Section 3: Evaluating, Implementing and Managing Instructional Programs and Projects

Chapter 10 discusses evaluation in instructional design and provides you with two evaluation models, the CIPP and Kirkpatrick models for evaluation. Search for at least two other models used for evaluation and summarize these models. Describe how you would use them to evaluate your instruction.

 

The first model I found was the eMINTS Instructional Model. This model is comprised of four components and is wrapped in evaluation, that is designed to work together to and allow for better learning outcomes for teachers and students. 

The first component of the model is Inquiry-based learning. This model uses inquiry, constructivist approaches, and ways that cause learners to ask and understand deep questions. The second component of the model is the high-quality lesson design. eMINTS believes that the best teaching and learning takes place when teachers create lesson that engage students in meaningful content. The third part of the model is the community of learners in and out of the classroom. As well as creating lifelong learners. The eMINTS model wants to build a community of learners where learners share, take risks, respect and push each other. The final piece of the model is powered by technology. The eMINTS model integrates technology with inquiry based lessons. There is ongoing evaluation that is woven into every element of the instructional model. This model helps teachers learn about all types of assessment and evaluation for themselves and their students.

The other instructional model is the ADDIE model which stands for Analysis, Design, Development, Implementation, and Evaluation.  This is a systematic instructional model used for building effective training and support tools in five phases:
1. Anaylsis

2.       Design

3.       Development

4.       Implementation

5.       Evaluate

The part of this model I like is that evaluation is at each phase. The analysis phase is when a performance gap is determined. If there is a performance gap then the design phase outlines the performance objectives. The third stage development uses information gathered in the analysis and design phrase, and at that point the performance solution is created. I see that level as the lesson plan that would be given for the day. The fourth stage is implement, which is the delivery of the performance or the actual lesson presented. The final phase is the evaluation phase. When evaluating you reflect back on how well the performance solution achieved its goals. This phase to me is when you are able to look back at your lesson to see what works and what does not. You are able to revise it then.  I like this model and could use it for my own instructional design. After each phase it allows for reflection and reflection is something that all teachers should do. The only thing I would change about this model when using it is I would evaluate at the beginning before analysis, to help me know what the kids need to know and where they are in their learning.

One question that I would as is when the phase goes back to analysis, is the student the best point of interest.
 Chapter's 12 & 13 focus on project management and how to manage projects when resources are scarce. You have been assigned to develop a series of professional development sessions focusing on technology use in the classroom for teachers during a time of economic decline. How will you use Situational Leadership to facilitate this project and manage scarce resources? 

When managing professional development sessions during a developmental decline I would employ a few strategies. When managing scarce resources you have to be flexible and knowledge of your situation. As mention in the text, Kirk is concerned with not having enough people to get a job done but Jo his boss explains that hiring more people would lead to firing them later. So she implemented another solution to the problem using two different concepts. I think that is a great example of managing scarce resources. If I had to manage scarce resources I would select resources carefully by doing research before hand to see who I could hire that would best fit the job.  I would explore all of my options before making a big decision. One key principle I like was to treat resource scarcity as a strategic issue. By doing that you are one step ahead of your competitors. I would also have an increased awareness of business conditions that impact the business. Alot of the situational leadership to me, deals with being knowledge about the situation, products, resources.