Question

Process Evaluation Case Study 2

Read the following case study, create a logic model, and respond to the questions.  

Team Goal Setting Program

This grant funded program will be implemented at 16 worksites of a large retail organization in the United States and Canada. Using matched-pair random assignment, eight of the sites will receive the intervention (n = 885) and eight serve as control sites (n = 557).  Potential participants are all administrative office workers between the ages of 28-65 years.

Goal setting theory proposes that goals influence behavior via the direction, mobilization and persistence of effort and the adoption of new behavioral strategies to achieve the goal. Social–ecological theory when applied to the workplace seeks to utilize the social and communication linkages that exist in the workplace, as well as the structural and management systems that form the operational context. Hence, the intervention had two components: (i) a goal setting component that focused on setting and attaining both personal and team goals and (ii) an organizational action component that was designed to activate the social and physical environment to promote physical activity.  Within this structure are three main activities: an individual goal setting process, a team goal setting process and environmental supports for physical activity.

An individual goal setting process will be delivered by a previously-developed manual in order to encourage participants to set weekly goals for 10-min blocks of exercise and/or number of steps taken daily (as measured by a pedometer given to participants upon enrolling). Personal goals were targeted toward meeting or exceeding established public health recommendations for physical activity. These included accumulating >150 min each week of moderate-to-vigorous physical activity and/or >10,000 pedometer steps each day. In order to help participants set goals that were realistic and attainable, each participant was given an intervention manual, which discussed the nature and importance of setting goals, as well as activity and goal tracking sheets, how to increase self-efficacy to overcome obstacles to being physically active, reducing temptations to not exercise, how to avoid relapse in activity, how to stay motivated with competing demands and how to remain physically active beyond the end of the program (maintenance).

The team goal setting process revolves around a team competition. The team competition was chosen because it could activate peer social support and take advantage of the identities and competitive spirits of the various work units within the organization.  Participants will organize themselves into teams, which will be headed by a team captain. Team captains volunteered for the role or were informally elected by team members. Team captains provide support and encouragement for physical activity and help track the team goal attainment. Members of the team are encouraged to exercise together, help increase self-efficacy of their teammates overcome obstacles and provide social support/encouragement for continued activity. Teams will publicly report their goals on a poster located in a high-traffic area at the worksite (break/lunch room) and compete for awards based on the percentage of members attaining their goals over the course of the intervention. Each member of every team that had 75% of its members reach the goal target (accumulation of >150 min of moderate and vigorous physical activity or >10,000 steps per day at least 9 of the 12 intervention weeks) receive an award.  The award is given to try to increase reinforcement to be physically active.

Finally, environmental supports including development of a steering committee and environmental prompts will be put in place to support physical activity. The steering committee helped coordinate program activities. Environmental prompts in this intervention are posters designed to serve as a continual reminder of the goals (i.e. 10,000 steps a day) and ways to be physically active at work (i.e. taking the stairs, parking farther from the building). The posters have already been created.

Process Evaluation

The process evaluation question for this program is: Was the program delivered as planned?  The process evaluation will address these process components:

• Quality of delivery
• Dose delivered
• Dose received
• Reach
• Participant satisfaction
• Unintended consequences

Develop at least one example process evaluation SMART objective for each of the six process evaluation components noted in the description. Set reasonable targets for change or a level you think the program can achieve, as is appropriate. You must also post at least one or more quantitative or qualitative methods that could be used to assess each of the six objectives you have written.

In your responses to other individuals' posts, discuss the different objectives and methods that were created for each evaluation component.

Answer 1

To begin with a basic logic model, let us first define what is a logic model and it’s components.Logic model is simple , pictorial view of how a program works detailing its components and expected outcomes .

PROCESS EVALUATION : Process evaluation is used to monitor and document program implementation and can aid in understanding the relationship between specific program elements and program content .

Input	Activities	Outcome
1. Eight sites with the intervention (n = 885) and eight as control sites (n = 557). participants are all administrative office workers between the ages of 28-65 years.	Intervention at three level : Individual goal setting Team goal setting Environment effect on performance	To analyse the effect of individual and team goal setting . To analyse the effect of environment support system on the individual and team performance.

Questions related to process evaluation:

Q.1 Was the program delivered as planned?
Ans. Yes.

Quality of delivery : how it is delivered as per the planning .

Dose Delivered : refers to the number of program components.

Dose Received : It means the exposure . The total number of program components which were actively received by program participants.

Reach : refers to the number of employees that participated in the  program. Reach here is 885+ 557.

Participant Satisfaction : refers to the extent to which participants were satisfied with separate program components.

Unintended Consequences : The one which is being yielded was not the one which was hypothesised.

Question : Develop at least one example process evaluation SMART objective for each of the six process evaluation components noted in the description. Set reasonable targets for change or a level you think the program can achieve, as is appropriate.

Specific – A specific goal is more easily accomplished than a general goal. The example of specific objective here would be :

• Quality of delivery- to be able to deliver the program as designed .
• Dose delivered- to have a specific number of programs like only 3 - individuals task , group task and team task .
• Dose received- to have a specific number of program to be received by the individual . No employee should repeat of given extra chance .
• Reach - To specify the number of participant . It’s already given here in the study .
• Participant satisfaction- to have a customised feedback form which can elicit the satisfaction of the participants .
• Unintended consequences- to specify what is not the hypothesis but still can be an outcome of the study .

Measurable – Identify indicators that will help you stay on track to achieving your goals. Progress is regularly monitored according to these indicators. ” The example for this would be setting up a time frame for study which is done by specifying the number of steps etc .
Attainable – As already mentioned the goals are pretty attainable . Considering the individual capacity it’s been set .
Realistic – Don’t overpromise or overstretch your organization’s capacity, objectives should be accomplishable within the specified time period. Consider the types of people, resources, and other support you will need to accomplish the proposed metrics. The study here is designed on a practical ground .
Timely – All objectives should be grounded within a specific timeframe, .

Quantitative data will be used and would be summarised using descriptive statistics. Furthermore, Fisher’s Exact test can be performed to compare Difference between two age groups, under 50 years of age or 50 years and older .

Conclusion : to conclude the final answer to the question: in your responses to other individuals' posts, discuss the different objectives and methods that were created for each evaluation component., is that it needs more information as which individual posts ?