Outline

1. Establish the boundaries of the evaluation.
    1.1 Identify the evaluation client, primary liaison, and power brokers.
    1.2 Clarify the organizational domain to be evaluated.
    1.3 Clarify why the evaluation is being requested.
    1.4 Clarify the timeframe to be employed.
    1.5 Clarify the resources available for the evaluation.
    1.6 Identify the primary beneficiaries and organizational participants.
    1.7 Conduct an evaluability assessment.
2. Conduct a performance needs assessment.
    2.1 Clarify the purpose of the organization.
    2.2 Assess internal knowledge needs.
    2.3 Scan the external environment.
    2.4 Conduct a strength, weakness, opportunity, and threat analysis.
    2.5 Identify the performance-level needs of the organization.
3. Define the criteria to be used for the evaluation.
    3.1 Review the universal criteria of merit for organizational effectiveness.
    3.2 Add contextual criteria based on performance needs assessment.
    3.3 Determine the importance ratings for each criterion.
    3.4 Identify performance measures for each criterion.
    3.5 Identify performance standards for each criterion.
    3.6 Create performance matrices for each criterion.
4. Plan and implement the evaluation.
    4.1 Identify data sources.
    4.2 Identify data collection methods.
    4.3 Collect and analyze data.
5. Synthesize performance data with values.
    5.1 Create a performance profile for each criterion.
    5.2 Create a profile of organizational effectiveness.
    5.3 Identify organizational strengths and weaknesses.
6. Communicate and report evaluation activities.
    6.1 Distribute regular communications about the evaluation progress.
    6.2 Deliver a draft written report to client for review and comment.
    6.3 Edit report to include points of clarification or reaction statements.
    6.4 Present written and oral reports to client.
    6.5 Provide follow-on support as requested by client.

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