Dysfunctional Attitudes that make Program Evaluation Challenging
100
The purpose of this evaluation is to be bias free and should not know the goals of the program being studied.
What are Goal Free Evaluations
100
These are most likely drawn when the program is well understood and when stakeholders are respected and helped to achieve their goals.
What are Valid Conclusions
100
Evaluators who ignore these people's needs will have a much harder time than those who work with these people.
Who are Stakeholders
100
This should be clear and all agreements explicit
What is Communication
100
Program Planners and staff feel betrayed when evaluators find programs to be less than perfect
What is the Our Program is Exemplary dysfunctional attitude.
200
This type of evaluation is based on finding those participants who are achieving the goals of the program and contrasting them with those who clearly are not.
What is Success Case Method
200
This person knows what type of evaluation will best meet the needs of the stake holders.
Who is the Evaluator
200
Stakeholders may derive income from the program, sponsor the program, be clients of the program and other things that make them this.
What is personally involved
200
A written message outlining agreements should be made
What is a memo
200
program personnel are afraid they will lose their jobs and program should the evaluation turn out negatively.
What is the "Our program will be terminated" dysfunctional attitude.
300
This evaluation makes use of intensive personal observations and conversations with stakeholders. Argues that only a deep and thorough understanding will yield helpful information. Great emphasis is placed on understanding the experiences of the stake holders.
What is Quantitative or Naturalistic Evaluations
300
"It is often harder to ______ well than to follow a good ______."
What is Plan
300
Overheads such as the executive board or governing agency.
Who are Program Sponsors
300
(1) Who wants the evaluation?
(2) What should be the evaluation focus?
(3) Why is the evaluation wanted?
(4) When is the evaluation wanted?
(5) What resources are available to support an evaluation.
These 5 questions are all critical to this.
What is becoming familiar with information needs
300
Staff members worry that an evaluation will stifle their creativity as helping professionals
What is "An evaluation will inhibit innovation" dysfunctional attitude.
400
Evaporators invite participants to work with them in an effort to help participants develop skills that will make their communities better. Believes community citizens can determine best what services are needed.
What is Empowerment Evaluation
400
Program managers will most likely do this when evaluators acknowledge the strengths pf the program and when staff and managers do not feel threatened.
What is Listen
400
People whose welfare is involved with the Program
What are the Clients
400
Prompts stakeholders to look at the elements of a program and trace the process by which the outcomes are expected to be obtained. Allows the evaluator an opportunity to see where things "go wrong"
What is an Impact Model
400
Staff worries that an evaluation will drain money and energy away from direct service.
What is the "Evaluation drains program resources" dysfunctional attitude
500
When evaluators focus on measuring the degree to which program recipients have achieved the goals that program staff wishes program participants to achieve and is the single most prevalent approach to evaluation.
What is Objectives-based model
500
Evaluation results must not only be relevant to the programs needs and resources but must also be this.
What is timely
500
Evaluators should seek to understand experiences and philosophies that these people have with the program.
Who are the Program Personnel and Program Director (I will take both or either or)
500
This indicates that all interested parties are "on board" with the evaluation plan
A written proposal
500
Staff feel their observations are more useful than evaluator's questionnaires, and research designs.
What is the "evaluation methods are less sensitive than perceptions of staff" dysfunctional attitude