I blogged earlier this week on civility, community, compassion, and comfort. I indicated that these are related to evaluation because it is part of the values of evaluation (remember the root of evaluation is value)–is it mean or is it nice…Harold Jarche talked today about these very issues phrasing it as doing the right thing…if you do the right thing, it is nice. His blog post only reinforces the fact that evaluation is an everyday activity and that you (whether you are an evaluator or not) are the only person who can make a difference. Yes, it usually takes a village. Yes, you usually cannot see the impact of what you do (we can’t get easily to world peace). Yes, you can be the change you want to see. Yes, evaluation is an every day activity. Make nice, folks. Try a little civility; expand your community; remember compassion. Comfort is the outcome. Comfort seems like a good outcome. So does doing the right thing.
Tag Archives: worth
Civility. Compassion. Community. Comfort.
I know–how does this relate to evaluation? Although I think it is obvious, perhaps it isn’t.
I’ll start with a little background. In 1994, M. Scott Peck published A World Waiting To Be Born: Civility Rediscovered. 
In that book he defined a problem (and there are many) facing the then 20th century person ( I think it applies to the 21st century person as well). That problem was incivility or the “…morally destructive patterns of self-absorption, callousness, manipulativeness, and materialism so ingrained in our routine behavior that we do not even recognize them.” He wrote this in 1994–well before the advent of the technology that has enabled humon to disconnect from fellow humon while being connected. Look about you and count the folks with smart phones. Now, I’ll be the first to agree that technology has enabled a myriad of activities that 20 years ago (when Peck was writing this book) were not even conceived by ordinary folks. Then technology took off…and as a result, civility, community, and, yes, even compassion went by the way.
Self-absorption, callousness, manipulativeness, materialism are all characteristics of the lack of, not only civility (as Peck writes), also loss of community and lack of compassion. If those three (civility, community, compassion) are lost–where is there comfort? Seems to me that these three are interrelated.
To expand–How many times have you used your smart phone to text someone across the room? (Was it so important you couldn’t wait until you could talk to him/her in person–face-to-face?) How often have you thought to yourself how awful an event is and didn’t bother to tell the other person? How often did you say the good word? The right thing? That is evaluation–in the everyday sense. Those of us who call ourselves evaluators are only slightly different from those of you who don’t. Although evaluators do evaluation for a living, everyone does it because evaluation is part of what gets us all through the day.
Ask your self as an evaluative task–was I nice or was I mean? This reflects civility, compassion, and even community.–even very young children know that difference. Civility and compassion can be taught to kindergarteners–ask the next five year old you see–was it nice or was it mean? They will tell you. They don’t lie. Lying is a learned behavior–that, too, is evaluative.
You can ask your self guiding questions about community; about compassion; about comfort. They are all evaluative questions because you are trying to determine if you have made a difference. You CAN be the change you want to see in the world; you can be the change you want to be. That, too is evaluative. Civility. Compassion. Community. Comfort. 
Accountability
“In reality, winning begins with accountability. You cannot sustain success without accountability. It is an absolute requirement!” (from walkthetalk.com.)
I’m quoting here. I wish I had thought of this before I read it. It is important in everyone’s life, and especially when evaluating.
Webster’s defines accountability as, “…“the quality or state of being accountable; an obligation (emphasis added) or willingness to accept responsibility for one’s actions.” The business dictionary goes a little further and defines accountability as “…The obligation of an individual (or organization) (parentheses added) to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner.”
It’s that last part to which evaluators need to pay special attention; the “disclose results in a transparent manner” part. There is no one looking over your shoulder to make sure you do “the right thing”; that you read the appropriate document; that you report the findings you found not what you know the client wants to hear. If you maintain accountability, you are successful; you will win.
AEA has a adopted a set of Guiding Principles 
for the organization and its members. The principles are 1) Systematic inquiry; 2) Competence; 3) Integrity/Honesty; 4) Respect for people; and 5) Responsibilities for the General and Public Welfare. I can see where accountability lies within each principle. Can you?
AEA has also endorsed the Program Evaluation Standards 
of which there are five as well. They are: 1) Utility, 2) Feasibility, 3) Proprietary, 4) Accuracy, and 5) Evaluation accountability. Here, the developers were very specific and made accountability a specific category. The Standard specifically states, “The evaluation accountability standards encourage adequate documentation of evaluations and a metaevaluative perspective focused on improvement and accountability for evaluation processes and products.”
You may be wondering about the impetus for this discussion of accountability (or, not…). I have been reminded recently that only the individual can be accountable. No outside person can do it for him or her. If there is an assignment, it is the individual’s responsibility to complete the assignment in the time required. If there is a task to be completed, it is the individual’s responsibility (and Webster’s would say obligation) to meet that responsibility. It is the evaluator’s responsibility to report the results in a transparent manner–even if it is not what was expected or wanted. As evaluator’s we are adults (yes, some evaluation is completed by youth; they are still accountable) and, therefore, responsible, obligated, accountable. We are each one responsible–not the leader, the organizer, the boss. Each of us. Individually. When you are in doubt about your responsibility, it is your RESPONSIBILITY to clarify that responsibility however works best for you. (My rule to live by number 2: Ask. If you don’t ask, you won’t get; if you do, you might not get.)
Remember, only you are accountable for your behavior–No. One. Else. Even in an evaluation.; especially in an evaluation
Response rates and non-responders
You implement a program. You think it is effective; that it makes a difference; that it has merit and worth. You develop a survey to determine the merit and worth of the program. You send the survey out to the target audience which is an intact population–that is, all of the participants are in the target audience for the survey. You get less than 4o% response rate. What does that mean? Can you use the results to say that the participants saw merit in the program? Do the results indicate that the program has value; that it made a difference if only 40% let you know what they thought.
I went looking for some insights on non-responses and non-responders. Of course, I turned to Dillman 
(my go to book for surveys…
). His bottom line: “…sending reminders is an integral part of minimizing non-response error” (pg. 360).
Dillman (of course) has a few words of advice. For example, on page 360, he says, ” Actively seek means of using follow-up reminders in order to reduce non-response error.” How do you not burden the target audience with reminders, which are “…the most powerful way of improving response rate…” (Dillman, pg. 360). When reminders are sent they need to be carefully worded and relate to the survey being sent. Reminders stress the importance of the survey and the need for responding.
Dillman also says (on page 361) to “…provide all selected respondents with similar amounts and types of encouragement to respond.” Since most of the time incentives are not an option for you the program person, you have to encourage the participants in other ways. So we are back to reminders again.
To explore the topic of non-response further, there is a book
(Groves, Robert M., Don A. Dillman, John Eltinge, and Roderick J. A. Little (eds.). 2002. Survey Nonresponse. Wiley-Interscience: New York) that deals with the topic. I don’t have it on my shelf, so I can’t speak to it. I found it while I was looking for information on this topic.
I also went on line to EVALTALK and found this comment which is relevant to evaluators attempting to determine if the program made a difference: “Ideally you want your non-response percents to be small and relatively even-handed across items. If the number of nonresponds is large enough, it does raise questions as to what is going for that particular item, for example, ambiguous wording or a controversial topic. Or, sometimes a respondent would rather not answer a question than respond negatively to it. What you do with such data depends on issues specific to your individual study.” This comment was from Kathy Race of Race & Associates, Ltd., September 9, 2003.
A bottom line I would draw from all this is respond…if it was important to you to participate in the program then it is important for you to provide feedback to the program implementation team/person.
Independence or Interdependent?
This Thursday, the U.S. celebrates THE national holiday. 
I am reminded of all that comprises that holiday. No, not barbeque and parades; fireworks and leisure. Rather all the work that has gone on to assure that we as citizens CAN celebrate this independence day. The founding fathers (and yes, they were old [or not so old] white men} took great risks to stand up for what they believed. They did what I advocate- determined (through a variety of methods) the merit/worth/value of the program, and took a stand. To me, it is a great example of evaluation as an everyday activity. We now live under that banner of the freedoms for which they stood. 
Oh, we may not agree with everything that has come down the pike over the years; some of us are quite vocal about the loss of freedoms because of events that have happened through no real fault of our own. We just happened to be citizens of the U.S. Could we have gotten to this place where we have the freedoms, obligations, responsibilities, and limitations without folks leading us? I doubt it. Anarchy is rarely, if ever, fruitful. Because we believe in leaders (even if we don’t agree with who is leading), we have to recognize that as citizens we are interdependent; we can’t do it alone (little red hen notwithstanding
). Yes, the U.S. is known for the strength that is fostered in the individual (independence). Yet, if we really look at what a day looks like, we are interdependent on so many others for all that we do, see, hear, smell, feel, taste. We need to take a moment and thank our farmer, our leaders, our children (if we have them as they will be tomorrow’s leaders), our parents (if we are so lucky to still have parents), and our neighbors for being part of our lives. For fostering the interdependence that makes the U.S. unique. Evaluation is an everyday activity; when was the last time you recognized that you can’t do anything alone?
Happy Fourth of July–enjoy your blueberry pie!
Causation?
I have a few thoughts about causation, which I will get to in a bit…first, though, I want to give my answers to the post last week.
I had listed the following and wondered if you thought they were a design, a method, or an approach. (I had also asked which of the 5Cs was being addressed–clarity or consistency.) Here is what I think about the other question.
Case study is a method used when gathering qualitative data, that is, words as opposed to numbers. Bob Stake, Robert Brinkerhoff, Robert Yin, and others have written extensively on this method.
Pretest-post test Control Group is (according to Campbell and Stanley, 1963) an example of a true experimental design if a control group is used (pg. 8 and 13). NOTE: if only one group is used (according to Campbell and Stanley, 1963), pretest-post test is considered a pre-experimental design (pg. 7 and 8); still it is a design.
Ethnography is a method used when gathering qualitative data often used in evaluation by those with training in anthropology. David Fetterman is one such person who has written on this topic.
Interpretive is an adjective use to describe the approach one uses in an inquiry (whether that inquiry is as an evaluator or a researcher) and can be traced back to the sociologists Max Weber and Wilhem Dilthey in the later part of the 19th century.
Naturalistic is an adjective use to describe an approach with a diversity of constructions and is a function of “…what the investigator does…” (Lincoln and Guba, 1985, pg.8).
Random Control Trials (RCT) is the “gold standard” of clinical trials, now being touted as the be all and end all of experimental design; its proponents advocate the use of RCT in all inquiry as it provides the investigator with evidence that X (not Y) caused Z.
Quasi-Experimental is a term used by Campbell and Stanley(1963) to denote a design where random assignment cannot be made for ethical or practical reasons be accomplished; this is often contrasted with random selection for survey purposes.
Qualitative is an adjective to describe an approach (as in qualitative inquiry), a type of data (as in qualitative data) or
methods (as in qualitative methods). I think of qualitative as an approach which includes many methods.
Focus Group is a method of gathering qualitative data through the use of specific, structured interviews in the form of questions; it is also an adjective for defining the type of interviews or the type of study being conducted (Krueger & Casey, 2009, pg. 2)
Needs Assessment is method for determining priorities for the allocation of resources and actions to reduce the gap between the existing and the desired.
I’m sure there are other answers to the terms listed above; these are mine. I’ve gotten one response (from Simon Hearn at BetterEvaluation). If I get others, I’ll aggregate them and share them with you. (Simon can check his answers against this post.
Now causation, and I pose another question: If evaluation (remember the root word here is value) is determining if a program (intervention, policy, product, etc. ) made a difference, and determined the merit or worth (i.e., value) of that program (intervention, policy, product, etc.), how certain are you that your program (intervention, policy, program, etc.) caused the outcome? Chris Lysy and Jane Davidson have developed several cartoons that address this topic. They are worth the time to read them.
More on rubrics and evaluation
Recently, I was privileged to see the recommendations of William (Bill) Tierney on the top education blogs. (Tierney is the Co-director of the Pullias Center for Higher Education at the University of Southern California.) He (among others) writes the blog, 21st scholar. The blogs are actually the recommendation of his research assistant Daniel Almeida. These are the recommendations:
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Free Technology for Teachers
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MindShift
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Joanne Jacobs
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Teaching Tolerance
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Brian McCall’s Economics of Education Blog
What criteria were used? What criteria would you use? Some criteria that come to mind are interest, readability, length, frequency. But I’m assuming that they would be your criteria (and you know what assuming does…)
If I’ve learned anything in my years as an evaluator, it is to make assumptions explicit. Everyone comes to the table with built in biases (called cognitive biases). I call them personal and situational biases (I did my dissertation on those biases). So by making your assumptions explicit (and thereby avoiding personal and situational biases), you are building a rubric because a rubric is developed from criteria for a particular product, program, policy, etc.
How would you build your rubric? Many rubrics are in chart format, that is columns and rows with the criteria detailed in those cross boxes. That isn’t cast in stone. Given the different ways people view the world–linear, circular, webbed–there may be others, I would set yours up in the format that works best for you. The only thing to keep in mind is be specific.
Now, perhaps you are wondering how this relates to evaluation in the way I’ve been using evaluation. Keep in mind evaluation is an everyday activity. And everyday, all day, you perform evaluations. Rubrics formalizes the evaluations you conduct–by making the criteria explicit. Sometimes you internalize them; sometimes you write them down. If you need to remember what you did the last time you were in a similar situation, I would suggest you write them down. 
No, you won’t end up with lots of little sticky notes posted all over. Use your computer. Create a file. Develop criteria that are important to you. Typically, the criteria are in a table format; an x by x form. If you are assigning number, you might want to have the rows be the numbers (for example, 1-10) and the columns be words that describe those numbers (for example, 1 boring; 10 stimulating and engaging). Rubrics are used in reviewing manuscripts, student papers, assigning grades to activities as well as programs. Your format might look like this:
Or it might not. What other configuration have you seen rubrics? How would you develop your rubric? Or would you–perhaps you prefer a bunch of sticky notes. Let me know.
April update on making a difference
We are four months into 2013 and I keep asking the question “Is this blog making a difference?” I’ve asked for an analytic report to give me some answers. I’ve asked you readers for your stories.
Let’s hear it for SEOs and how they pick up that title–I credit that with the number of comments I’ve gotten. I AM surprised at the number of comments I have gotten since January (hundreds, literally). Most say things like, “of course it is making a difference.” Some compliment me on my writing style. Some are in a foreign language which I cannot read (I am illiterate when it comes to Cyrillic, Arabic, Greek, Chinese, and other non-English alphabets). Some are marketing–wanting ping backs to their recently started blogs for some product. Some have commented specifically on the content (sample size and confidence intervals); some have commented on the time of year (vernal equinox). Occasionally, I get a comment like the comment below and I keep writing.
The questions of all questions… Do I make a difference? I like how you write and let me answer your question. Personally I was supposed to be dead ages ago because someone tried to kill me for the h… of it … Since then (I barely survived) I have asked myself the same question several times and every single time I answer with YES. Why? Because I noticed that whatever you do, there is always someone using what you say or do to improve their own life. So, I can answer the question for you: Do you make a difference? Yes, you do, because there will always be someone who uses your writings to do something positive with it. So, I hope I just made your day! 🙂 And needless to say, keep the blog posts coming!
Enough update. New topic: I just got a copy of the third edition of Miles and Huberman (my to go reference for qualitative data analysis). Wait you say–Miles and Huberman are dead–yes, they are. Johnny Saldana (there needs to be a~ above the “n” in his name only I don’t know how to do that with this keyboard) was approached by Sage to be the third author and revise and update the book. A good thing, I think. Miles and Huberman’s second edition was published in 1994. That is almost 20 years. I’m eager to see if it will hold as a classic given that there are many other books on qualitative coding in press currently. (The spring research flyer from Gilford lists several on qualitative inquiry and analysis from some established authors.)
I also recently sat in on a research presentation of a candidate for a tenure track position here at OSU who talked about how the analysis of qualitative data was accomplished. Took me back to when I was learning–index cards and sticky notes. Yes, there are marvelous software programs out there (NVivo, Ethnograph, N*udist); I will support the argument that the best way to learn about your qualitative data is to immerse yourself in it with color coded index cards and sticky notes. Then you can use the software to check your results. Keep in mind, though, that you are the PI and you will bring many biases to the analysis of your data.
What is a rubric?
A rubric is a way to make criteria (or standards) explicit and it does that in writing so that there can be no misunderstanding. It is found in many evaluative activities especially assessment of classroom work. (Misunderstanding is still possible because the English language is often not clear–something I won’t get into today; suffice it to say that a wise woman said words are important–keep that in mind when crafting a rubric.)
This week there were many events that required rubrics. Rubrics may have been implicit; they certainly were not explicit. Explicit rubrics were needed.
I’ll start with apologies for the political nature of today’s post.
Yesterday’s activity of the US Senate is an example where a rubric would be valuable. Gabby Giffords said it best: 
Certainly, an implicit rubric for this event can be found in this statement:
Only it was not used. When there are clear examples of inappropriate behavior; behavior that my daughters’ kindergarten teacher said was mean and not nice, a rubric exists. Simple rubrics are understood by five year olds (was that behavioir mean OR was that behavior nice). Obviously 46 senators could only hear the NRA; they didn’t hear that the behavior (school shootings) was mean.
Boston provided us with another example of the mean vs. nice rubric. Bernstein got the concept of mean vs. nice.
Music is nice; violence is mean.
Helpers are nice; bullying is mean. 
There were lots of rubrics, however implicit, for that event. The NY Times reported that helpers (my word) ran TOWARD those in need not away from the site of the explosion (violence). There were many helpers. A rubric existed, however implicit.
I want to close with another example of a rubric: 
I’m no longer worked up–just determined and for that I need a rubric. This image may not give me the answer; it does however give me pause.
For more information on assessment and rubrics see: Walvoord, B. E. (2004). Assessment clear and simple. San Francisco: Jossey-Bass.
Vernal Equinox
Today is the first full day of spring…this morning when I biked to the office it rained (not unlike winter…) and it was cold (also, not unlike winter)…although I just looked out the window and it is sunny so maybe spring is really here. Certainly the foliage tells us it is spring–forsythia, flowering quince, ornamental plum trees; although the crocuses are spent, daffodils shine from front yards; tulips are in bud, and daphne–oh, the daphne–is in its glory.
I’ve already posted this week; next week is spring break at OSU and at the local high school. I won’t be posting. So I leave you with this thought: Evaluation is an everyday activity, one you and I do often without thinking; make evaluation systematic and think about the merit and worth. Stop and smell the flowers.