Competency 9: Evaluate individuals, families, groups, organizations, and communities.
Intervening effectively means applying strategies that work in real-world situations while addressing challenges at every level—from individuals to organizations. At Signal Centers, I regularly implement practical interventions that support positive outcomes for our volunteers and the communities we serve. For example, I’ve led initiatives like restructuring our volunteer hour tracking system and introducing standardized check-ins with interns and volunteers, which improved communication, clarified expectations, and increased retention. These interventions reflect my ability to identify organizational barriers and collaboratively develop solutions that are sustainable and mission-aligned. I stay flexible and responsive, ensuring my efforts are grounded in evidence while also being tailored to the unique needs of each person and system. Whether I’m supporting an individual navigating a new role or collaborating across teams to improve program processes, my goal is to create meaningful, lasting impact through thoughtful, client-centered, and evidence-based actions.
9.1 Select evidence-based evaluation strategies with specific client systems.
Course Evidence:
(Section A6)
For my new organizational development plan, I created a comprehensive staff evaluation framework designed to promote growth, accountability, and alignment with the organization’s mission. The purpose of this evaluation plan is not only to assess staff performance but to foster a culture of continuous development and reflective practice (K, V).
Grounded in human resource and social work administration literature, I incorporated evidence-based evaluation strategies, including annual reviews, mid-year check-ins, self-assessments, and optional 360-degree feedback (K, T). The structure was informed by Burke’s (1998) research on performance improvement and Smith and Beno’s (1993) guide to staff development evaluation, which emphasize the value of feedback loops, collaborative goal-setting, and individualized development planning (K, T).
The design of this plan demonstrates the application of core social work values, particularly the importance of dignity, mutual respect, and human potential (V). By prioritizing two-way dialogue between staff and supervisors, the evaluation process supports an organizational culture where feedback is empowering rather than punitive (V, CA). Employees are invited to reflect on their strengths and challenges and co-create goals aligned with both their professional aspirations and the agency’s objectives (S, CA).
My skills in organizational planning and performance measurement were essential in establishing practical tools such as clearly defined criteria, progress tracking systems, and documentation templates to support consistency and fairness in the evaluation process (S). Evaluation domains such as communication, collaboration, innovation, and adherence to ethics were chosen to reflect the dynamic competencies required when working with reentry populations (K, S).
Throughout the design process, I engaged in meaningful reflection on how staff development influences client outcomes and organizational integrity. It required me to think critically about how to foster accountability while also supporting morale and professional identity (CA). This experience strengthened my ability to evaluate practice at the organizational level by combining ethical leadership, research-informed strategy, and a commitment to staff well-being (K, V, S, T, CA).
9.1 Field Evidence:
Volunteer Experience Post Survey
Volunteer Experience Pre-Survey
At Signal Centers, I created and implemented pre- and post-volunteer surveys to better understand how prepared volunteers felt before and after working with children who use communication devices at Chatter Camp. I used a mix of scaled and open-ended questions, drawing from research that shows combining quantitative and qualitative feedback gives a more complete picture of volunteer experiences and satisfaction (Bloomerang, 2025). This reflects my ability to apply knowledge and practical skills in evaluation (K, S, T).
To keep things accessible and respectful of people’s time, I made the surveys short, simple, and easy to understand. This approach is supported by research showing that brief surveys improve participation and reduce burnout among volunteers (SurveySparrow, 2025). I also designed the forms using plain language and ensured they could be used with screen readers to support neurodivergent volunteers (VolunteerHub, 2024). These decisions reflect my commitment to inclusion and social work values like dignity and equity (V, S).
Because our volunteers were supporting children with communication challenges, I designed the survey to be supportive and reflective, encouraging volunteers to think about their confidence, readiness, and expectations. Moving forward, I plan to build on this foundation by incorporating more trauma-informed elements, such as normalizing uncertainty, offering grounding language, and including prompts that help volunteers identify support needs before they begin. These updates will help us continue improving our approach to volunteer preparation and support using evaluation feedback as a guide (S, T, C/A).
This process improved our summer camp volunteer experience and helped me see how intentional evaluation can lead to better training and support.
This experience helped me grow in using evaluation tools to make programs better, more inclusive, and more responsive to the needs of both volunteers and the people we serve. It was guided by systems theory, trauma-informed care, and a person-in-environment perspective, which helped me connect individual feedback to meaningful program improvements (Theoretical Foundation).
References
Bloomerang. (2025, April). Volunteer surveys: Tips and best questions to ask. Retrieved from https://bloomerang.co/blog/volunteer-surveys-tips-and-best-questions-to-ask
SurveySparrow. (2025, June 24). 30+ Volunteer survey questions, tips & free questionnaire. Retrieved from https://surveysparrow.com/blog/volunteer-survey-questions
VolunteerHub. (2024, July 24). Crafting strong volunteer survey questions: A guide for nonprofit organizations. Retrieved from https://volunteerhub.com/blog/crafting-strong-volunteer-survey-questions-a-guide-for-nonprofit-organizations
9.2 Evaluate the efficiency and effectiveness of practice outcomes.
Course Evidence:
Needs Assessment and Program Proposal Plan
In our SOCW 618 course, we conducted a structured needs assessment and used those findings to design a new program focused on supporting children with communication and developmental differences. For this competency, my work specifically appears in Section 6.3: Evaluation Plan (page 36) of the Needs Assessment and Program Proposal Plan, where I developed strategies for measuring program outcomes, tracking progress toward goals, and using data to guide ongoing improvements. This evaluation plan was designed to ensure accountability, promote sustainability, and align service delivery with evidence-based practices.
In addition to the evaluation section, I also contributed to Section 2.3: Summary of Needs Assessment Findings (page 7) and Section 4.4: Program Goals and Objectives (page 23), which informed the development of a multi-tiered program addressing needs at the micro, mezzo, and macro levels (K, S, T).
We identified significant areas for improvement, including barriers to access, limited trauma-informed training, and inconsistent culturally responsive practices. Our program framework intentionally embedded ADEI principles and incorporated regular evaluation checkpoints to ensure that equity and inclusion were consistently prioritized (V, C/A).
Through this process, I strengthened my skills in applying systems theory, program design, and critical analysis to real-world challenges, and I demonstrated how evaluation can be used as a tool for ethically grounded, evidence-based program improvement.
9.2
Field Evidence:
Volunteer Hours Submission Form
As part of my MSW field placement at Signal Centers, I developed and implemented a standardized volunteer hour tracking form to strengthen consistency, accuracy, and visibility of volunteer engagement across departments. Previously, hours were logged inconsistently by program staff, which limited our ability to assess participation, analyze retention, and formally recognize contributions.
Using knowledge of organizational systems, macro practice tools, and inclusive accountability frameworks (K, T), I created a streamlined Microsoft Form that I use to document volunteer hours across programs. The form is designed to be filled out directly by volunteers or logged manually based on verified participation. This approach ensures centralized data collection while remaining adaptable to the varying needs of Signal’s service lines, including Children’s Services, Chatter Camp, Adult Day Services, Camp Signal, Assistive Technology, Hart Gallery, Family Forward, EnVision Camp, and more. This demonstrated my commitment to transparency, reliability, and sustainable engagement systems (V).
Regular use of the form has enabled me to analyze trends in participation across programs. According to internal data, programs like Assistive Technology, Adult Day Services, Chatter Camp, Camp Signal, and Hart Gallery have reported the highest number of hours submitted—providing insight into where volunteer support is thriving and where more outreach may be needed. This tool has been especially valuable in informing recognition strategies, creating targeted outreach, and enhancing interdepartmental collaboration (S, C–A).
By designing and sustaining this form, I demonstrated my ability to assess and enhance organizational effectiveness using practical tools grounded in macro-level thinking. The use of this system supports reflective analysis and promotes a culture of appreciation, equity, and responsiveness to volunteer capacity and experience. This work illustrates my ability to align daily operations with ethical values like service, integrity, and data-informed planning (K, V, S, T, C–A).