The first step in order to assure you’re on the right track is acknowledging the potential of evaluation and gather the necessary resources: time, suitable methodologies and tools, your team’s skills and possibly a budget.

Evaluation methodologies require significant expertise. Nevertheless, there are valuable and user-friendly tools. Therefore, when starting the design of the evaluation model for your Work Integration Programme (WIP), don’t forget to explore the available resources.

Next, you should set the specific objectives for the evaluation. This means identifying what is the most relevant information 1) to support the management of the programme; 2) to monitor the group undergoing integration; 3) to report to your funders and partners.

Evaluation is usually focused on two types of objectives and indicators:

  • Assessing efficiency and performance based on indicators such as the activities’ budgets, the number of participants involved, the quality of coaches ;
  • Assessing final outcomes, outputs and impacts as well as the programme’s overall effectiveness, using indicators such as the level of literacy and employability of the individuals in your target group, the number of individuals placed in the labour market with open-ended contracts coaching methodology.

In order to evaluate the results of your WIP, the objectives of your programme must be SMART. Once the objectives are SMART and core evaluation indicators are identified it is time to design the strategy to collect information.

Who to involve?

Usually the target groups, trainers/coaches, employers, partners and funders. Gathering and validating your stakeholders’ viewpoints adds credibility to your evaluation.

How?

It can involve interviews, surveys, debate groups, observation or other techniques.

When?

You should plan several moments for monitoring throughout your programme’s life cycle, for instance during the first phase to evaluate how the set-up went, and at the end of the funding period.

At the beginning of your programme, you should define how you will assess the progress made regarding your target group’s skills. If you plan to use soft indicators (which are particularly useful) you must start by defining each individual’s initial skills profile.