Evaluation is a critical part of Human Performance Technology. It is an important part of many HPT models such as the Traditional HPT Process and the Peak Performance System.  Yet, it is not present in others such as: Wiley's Synthsized Model and a Holistic Model of HPT.  When present, it is generally the last step of an intervention.  The evaluator assesses the impact of interventions and provides feedback on the changes made, actions taken, and results achieved. Providing feedback in important to provide information about what benefits were received from a performance improvement intervention.

Wikipedia defines evaluation as the comparison of the actual impacts against strategic plans. It looks at original objectives, at what was accomplished and how it was accomplished. It can be formative, that is taking place during the life of a project or organization, with the intention of improving the strategy or way of functioning of the project or organization. It can also be summative, drawing lessons from a completed project or an organization that is no longer functioning. 

Evaluators:

• Assess performance gaps and measures "actuals" versus" ideals."   
• Set standards creating measureable work expectations.
• Qualitatively assesses impact on culture, communicate shared beliefs and differences of right and wrong.
• Offers clear, specific, and timely feedback
• Following up on changes made, actions taken and results achieved 
• Accesses the impact of interventions.  
• Provides participants and stakeholders information about how well interventions are being implemented.
• Provides feedback to stakeholders about benefits of intervention
• Compare "results" against "organizational goals." 

Evaluators collect, provide feedback, empahasize benefits, and demonstrate results.

The most important role an evaulator is plays is that of COMMUNICATOR.  The evaluator communicates results to stakeholders.  There are two imporant components to this communication.  First, the evaluator is putting the results of the interventions into tangible terms (cost or time savings).  Second, they are constantly looking for better ways to share this information.  This is an extremely important role as the Evaluator is validating the work that has been done for the client as well as setting themselves up to pursue additional work from their client. 

Methods used to put the intervention results into tangible terms:

• Clarify measurement terms with decision makers;
• define project milestones;
• Tools used to evaluate include Kirkpatrick's 4 levels (shown below).

While Kirkpatrick's model is not the only one of its type, for most industrial and commercial applications it suffices; indeed most organizations would be absolutely thrilled if their training and learning evaluation, and thereby their ongoing people-development, were planned and managed according to Kirkpatrick's model.

For reference, should you be interested to look at more ideas, there are many to choose from...

• Jack Phillips' Five Level ROI Model
• Daniel Stufflebeam's CIPP Model (Context, Input, Process, Product)
• Robert Stake's Responsive Evaluation Model
• Robert Stake's Congruence-Contingency Model
• Kaufman's Five Levels of Evaluation
• CIRO (Context, Input, Reaction, Outcome)
• PERT (Program Evaluation and Review Technique)
• Alkins' UCLA Model
• Michael Scriven's Goal-Free Evaluation Approach
• Provus's Discrepancy Model
• Eisner's Connoisseurship Evaluation Models
• Illuminative Evaluation Model
• Portraiture Model
• and also the American Evaluation Association

Methods to communicate the results:

This step includes witing a report describing the methodology, findings and conclusions.  This is done by:

• Selecting appropriate graphics to communicate summary findings;
• Formulating recommendations based on conclusions and consultations with the client. 

The report should present findings so an audience can clearly see:

• Changes in performance;
• How these changes can be attributed to the interventions;
• Cost of the interventions. 

If the evaluation design warrants, the report should also present the effects (if any) of alternative interventions or the absence of interventions in control areas and discuss differences between those areas and the “case” area.  Cost and Results Analysis (CRA) is especially useful in comparing alternatives and showing which offers the best value.

The ultimate goal of evaluation is the use of results to:

• Demonstrate the validity of a new approach (i.e., “what works”)
• Identify areas to be strengthened in future project designs (i.e., “what didn’t work and what to do differently next time”).

Resources:

http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm

http://en.wikipedia.org/wiki/Evaluation

http://www.prime2.org/sst/step9-3.html