Evaluation and
Implementation
“Unless strategy evaluation is performed seriously and systematically, and unless strategists are willing to act on the results, energy will be used up defending yesterday.”
- Peter Drucker
Below are artifacts and personal reflections that demonstrate my competencies.
Evaluate Instructional & Non-instructional Interventions.
Challenge: Implement formative evaluation plans.
Success Criteria: Evidence of implementing a formative evaluation plan to provide information that can be used to make adjustments and improvements in the design. Evidence must show a formative evaluation plan (expert review, 1-1 evaluation, small group, and field trial).
Reflection must address: Which phase(s) of formative evaluation did you conduct? Which data did you collect (e.g., clarity and accuracy of instruction, general attitudes, procedural issues, etc.)? What were the results of the formative evaluation, and how did it affect your design?
⭐ Click to view the evidence 1 (Evaluation Plan Table 3.2), evidence 2(Appendix), and the reflection.
Challenge: Implement summative evaluation plans.
Success Criteria: Evidence of implementing a summative evaluation plan to evaluate the effectiveness of the instruction and decide whether to continue to use the instruction. Evidence must show an evaluation plan (e.g., Kirkpatrick’s Four Levels of evaluation).
Reflection must address: If the implementation of the summative evaluation met your expectations. What were the results of the summative evaluation (did you continue with the program/instruction, did you cancel it, did you modify it)?
⭐ Click to view the evidence 1(Appendix B&C), and the reflection.
Design a Plan for Dissemination & Diffusion of Instructional or Non-instructional Interventions.
Challenge: Create a vision of change that aligns learning and performance goals with organizational goals.
Success Criteria: Evidence of a vision change/creation that aligns with learning goals, performance goals, and/or organizational goals (e.g., big picture, company standards, etc.).
Reflection must address: How did you arrive at your redesign (i.e., new vision and interventions) and how it aligns with learning goals, performance goals and/or organizational goals–consider the dialogue and negotiation needs that were considered in the planning process during this vision of change?
⭐ Click to view the evidence and the reflection.