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  1. Examples of scaffolding new methods

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    These examples have been contributed for discussion at the 'flipped conference' session of the American Evaluation Association to be held at 11.15am - 12 noon on Saturday November 11, 2017 in the room Thurgood Marshall East, at the Washington Marriott Wardman Park.  For more information about how to participate in the session, please see the overview of the session. If you'd like to share an example, please go to this page and provide details.

  2. Help

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  4. How can we develop or select good performance indicators?

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    Indicators can be useful when recognised for what they are: partial information that can provide alerts of things not going as planned and signs of important changes (or lack thereof) which may trigger further investigation. Indicator selection should be focused on the type of ‘summary’ information that can tell us whether or not the intervention is ‘on track’ in terms of its implementation and anticipated results.

    Some important considerations in selecting and using indicators:

  5. Is performance measurement different from program evaluation?

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    The essential purpose of both program evaluation and performance measurement in the public sector is to provide information for public officials to help them improve the effectiveness, efficiency, equity (and/or other evaluative criteria) of public services. In essence, public officials need information that is accurate, complete and timely (Hatry 2013). While some of the information may overlap, each of the two processes provides some information that the other, typically, does not.

  6. Examples of supporting use of evaluation findings

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    These examples have been contributed for discussion at the 'flipped conference' session of the American Evaluation Association to be held  Saturday (November 11, 2017) 09:15 AM - 10:00 AM in the Thurgood Marshall North Room. For more information about how to participate in the session, please see the overview of the session. If you'd like to share an example, please go to this page and provide details.

  7. What is the purpose of performance measurement?

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    Performance measurement is often used as a fairly inclusive term to refer to the routine measurement of inputs, activities, outputs, outcomes and/or impacts of an intervention (a project, program, collection of activities or a policy). The emphasis is on regularly collecting a limited set of data to determine where improvements can be made.

    There are a range of other purposes performance measurement can serve, such as:

  8. What are some of the risks in getting performance measurement wrong?

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    The “exclusive use” of performance indicators for performance management purposes and evaluative knowledge production raises concerns such as:

    • Misrepresentation – deliberate or accidental.

  9. What do we mean by ‘performance’?

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    The concept of ‘performance’ is defined differently in different organisations. An organisation’s conceptual model for performance, or its performance framework, reflects its values, responsibilities and preferences, especially in terms of the criteria used to assess performance.

  10. What is the difference between performance measures, indicators, metrics and information?

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    These terms are used in different ways by different people and sometimes used interchangeably.  It can be useful to distinguish between them as follows:

    • A performance measure is direct and accurate – such as room temperature in degrees Celsius.

    • A performance indicator is indirect (i.e., it is always approximate only) and requires interpretation and explanation, even if it is measured accurately – such as the percentage of people wearing a coat.

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