Evaluation toolkit
The evaluation toolkit has been created to act as an appraisal for the competency model. It has been designed to give thorough feedback and scope for improving your competency delivery model. The main variable being measured is achievement of outcomes, to include intermediary performance outcomes, client goal outcomes, and overall service outcomes. It should be noted that the purpose of this toolkit is to measure specifically the information in relation to the competency model itself, it is not for the purpose of internal performance assessment.
From competency profile to the questionnaire
The first things to consider when evaluating a service are the skills you are highlighting. This is done when developing the competency model via cluster or KSA, through creating a checklist. The evaluation toolkit is then developed around this template.
Another issue to consider is, is it user friendly? We have tried to ensure that the phrasing and terminology is reader-friendly and not specific to any specific role.
Evaluation of the competency profile: the questionnaire
The questions have been designed to be clear and unambiguous. This evaluation toolkit is simple and economical for the purpose of delivery, and so that it can be repeated as frequently as necessary.
The very first thing to consider when planning any kind of toolkit for evaluation is the purpose. A clear definition is needed before proceeding. For the purposes of this toolkit, it has been agreed that the primary aim is to discover how useful the service has been and capture any suggestions for improvement.
You may wish to add content to these questionnaires to make them directly relevant to your specific content model, in which instance these can be added on as and where required.
Issues to consider internally
- Who will be handing out the questionnaires to the beneficiaries, for example if it is the intermediary giving the questionnaire to the beneficiary directly, this may affect the responses.
- How often you will evaluate, we recommend every 6 months or once during the lifecycle of the beneficiary and once at the end.
- You should also have an internal baseline template to serve as a marker for you to compare against.
- You should also have a clear idea of how you are going to evaluate the feedback and implement any changes that are highlighted.
