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feedback revision within two paragraphs to match comments will have regular paper and paper with comments for your review. Need in one day or sooner since it is just a review j_rodriguez_written_assignment_unit_4_intervention_and_outline_5_19_2020_final__3_.docx j_rodriguez_written_assignment_unit_4_intervention_and_outline_5_19_2020_w_comments_final__3_.docx Unformatted Attachment Preview Running head: INTERVENTION & PROGRAM EVALUATION METHODS 1 Revised Intervention & Program Evaluation Methods Jacqueline Rodriguez The Applied Research Project IO613 The Chicago School of Professional Psychology May 19, 2020 Running head: INTERVENTION & PROGRAM EVALUATION METHODS 2 Introduction The Second Chance Program is a program that has helped many of Chicago residents by providing them a second chance in learning the valuable job skills that are often faced through barriers and challenges when re-entering the workforce. There are three potential interventions that will help prepare individuals for the Second Chance Program to gain a wide range of training, education, mentoring and networking opportunities and help turn their lives around and help them move forward to provide for themselves and their families. Those potential interventions consist of the onboarding process, workforce development and communicationbehavior with basic skills training. Summary The onboarding process that is in place for the Second Chance Program is currently not providing the applicants with the intensity of training that is vital when matching up of different positions that include having the knowledge and education in safety and awareness. Especially, those that are in the field positions that include train conductor, rails and bus operations. The familiarity and precautions that are imperative in many of these positions are something that needs to be in place. If not assessed or trained appropriately with certification, many accidents can occur and cause speed accidents, faulty routing, division of trains, poor wheel-rail adhesions and if not computer savvy, can cause collisions because of technical or human errors, which can have catastrophic consequences. Running head: INTERVENTION & PROGRAM EVALUATION METHODS 3 Re-evaluating the onboarding and training programs is a must. Revisions and certain mandatory safety criteria must take place through longer more intense certification training, so that goals are fulfilled and the safety, self-confidence, motivation and success for all involved through the Second Chance Program will provide another chance at job security, growth and a brighter future. Onboarding Socialization is part of the onboarding process and helps new hires adjust to social and performance aspects of their new roles and helps to establish relationships that increase satisfaction, clarification of goals, expectations, feedback, and coaching necessary to improve both performance and knowledge. Having fulfilled these activities, will reduce turnover. With onboarding, there are steps that are effective and are in compliance throughout the process. These steps help provide the understanding of culture and history of the organization, along with their set policies, rules and regulations, as well as the vision and mission of the organization. With these steps in place, higher job satisfaction, organizational commitment, reduction of stress and career effectiveness will come into play, which is the main purpose of this program (Noe, 2020). Workforce Development Workforce development is viewed as a set of solutions that are to meet the employment needs that involve changes to attitudes, changes in culture, changes to people’s potentials, which does influence success upon the organization. Workforce development influences the initiative services that are offered through agencies, governmental programs such as the Second Chance Running head: INTERVENTION & PROGRAM EVALUATION METHODS 4 Program, which influences upon cities and small communities to help them embrace these types of programs. With this approach, the workforce development can work in essentially developing a human resource strategy. It can create the sustainment and retainment necessary for viable components that in the long run will help the economic development, the regions stability, and its focus on the people rather than on the businesses that are involved. Communication-Behavior and Basic Skills Testing Communication-behavior and Basic Skills Testing, is necessary through customer service, etc., and is aligned with the necessary skills that are needed to be performed on the job and through training programs such as the Second Chance Program. These basic skills include both cognitive abilities, reading and writing skills. If these fundamentals are not met, they will not be able to conduct these applications that are vital with performing, which in return, can jeopardize the entire training process (Noe, . Selected Intervention (out of the three) From my experience through working in one way or another with the Second Chance Program, my selected potential intervention out of the three chosen is the onboarding process. The onboarding process provides employee engagement, performance and retention within an organization and this program. Because of the transcripts and surveys that are conducted before potential candidates are sent to the organization, the onboarding process is vital and is necessary to align the expectations, training, processes, connections needed to be successful and to be on the right track in changing your life and your potential, along with the self-esteem and self-confidence Running head: INTERVENTION & PROGRAM EVALUATION METHODS 5 that is needed to pursue furthering yourself and changing yourself and the community that you are a part of. Evaluation Methods With the many evaluation methods in place such as conceptual regulations testing, goalbased evaluations and budget evaluations, they are necessary when providing available resources that cover such things as funding and evaluation expertise and effectiveness that is needed for carrying out any of these evaluations. With conceptual regulations, you have the use of surveys and sometimes qualitative methods that help to avoid any contamination to any results through data collected. Goal-based evaluations, can be considered as theoretical highlights that provide consistent reporting formatting for the goal-based evaluator, as well as assisting the evaluator with the checklist approach to gather and report information. (Evers, J., 1980). Participants within the Second Chance Program consist of the stakeholders, learning and support teams and the Human Resources Department. The data that is collected through the methods shared in previous paragraphs serve as the reliability and validity of the data collected through tools and methods that are being utilized to determine any problems that may exist through a variety of analyses, case study methods and collection of data (Edwards, Scott, & Raju, 2003). In my opinion, implementing both the quantitative and qualitative methods is imperative, when it comes to the gathering of opinions, beliefs, and feeling that employees, managers, and SMEs may have about the program and its reflection that it has upon the training and design alignment. As the qualitative has a great reflection through its transcripts, interviews and demographic data that is collected, the implementation, alignment, and training tools are necessary to fulfill the job requirements and expectations for the participants of the Second Running head: INTERVENTION & PROGRAM EVALUATION METHODS 6 Chance Program. Instruments & Measures With the appropriate instruments and measurements that must be performed and evaluated for these types of trainings, various evaluations and methods need to be performed. They need to be performed to alleviate any threat to internal validity in which changes in the dependent variable may be due to changes in the measuring device (Jackson, 2015). They need to be performed with alignment so that they can align well with the vision and mission of the organization and this program. Also, with the various instruments and measures, the recidivism is measured from separate state and local sources and it is measured consistently for program and control group members in each jurisdiction, which minimizes the effect of potential measurement bias on the estimates of program impacts. Conclusion Through the Second Chance Program, the selection is a critical one, especially, when it comes to the outcome. With the appropriate steps that are necessary and of great importance during the selection process of participants, the in-depth training that needs to be in place, the onboarding process and measurements that must be taken into consideration, the goals that are necessary to prepare participants for working within the transit world, it is critical to achieve all of these things through achieving positive hiring outcomes. The outreach, cost-effective screenings and processes that purposefully have to get started through these processes and steps are all a part of success to this program and benefit all, if aligned, appropriately, in the most positive manner. Running head: INTERVENTION & PROGRAM EVALUATION METHODS 7 References Edwards, Scott, & Raju. (2003). The Human Resources Program Evaluation Handbook. Sage Publications. Evers, John W., A Field Study of Goal-Based and Goal-Free Evaluation Techniques (1980). Dissertations. 2645 Jackson, S. L. (2015). Research methods: a modular approach (Third). Wadsworth/Cengage Learning Noe, R.A. (2020). Employee training and development. New York, NY: McGraw-Hill Education https://www.ncjrs.gov/pdffiles1/nij/grants/251139.pdf Running head: INTERVENTION & PROGRAM EVALUATION METHODS 1 Revised Intervention & Program Evaluation Methods Jacqueline Rodriguez The Applied Research Project IO613 The Chicago School of Professional Psychology May 19, 2020 Running head: INTERVENTION & PROGRAM EVALUATION METHODS 2 Introduction The Second Chance Program is a program that has helped many of Chicago residents by providing them a second chance in learning the valuable job skills that are often faced through barriers and challenges when re-entering the workforce. There are three potential interventions that will help prepare individuals for the Second Chance Program to gain a wide range of training, education, mentoring and networking opportunities and help turn their lives around and help them move forward to provide for themselves and their families. Those potential interventions consist of the onboarding process, workforce development and communicationbehavior with basic skills training. Summary The onboarding process that is in place for the Second Chance Program is currently not providing the applicants with the intensity of training that is vital when matching up of different positions that include having the knowledge and education in safety and awareness. Especially, those that are in the field positions that include train conductor, rails and bus operations. The familiarity and precautions that are imperative in many of these positions are something that needs to be in place. If not assessed or trained appropriately with certification, many accidents can occur and cause speed accidents, faulty routing, division of trains, poor wheel-rail adhesions and if not computer savvy, can cause collisions because of technical or human errors, which can have catastrophic consequences. Running head: INTERVENTION & PROGRAM EVALUATION METHODS 3 Re-evaluating the onboarding and training programs is a must. Revisions and certain mandatory safety criteria must take place through longer more intense certification training, so that goals are fulfilled and the safety, self-confidence, motivation and success for all involved through the Second Chance Program will provide another chance at job security, growth and a brighter future. Onboarding Socialization is part of the onboarding process and helps new hires adjust to social and performance aspects of their new roles and helps to establish relationships that increase satisfaction, clarification of goals, expectations, feedback, and coaching necessary to improve both performance and knowledge. Having fulfilled these activities, will reduce turnover. With onboarding, there are steps that are effective and are in compliance throughout the process. These steps help provide the understanding of culture and history of the organization, along with their set policies, rules and regulations, as well as the vision and mission of the organization. With these steps in place, higher job satisfaction, organizational commitment, reduction of stress and career effectiveness will come into play, which is the main purpose of this program (Noe, 2020). Workforce Development Workforce development is viewed as a set of solutions that are to meet the employment needs that involve changes to attitudes, changes in culture, changes to people’s potentials, which does influence success upon the organization. Workforce development influences the initiative services that are offered through agencies, governmental programs such as the Second Chance Running head: INTERVENTION & PROGRAM EVALUATION METHODS 4 Program, which influences upon cities and small communities to help them embrace these types of programs. With this approach, the workforce development can work in essentially developing a human resource strategy. It can create the sustainment and retainment necessary for viable components that in the long run will help the economic development, the regions stability, and its focus on the people rather than on the businesses that are involved. Communication-Behavior and Basic Skills Testing Communication-behavior and Basic Skills Testing, is necessary through customer service, etc., and is aligned with the necessary skills that are needed to be performed on the job and through training programs such as the Second Chance Program. These basic skills include both cognitive abilities, reading and writing skills. If these fundamentals are not met, they will not be able to conduct these applications that are vital with performing, which in return, can jeopardize the entire training process (Noe, . Selected Intervention (out of the three) From my experience through working in one way or another with the Second Chance Program, my selected potential intervention out of the three chosen is the onboarding process. The onboarding process provides employee engagement, performance and retention within an organization and this program. Because of the transcripts and surveys that are conducted before potential candidates are sent to the organization, the onboarding process is vital and is necessary to align the expectations, training, processes, connections needed to be successful and to be on the right track in changing your life and your potential, along with the self-esteem and self-confidence Running head: INTERVENTION & PROGRAM EVALUATION METHODS 5 that is needed to pursue furthering yourself and changing yourself and the community that you are a part of. Evaluation Methods With the many evaluation methods in place such as conceptual regulations testing, goalbased evaluations and budget evaluations, they are necessary when providing available resources that cover such things as funding and evaluation expertise and effectiveness that is needed for carrying out any of these evaluations. With conceptual regulations, you have the use of surveys and sometimes qualitative methods that help to avoid any contamination to any results through data collected. Goal-based evaluations, can be considered as theoretical highlights that provide consistent reporting formatting for the goal-based evaluator, as well as assisting the evaluator with the checklist approach to gather and report information. (Evers, J., 1980). Participants within the Second Chance Program consist of the stakeholders, learning and support teams and the Human Resources Department. The data that is collected through the methods shared in previous paragraphs serve as the reliability and validity of the data collected through tools and methods that are being utilized to determine any problems that may exist through a variety of analyses, case study methods and collection of data (Edwards, Scott, & Raju, 2003). In my opinion, implementing both the quantitative and qualitative methods is imperative, when it comes to the gathering of opinions, beliefs, and feeling that employees, managers, and SMEs may have about the program and its reflection that it has upon the training and design alignment. As the qualitative has a great reflection through its transcripts, interviews and demographic data that is collected, the implementation, alignment, and training tools are necessary to fulfill the job requirements and expectations for the participants of the Second Running head: INTERVENTION & PROGRAM EVALUATION METHODS 6 Chance Program. Instruments & Measures With the appropriate instruments and measurements that must be performed and evaluated for these types of trainings, various evaluations and methods need to be performed. They need to be performed to alleviate any threat to internal validity in which changes in the dependent variable may be due to changes in the measuring device (Jackson, 2015). They need to be performed with alignment so that they can align well with the vision and mission of the organization and this program. Also, with the various instruments and measures, the recidivism is measured from separate state and local sources and it is measured consistently for program and control group members in each jurisdiction, which minimizes the effect of potential measurement bias on the estimates of program impacts. Conclusion Through the Second Chance Program, the selection is a critical one, especially, when it comes to the outcome. With the appropriate steps that are necessary and of great importance during the selection process of participants, the in-depth training that needs to be in place, the onboarding process and measurements that must be taken into consideration, the goals that are necessary to prepare participants for working within the transit world, it is critical to achieve all of these things through achieving positive hiring outcomes. The outreach, cost-effective screenings and processes that purposefully have to get started through these processes and steps are all a part of success to this program and benefit all, if aligned, appropriately, in the most positive manner. Running head: INTERVENTION & PROGRAM EVALUATION METHODS 7 References Edwards, Scott, & Raju. (2003). The Human Resources Program Evaluation Handbook. Sage Publications. Evers, John W., A Field Study of Goal-Based and Goal-Free Evaluation Techniques (1980). Dissertations. 2645 Jackson, S. L. (2015). Research methods: a modular approach (Third). Wadsworth/Cengage Learning Noe, R.A. (2020). Employee training and development. New York, NY: McGraw-Hill Education https://www.ncjrs.gov/pdffiles1/nij/grants/251139.pdf ... Purchase answer to see full attachment