Just like people, organizations of all types need to assess, learn, grow, and develop or they will slowly die.
I have worked with organizational and individual performance improvement (PI) concepts and tools for over 25 years, starting as a Training and Development Coordinator and Quality Improvement Coach with a hospital system in Indianapolis, IN in the early 1990s; followed by five years as VP, Continuous Improvement for a health care system in central Illinois; and continuing with experience as a national examiner for the Baldrige Performance Excellence Program and The Partnership for Excellence (TPE). For TPE, I am a team leader, training, advising/partnering coach, member of the Board of Trustees, and judge for the application and award cycle.
Contact me for assistance with process flow mapping, organizational assessment, Baldrige-based assessments and evaluations, and general consulting in the performance improvement field.
- Process flow charting, mapping
- Procedure documentation
- Team building, team facilitation
- Brainstorming, idea generation
- Data collection and analysis
Learning and Development
The Interactive Model of Program Planning for adults, as described by Carrafella and Daffron (Caffarella, R. S., Daffrom, S. R. (2013). Planning Programs for Adult Learners: A Practical Guide (3rd ed.). San Francisco: Jossey-Bass.) This model encompasses all aspects of ADDIE and other traditional models of program planning.
Program and Educational Evaluation
Evaluation is a systematic assessment focused on finding ways to improve a program, service, or educational effort. The key concept is that an evaluation should address quality, worth, integrity and honesty, significance, and lessons learned. The most important purpose is to improve, not to prove.
The CIPP Model, developed by Daniel Stufflebeam in the 1960s, achieves those goals, and has evolved over time from a focus on process and product to a systems/improvement-oriented framework including the four components of Context, Input, Process, and Product.
I have used the CIPP Model for:
- My dissertation, a study of evaluation approaches for management development programs in health care;
- A comprehensive review of the Management Assistance Program for Executive Service Corps;
- Evaluation of three community leadership development programs.
Kirkpatrick’s four levels of training evaluation – Results, Behavior, Learning, Reaction – can be found within the CIPP model, primarily in the areas of Process and Product.