Tracking and Assessing ProgressEvaluating the Personal Development Plan

Evaluating the personal development plan means an overall judgement must be made about how successful, useful, valuable or worthwhile an approach has been in bringing about changes to overall performance.

Reviewing can take place midway through a set period of training or, most importantly, by evaluating progress made at the end of the time set.

Evaluation is only possible if evidence is available.

The feedback can come from repeating standardised tests or from a coach or group member who is able to see progress made through the performance development plan.

Monitoring effectiveness of any performance development planning would take place through comparing data, information or feedback to check for improvements.

The evaluation would need to state:

• How much improvement can be observed in tests/results or information gathered from methods which identify the factors impacting on performance?
• How much more successful the whole performance is as a result of approaches used?
• How useful the approaches used actually were in improving performance?
• Which needs would now be the priority for attention following the process of performance development being completed?

This evaluation follows a very similar process for all four factors.

Step one

Test or methods of initial data collection are repeated under the same conditions as the first observations.

Step two

The results of the two sets of information are compared and similarities or differences are identified.

Step three

The observations allow conclusions to be drawn based on changes to the overall performance.

The needs which would become the focus for future performance development may include continuing with the programme of work already carried out. However there might be new needs which have come to light through information gathered as part of the evaluation process. These needs will have an impact on the performance.