Following along with Westhues book, outcome and process evaluations will be utilized as a way to monitor the impacts of training and case management. Both workers who receive training and transgender individuals will be included.
Outcome evaluations will parallel the self-determination framework where transgender inmates will self-report their perceptions of goal setting and goal achievement and whether they feel their self esteem and quality of life has increased since implementation of the new policy. This will allow for subjective information about their experiences with their intended goals. Some examples of outcome evaluation questions are as follows: Do their goals reflect their own needs? Did achieving their goals help to make their stay more positive? Have they benefited from ‘inclusive’ goal setting? Also, calculations will be made to determine whether the benefits of the new policy outweigh the costs.
Process evaluations will be used to determine whether the new policy is operating as planned and hate crimes are decreasing. To speak to the quantity of the new policy, information would be gathered about how many clients there are, whether the new policy is serving the intended transgender inmate group, and whether the transgender inmates feel they are receiving Trans positive service. To speak to the quality of the new policy, transgender inmates would be asked about how they have experienced the services available to them. For example, did they feel comfortable with their case worker? Were they able to access services such a healthcare? Did their worker help them achieve their goals? Transgender inmates will again self-report through client satisfaction surveys.
It is important to monitor and evaluate the employees as well to establish how their experience with training is, and whether the new training guidelines are actually changing transphobic attitudes. To do this, evaluations would be used targeting those who have received the training. Information would be gathered through surveys based on how many workers are trained, if they feel the training speaks to the issue, and whether they feel the content was presented in a way to promote understanding. They would also be asked if they learned anything new, and if they feel that this information contributes to the way in which they would treat a transgender individual.
Outcome evaluations will parallel the self-determination framework where transgender inmates will self-report their perceptions of goal setting and goal achievement and whether they feel their self esteem and quality of life has increased since implementation of the new policy. This will allow for subjective information about their experiences with their intended goals. Some examples of outcome evaluation questions are as follows: Do their goals reflect their own needs? Did achieving their goals help to make their stay more positive? Have they benefited from ‘inclusive’ goal setting? Also, calculations will be made to determine whether the benefits of the new policy outweigh the costs.
Process evaluations will be used to determine whether the new policy is operating as planned and hate crimes are decreasing. To speak to the quantity of the new policy, information would be gathered about how many clients there are, whether the new policy is serving the intended transgender inmate group, and whether the transgender inmates feel they are receiving Trans positive service. To speak to the quality of the new policy, transgender inmates would be asked about how they have experienced the services available to them. For example, did they feel comfortable with their case worker? Were they able to access services such a healthcare? Did their worker help them achieve their goals? Transgender inmates will again self-report through client satisfaction surveys.
It is important to monitor and evaluate the employees as well to establish how their experience with training is, and whether the new training guidelines are actually changing transphobic attitudes. To do this, evaluations would be used targeting those who have received the training. Information would be gathered through surveys based on how many workers are trained, if they feel the training speaks to the issue, and whether they feel the content was presented in a way to promote understanding. They would also be asked if they learned anything new, and if they feel that this information contributes to the way in which they would treat a transgender individual.
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