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Reflection on Evalution Chapter 2 and Evaluation Scenario

September 13, 2012

I thought that Chapter 2 included a lot of common sense and valuable information about considering why to evaluate programs. It is important to be honest about these reasons when starting an evaluation process. I agreed with all of the benefits. I hope that if I am able to proceed with my proposed project, that the evaluation report (sent to departments and administrators at my college) will create additional opportunities and new audiences for collaboration and expansion of library services, information literacy, and collection development.

I was struck by one of the limitations that evaluation open a program to criticism. This is certainly something to be aware of and be ready to address before, during and after evaluation!

I was glad that the book addressed the fact that social and political situations should be considered. This is so true, and if it is not considered, there could be alot of negative repurcussions!


The information in the table for Exhibit 2.1 includes a basic outline of three proposed evaluation questions for a employer-based wellness program.

There are certainly benefits to the company that this would address. It could show the value to the company and perhaps even keep health care costs down. There would be a benefit to staff as this could lead to better health outcomes. This could also bring the benefit of increased knowledge about the health status of employees when planning for future health care costs.

However, I feel that there are some serious limitations to this proposed study that are not addressed in the exhibit table.The most important concern of mine of the potential social and political situations. The evaluation proposes to review journal writing, psychologist-led group meetings, journal entries, training attendance records, and personnel reviews. All of the proposed activities to observe and evaluate for evaluation 1 and 3 (journal writing, group meetings, journal entries, personnel records) are highly personal and confidential. They may even be covered by HIPAA depending on the situation and setting. I don’t believe that an ethical psychologist would agree to collect that information for an employer, other than in very vague and aggregate formats. The same concern applies to personnel records which are also confidential. Politically, the employer may have a firestorm on protest on their hands when employees learn that meetings with psychologists may be monitored by their employer.

A Wellness Program exists at my place of employment. I could not begin to imagine the political fall-out to HR and administration if proposed evaluation activities in exhibit 2.1 were suggested! There needs to be some serious reconsideration and addressing of confidentiality and political issues before proceeding.

If I were to change this, I would probably set up a program like at my place of employment. You still don’t get 100% participation. But the monetary incentive and large range of activity options does provide feedback while allowing employees the option to participate.

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