...Introduction The independent evaluation unit of United Nations Development Program (UNDP) conducts county evaluations called Assessment of Development Results (ADRs). This evaluation aims to demonstrate UNDP’s contribution to development results at country level, as well as the effectiveness of UNDP’s strategy in coordinating national effort for achieving development results. Assessment of development results is carried out within general provisions of UNDP Evaluation Policy and conducted jointly with the national government due to principle of national ownership. The main goals of ADR’s are to provide support to UNDP accountability and transparency to the all level of stakeholders and partners in the program country; to assure the quality of UNDP interventions at the country level; and contribute to learning at corporate, regional and country level. In geographical terms, the assessment covers programs and interventions that had impact on the entire national territory or in parts of the territory, such as states or groups of states, and municipalities. The ADR’s is not a sum of project evaluations, but macro-analysis of the relationship between the inputs, the products, and especially the outcomes. The projects and programs targeted at a particular outcome are analyzed in an integrated manner. This study compares four different assessments of development results at country level, which evaluate the UNDP’s strategy, performance and its contribution to development results...
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...Team Name Individual and Peer Evaluation Form Instructions: This evaluation serves to assess your commitment to team efforts and your perspective of the contributions of your teammates to the assignment. It is recommended that the team use this form to reflect upon and improve team performance. Each individual will submit a peer evaluation form into his/her assignment folder. Carefully review the criteria listed on the form and provide honest and constructive responses about your experience with the team assignment. • For each of the criteria, first rate yourself and then each member of your team. • If you assign a score of 5 to yourself or one of your team mates on any of the criteria, you should explain the rating with a specific example of something you or your team mate did to earn the score in the "Explanation" table. The objective is to explain the score in a way that models ideal team behavior. • If you assign a score of less than 3 to yourself or one of your team mates on any of the criteria, you should explain the score with concrete reasons for the lower score in the "Explanation" table. You should include an example that illustrates when, where, and/or how you or a team mate fell short of acceptable performance. Then, provide a brief suggestion as to how the score could be improved. • If you have suggestions as to how to elicit outstanding team behavior from team members or how to avoid team behaviors that may lead to poor team outcomes, you...
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...EMPLOYEE EVALUATION The company given in the example uses an annual rating scale evaluation method that appears to be primarily based on interpersonal relationships with co-workers as well as overall personality and attitude. There are 3 knows evaluation categories on the company’s current evaluation form: friendliness, neatness, and attitude. Friendliness This evaluation criteria focuses on the interpersonal relationships of the employee as he relates to his fellow co-workers including peers and supervisor(s). However, because of the employee’s personality differences, the employee receives a lower rating. The ability to have an accord with fellow co-workers is an important part of an employee review, especially if his ability to work with others negatively affects his or their output. However, interpersonal relationships in general should not be the primary focus of the review. The ability or desire of the employee to interact with other employees is not a valid representation of his work ethic or work product and is not indicative of the employee’s ability to help the company accomplish its ultimate mission and goals. Neatness The second item on the manager’s evaluation form is “Neatness.” The manager concludes that the employee’s neatness with relationship to his office space is only slightly better than a disaster area so, again, he gives the employee a low score. However, no mention is made of the employee’s work product. The manager needs...
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...HRD 313: Program and Organizational Evaluation Program Evaluation Plan Paper RTF Employee Morale March 8, 2011 Written By: Michelle Mogg Esther Kim Biyu Zhu Mohammed Benjebreen Ariel Van Der Bogart II. Design and Sampling We will be using the responsive evaluation model as this approach hones in on the stakeholders’ key reactions and responses to the program that is being evaluated. A responsive evaluation is ideal for this evaluation because since it allows us to utilize both quantitative and qualitative collection methods. Through this evaluation method, we can take into consideration the stakeholders’ suggestions and determine if there are any changes that can, should and will be implemented. In conducting a responsive evaluation, the evaluator must talk with the participants involved, identify the program’s issues, and then collect the data while conceptualizing the participants concerns. The main question we should ask when using this approach is, “What does the program look like to different people?” The answers we will receive will vary, but this is expected because it will give sufficient feedback when evaluating the data. This approach fits well with our design because we are asking the employees to provide us with their issues and concerns as to why they lack morale and job satisfaction. Their feedback can then help us determine if there are any common correlations and themes. In addition, asking employees to provide their insights and letting them...
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...Unit 3 Assignment: Training Evaluation Marchel Jackson GM542-02N Training and Development 7/09/2014 Professor Prof. Kevin Nash INTRODUCTION In today’s society, the majority of successful organizations utilize some sort of training for new hires. Human resources and all administrative team members ensure new hires have all tools necessary to get the job done along with ensuring they know exactly how to complete the tasks being asked. Most training programs consists of one trainer teaching new hires how to successfully complete their duties and responsibilities. Although training programs are mandatory and necessary, it is also important to ensure the training being given is well beneficial, covers all bases for the duties being asked of the corporation, and entails relevant information tied to the job while excluded all unnecessary information for the new hires. Training programs are at an all time high in this day and age due to the constant changes of technology and increase in logical ways to make all aspects of organizations much more straight lined. Organizations make it known to new hires the importance of being actively engaged in the information being given so they will know exactly what to do once they are released to perform their duties and responsibilities. Training programs are a very important piece that organizations consider when hiring new employees, however, most organizations do not consider giving evaluations to their new hires at the end of the program...
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...Employee Evaluation Form |I. Employee Information | |Employee Name |Job Title | |Supervisor/Reviewer |Review Period | | |From: / / To: / / | |II. Core Values and Objectives | |Performance Category |Rating |Comments and Examples | |Quality of Work: |( Exceeds expectations | | |Work is completed accurately (few or no |( Meets expectations | | |errors), efficiently and within deadlines with |( Needs improvement | | |minimal supervision |( Unacceptable | | |Attendance & Punctuality: ...
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...In the given situation, the engineer is evaluated on three standards: friendliness, neatness and attitude. All these values have been taken into consideration because the engineer who is under observation will eventually be rated either medium or low. This is because he is distant with other co-workers and hence considered less friendly. Also, his desk is mostly stacked with different office stationary thus proving to be less neat. Moreover, he would be rated low on his attitude as well, as he doesn’t give utter consideration to how he should behave with his peers. There are several commonly-used sets of criteria used while evaluating employees. Addressing three of them, we have: • Productivity of the employee: it relates to how much input the employee gives in the form of time and effort to bring about positive results for the welfare of the company. • Teamwork: it relates to how the employee works in teams and his level of compatibility with other team members in working toward one goal of the organization. • Employee loyalty: it relates to how committed the employee is to the success of the company and whether he plans to remain with the company and keep working with utmost dedication. All three sets of criteria are very important while evaluating an employee. However, comparing the relative value of the three, the most important one is the loyalty of the employee because if the employee is not dedicated towards the company, then his productivity will decrease and he...
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...April 3, 2016 C H A P T E R 3 Evaluation Methods Learning Objectives 1. Recognize differences between evaluation methods and how they support the human factors design cycle 2. Design formative and summative human factors studies 3. Understand representative sampling and the implications for study design and generalization 4. Design an experiment considering variables that are measured, manipulated, controlled, and cannot be controlled 5. Interpret results and recognize the limitations of a study 6. Identify the ethical issues associated with collecting data with human subjects 1 April 3, 2016 PURPOSE OF EVALUATION 3 TIMING AND TYPES OF EVALUATION 5 LITERATURE REVIEW, HEURISTIC EVALUATION, AND COGNITIVE WALKTHROUGHS USABILITY TESTING COMPREHENSIVE EVALUATION AND CONTROLLED EXPERIMENTS IN-SERVICE EVALUATION 5 7 8 9 STEPS IN CONDUCTING A STUDY 10 STUDY DESIGN 11 ONE FACTOR WITH TWO LEVELS ONE FACTOR WITH MORE THAN TWO LEVELS MULTIPLE FACTORS BETWEEN-SUBJECTS DESIGN WITHIN-SUBJECT DESIGNS MIXED DESIGNS SAMPLING PEOPLE, TASKS, AND SITUATIONS 13 13 13 14 14 14 15 MEASUREMENT 15 DATA ANALYSIS 16 ANALYSIS OF CONTROLLED EXPERIMENTS ANALYSIS OF DESCRIPTIVE STUDIES 16 17 DRAWING CONCLUSIONS AND COMMUNICATING RESULTS 18 STATISTICAL SIGNIFICANCE AND TYPE I AND TYPE II ERRORS STATISTICAL AND PRACTICAL SIGNIFICANCE GENERALIZING AND PREDICTING ...
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...Writing the Evaluation! The criteria to include in an evaluation of an observation of a child's development. Evaluating the observation of the children Explain the observation by evaluating the child's development. Focus on the aim and draw conclusions about the child's development you observed. Try to be fair and objective in your conclusions. Remember they are based on one short observation. Assess the child's stage of development Assess the child's stage of development - give reasons for your assessment. Assess the extent to which the child's development is within the range of the norm - give reasons for your comments. Make reasoned judgements as to the likely cause of the child's development progress. Suggest reasons for the child's development and behaviour. Include references to child development experts to support your opinion. Personal learning What have you learned from the observation about child development? What have you learned about this child or children? Helping the child to progress Suggest ways to help the child progress to the next stage of development. Recommend a referral for assessment by another professional. What needs have you identified for this child? What action can you take to meet the needs of the child. How can you develop the child's skills and talents? Suggest specific activities to help this child. Equal opportunities - include specific examples to demonstrate your understanding. Show how you provide for the individual...
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...Self-Evaluation: Employees are sometimes asked to evaluate themselves. It seems logical that individuals would be the best judges of their own performance, particularly if supervisors cannot observe them on a regular basis. If employees are asked to evaluate themselves, they may respond by becoming more motivated and involved in the evaluation process. Self-ratings tend to show more leniency error than supervisor ratings, although halo errors are lower.32 Self-evaluation have become popular as a part of the management by objective process, when the superior and the subordinate jointly evaluate goal attainment. Self-evaluation seems most appropriate when it is used as an employee development tool rather than to make administrative decisions.32 It may also serve as an important input into a supervisory appraisal. An employee’s self-appraisal may provide important of which the superior was not aware. The supervisor can then factor this information into his performance ratings of the employee Peer Evaluation: Peer or co-worker evaluations are more stable over time, are better able to distinguish effort from performance, and focus more on task-relevant abilities. One study has concluded that peer ratings may be the most accurate evaluations of employee performance.32 Peer evaluations can be particularly useful when supervisors do not have the opportunity to observe an individual’s performance, but fellow employees do. Peers sometimes resist evaluating one another. An individual...
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...Scenario Evaluation Plan Christina Bowers HSM/270 April 23, 2015 Kristen Peak The Madison Children’s Hospital mission is to the worldwide leader in improving children’s health by providing the highest quality of health care. To do this they need to be the leading source of research and discovery, educate the next generation of leaders in child health, and enhance the health and well-being of children and families in our local community (Appendix B). With this goal I have chosen the Project-Wide Evaluation Plan. The Project-Wide Evaluation Plan has what the Madison Children’s Hospital needs. A evaluation question, source of information, timeline, method and responsible person (Yuen/Terao, 2003, p.53).The Madison Children’s Hospital goal is to make the children better and do research to figure out how to control the chronic illness. Researchers suspect the unmanaged status of the children’s chronic illnesses is strongly related to this concern. The hospital and schools are very interested in addressing this concern (Appendix B). Biobehavioral studies of the children in the context of family and family-community dynamics are encouraged. The FOA is for ages 8-21, they are put into groups of developmental stages and cognitive disabilities (Appendix B). The children is what matters the most, and finding a cure for their chronic illnesses. Performance measurement is the ongoing monitoring and reporting of program accomplishments and progress toward pre-established goals...
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...Diploma in Human Resource Management Compensation and Benefits HRM541 Supervision by: Dr. Padmakumar Ram Saad AbuRiyah 1302487 Fall 2013 Your Turn; Job Evaluation at Whole Foods; 153 Whole Foods Market, Inc. Who are we? Well, we seek out the finest natural and organic foods available, maintain the strictest quality standards in the industry, and have an unshakeable commitment to sustainable agriculture. Whole Foods Market has more than 350 retail and non-retail locations in the US, Canada and UK. Core Values Selling The Highest Quality Natural And Organic Products Satisfying And Delighting Customers Supporting Team Members Excellence And Happiness Creating Wealth Through Profits And Growth Serve And Support Local And Global Communities Practice And Advance Environmental Stewardship Create Ongoing Win-Win Partnerships With Our Suppliers Promote The Health Of Our Stakeholders Through Healthy Eating Education Job Structure is a layout that defines what a particular career entails. The structure has well defined job descriptions of a particular job, responsibilities, qualifications, and salary structure and performance matrix. Job Evaluation is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization. Job Evaluation Methods Ranking: simply orders the job description from highest to lowest based on a global definition of relative value or contribution to the organization's...
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...Annual Performance Review Employee Name | Cathy Smith | Title | HR Receptionist | Date of Review Period | 2010 | Supervisor Name | Dianne Das | Department | Human Resource | Exceeds Expectations = 5[employee has exceeded objective, time and quality] | More Than Satisfactory = 4[employee has slightly exceeded either time and/or quality] | Satisfactory = 3[employee has met objective, may be just under objective on time and quality] | Less Than Satisfactory = 2[employee has not met objective on either time or quality] | Needs Improvement = 1[employee far below on both time and quality] | Task | Objective/Measurement | Results | Comments | Ranking | Typing | 96% accuracy | 90% | Not too far below the goal, can improve | 3 | | Complete within 48 hours of submission | Within 24 hours | Positive | 5 | Filing | 98% accuracy | 82%, unable to find files for labor issues | Subpar room for improvement. Needs more organization | 2 | | Complete by end of the day | By end of each week | Does not meet requirement | 2 | Answer phones | Answer within 3 rings | Within 2 rings | Meets requirement | 5 | | Screens calls | Forwards all calls where she could have provided information | Should attempt to deal with calls before rerouting. Room for improvement | 3 | | Provide messages upon return or availability of staff | Feedback that messages not always given to staff | Subpar, hinders day to day business. Needs improvement | 1 | Provide information | Provide...
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...continuing education have use the terms assessment and evaluation interchangeably”; however, assessment and evaluation are two separate concepts. According to Angelo, Cross-, and Moran assessment within the classroom, refers specifically to the collection of information to measure learning gains, which indicate learners’ individual levels of achievement; whereas; Queeney referred to assessment from a programmatic perspective as more comprehensive measurement of achievement of the program itself. Assessment refers to the collection of information, and it measures levels of achievement without comparisons to a set of standards, however, I feel assessment is a process used to improve a result. Some of the functions of assessment used in the assessment process is screening, phase like, and continually measure student levels of skill or knowledge. The screening process helps determine what area the learner is suited for and will help determine the learner’s weakness (if they need other assistance to help improve where they are). Baselines in the function process of the assessment are for evaluating and designing learning interventions, teaching method, program standards and policies, furthermore, assessment have various methodologies to select the method that would be most appropriate for their need. Although there are several definitions of evaluation, Stufflebeam and Shinkfield gives an extended definition of evaluation, it is the systematic assessment of an object’s merit,...
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...Evaluations are useful for programs and organizations. There are different types of evaluations that monitor different things. Process based evaluations are used to find out how a program produces the results that it does. Outcome based evaluations are used to monitor the outcomes of a program, which helps decide if the program was useful and beneficial, or a failure. Process based evaluations are used to evaluate the way a program achieves its goals. It doesn’t evaluate the outcomes themselves, just the way the program does things in order to achieve those outcomes in a successful way for the clients. One form of process evaluation is staff recruitment, hiring, and training. These things will be documented to ensure this part of the program process is efficient. Without proper staff, the program would not have much of a chance. Another example of process evaluation comes in the form of “planning and development activity forms, meeting agendas and minutes, and participatory observation.” (Yuen/Terao, 2003) These things will be used to monitor program development, problems encountered, and solutions to the problems. Outcome based evaluations are used as a way to verify that the program is performing the right actions to produce the right outcomes, or benefits, for the clients. This kind of evaluation can be done by evaluating (through surveys, interviews, etc.) people that have gone completed or participated in the program and comparing their answers and results with...
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