survey to a comparable group of Finance Department employees whose managers are not participating in the FLP (i.e. control group). The control group results would then be analyzed as described herein and compared to the results of the employees whose managers are participating in the program. The expectation of results would be that the overall productivity and satisfaction rates would be higher in the FLP group than in the control group. If results trend together then it is indicative that productivity and satisfaction levels of employees whose managers participate in the FLP are not being significantly influenced by their of the managers’ participation, regardless levels reported. Instrument 2 - Reaction Survey Purpose: The results of this survey may be used to evaluate for the levels and trends for initial reactions of FLP participants. The FLP Logic Model assumes that 75% of participants are applying skills in the work setting at a Strongly Agree or Agree level; therefore, the reaction survey results will provide the anticipated use from participants that should align with the 75% that will use the skills. Decision makers may use the results of this survey in conjunction with the results of the Focus Group, Outcome Survey, and Productivity & Satisfaction Survey results to gain a comprehensive view of the outcomes resulting from the FLP. The following describes how to code and analyze the data captured Coding & Data Analysis: by the Reaction Survey. Questions from this survey are bucketed into two primary categories: Relevancy & Timeliness Indicator (1-3) The content of these two workshops are relevant to leadership skills in my position. The FLP content is relevant for all finance operations at Vanderbilt. The instructor gave the content in a timely manner. Anticipated Ability to use Tools Indicator (4-10) I can see the value that applying the FLP will have on other departments The skills learned in the FLP increase my ability to understand the impact that my work has on others. I now have more understanding of the purposes and structure of other departments The FLP is going to have positive impact on my ability to partake in culture change I am confident that I will use these skills in the workplace The application intensive of this part of the FLP is relevant to my position I think that consistent application of the skills taught will have a positive impact on: My direct reports’ relationship with me My ability to work collaboratively with other leaders in the FD My relationship with the department that depend on my work (my customers) My work productivity My own self confidence as a leader
survey to a comparable group of Finance Department employees whose managers are not participating in the FLP (i.e. control group). The control group results would then be analyzed as described herein and compared to the results of the employees whose managers are participating in the program. The expectation of results would be that the overall productivity and satisfaction rates would be higher in the FLP group than in the control group. If results trend together then it is indicative that productivity and satisfaction levels of employees whose managers participate in the FLP are not being significantly influenced by their managers’ participation, regardless of the levels reported. Instrument 2 - Reaction Survey Purpose: The results of this survey may be used to evaluate for the levels and trends for initial reactions of FLP participants. The FLP Logic Model assumes that 75% of participants are applying skills in the work setting at a Strongly Agree or Agree level; therefore, the reaction survey results will provide the anticipated use from participants that should align with the 75% that will use the skills. Decision makers may use the results of this survey in conjunction with the results of the Focus Group, Outcome Survey, and Productivity & Satisfaction Survey results to gain a comprehensive view of the outcomes resulting from the FLP. Coding & Data Analysis: The following describes how to code and analyze the data captured by the Reaction Survey. Questions from this survey are bucketed into two primary categories: Relevancy & Timeliness Indicator (1-3) The content of these two workshops are relevant to leadership skills in my position. The FLP content is relevant for all finance operations at Vanderbilt. The instructor gave the content in a timely manner. Anticipated Ability to use Tools Indicator (4-10) I can see the value that applying the FLP will have on other departments The skills learned in the FLP increase my ability to understand the impact that my work has on others. I now have more understanding of the purposes and structure of other departments The FLP is going to have positive impact on my ability to partake in culture change I am confident that I will use these skills in the workplace The application intensive of this part of the FLP is relevant to my position I think that consistent application of the skills taught will have a positive impact on: My direct reports’ relationship with me My ability to work collaboratively with other leaders in the FD My relationship with the department that depend on my work (my customers) My work productivity My own self confidence as a leader
VUMC_VU-FLP-Evaluation-Portfolio-Final-v3.docx