Jerome James Peloquin, MS, Global Health Practice AreA, Performance Paradigm, 12066 Smithfield Farm Lane, Hagerstown, MD 21740-2166, 877-742-2459, jpeloquin@performanceparadigm.com

Measurement of staff and program performance is quite possibly the most controversial and critical responsibility of public health management. The purpose of measurement is, :to enable informed decisions among a number of possible alternatives. Without effective measures, there can be no effective management.

Are staff development programs resulting in measurable improved staff performance? Participants in this presentation will acquire both the knowledge and skills needed to apply human performance improvement strategies to set objectives and measure job performance.

Clearly, the first step in any Measurement and Evaluation system must be to: set clear and objective goals, or outcomes. Participants will use the five-step ACORN test, to assure objective measurable job outputs.

After setting performance driven objectives, a model for measurement is needed that accurately reflects the complexity of the public health environment, yet enables management to make focused quality decisions based upon empirical data, minimizing subjective opinion and guesswork. The performance measurement model

Outputs: What are the specific outcomes, or accomplishments required.

Dimensions: What are the attributes of the “output,” to be measured?

Measures: What indicators will we observe?

Standards: What specific outcomes do we expect from this output, Are we getting what we expected?

With Public Heath Departments facing severe budgetary strictures, this paper provides the tools managers can use to respond to questions about the value of staff development and how it can be measured.

Learning Objectives:

• Participants will explain the ACORN method for writing objective, measurable, and realistic performance objectives.
• Participants will create measurable objective models for legally supportable job measurment and evaluation.
• Participants will effectively argue that objective measures of accomplishment are the only means to assure fair measurment and evaluation of staff development programs.

Keywords: Accountability, Management and Sustainability

Related Web page: www.performanceparadigm.com/papers/pieap.htm

Presenting author's disclosure statement:
Organization/institution whose products or services will be discussed: Performance Paradigm, a knowledge managment consulting group under contract to The Public Health Institute, Inc. Oakland, CA and The U.S. Agency for International Development (AID)
I have a significant financial interest/arrangement or affiliation with any organization/institution whose products or services are being discussed in this session.
Relationship: I am under contract to The Public Health Institute and provide consulting services to AID.