia Burnham, Ashley Piper, and Sara Beylor
Types of Evaluations Process Evaluation: How an organization is doing Outcome Evaluation: Results of a program Formative Evaluation: Conducted during an event/program Summation Evaluation: Conducted at the end of an event/ program
Evaluation Process Step 1 Decide what to evaluate Step 2 Decide how to approach the evaluation Step 3 Analyze the data Step 4 Prepare the report Step 5 Implement recommenda tions
How to Approach Qualitative: Observation, focus groups Assesses the quality of the program/ individual Quantitative: Statistics, surveys Assesses the program/ individual in terms of numbers Tools: Questionnaires, rating scales, checklists, attitude scales
Purpose of Performance Evaluations The most important purpose of performance evaluations is allowing an ample opportunity for the supervisor and employee to meet and communicate. There are two methods of performance evaluation including Administrative and Developmental. Administrative- Provide feedback, Warning for poor performance, Discuss possible raises and promotions. Developmental- Concerned with performance, Coaching to improve performance, Stimulate motivation
When to Evaluate… New employees- Need coaching and direction for positive outcomes. Seasoned Employees- Keep employees informed on company changes and standards Level within company- Should be evaluated before moving up in company Based on employees past and current knowledge and performance.
What Should Be Evaluated? Job-specific task performance: written/oral communications, supervision/leadership, and management/administration. Non-job specific task performance: effort, personal discipline, and facilitation or peer/team performance. Citizenship behaviors: conscientiousness, sportsmanship, courtesy, civic virtue, peacekeeping, and encouragement. Outcome-based vs. behavior-based: the end result of a project or how employees respond to tasks given.
The Performance Evaluation will: Inform- Allows communication between the supervisor and employee on performance. Set Goals- Establish goals for progress Develop- Identify actions that can be taken to enhance performance and development of employee Evaluate- Supervisor and employee evaluate results based on previous goals, and performance. Provide- Standards for decisions on advances in the company
Works Cited The Purpose Of Performance Evaluations. (2011, October). Retrieved from iowa.gov website: htm