Outcomes and impacts - demonstrating the difference you make

Outcomes and impacts - demonstrating the difference you make

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  Outcomes and impact:demonstrating the difference you make Harriet Pearce Willis Consultant & Trainer Charities Evaluation Services
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  2 Collecting informationis so time- consuming. So many different words to get to grips with. Outcomes, impact – what does it all mean? What’s the difference? A lot of the difference we make is about how people feel or think. It’s really difficult to measure that. How do we know what’s down to us, and what would have happened anyway?
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  Why bother? •Makea better ask for funding •Be accountable to existing funders (and others) •Improve your organisation and services 3
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  4 The learningcycle What difference do we want to make? What shall we do to make this difference? How will we track our progress? What have we learned? What shall we do differently next time? What are the issues people face?
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  What can beevaluated? Processes Inputs Outputs Outcomes Impact Money Staff time Premises Partner resources Training advisors Planning workshops Building employer relationships Marketing One-to-one support sessions Skills workshops Work placements Employer events Improved literacy skills Get work experience Increased job search skills Reduced stigma Improved access to employment for people leaving prison in Wales What resources have we used? How did we use them? What services did we offer? What changes did we make for our users? Was this part of any long- term or broad change?
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  Top tips: articulatingoutcomes •Be realistic •Focus on change •Reference single ideas •Don’t ignore the tricky-to-measure •Include intermediate and end outcomes •Prioritise 6
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  Your chance tohave a go! 7
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  How do weknow if we’ve made a difference, or not? Use outcome indicators – things you can measure to show whether your desired outcomes have happened. 8
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  Outcome indicator examples 9 Outcomes Indicators Increased job search skills •Number of online portals ex- offenders use to search for jobs •Type of portals used •Suitability of posts applied for Reduced stigma among employers •Level of willingness to employ a suitably skilled ex-offender •Type of tasks employers would trust to ex-offenders
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  Top tips: settingoutcome indicators •Use your experience •Use neutral language •Numbers and narrative •Subjective and objective •Different perspectives on change Course title © Month Year 10
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  11 Ways tocollect information Interviews Focus groups Observation sheets Registers/logs Creative methods Questionnaires
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  Top tips: collectingdata •Collect before and after •Make participation easy and attractive •Consider using multiple methods •Leave space for the unexpected •Keep it realistic •Support staff •Consider ethical issues 12
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  Communicating and usingwhat you’ve found •Part of your evaluation plan •Be timely •Keep relevant and focused •Don’t forget analysis •Make practical recommendations (from small- scale adjustments to strategic planning) 13
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  14 Courses Resources Evaluation Mentoring Free support Tailored training
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  16 www.ces-vol.org.uk [email protected] www.inspiringimpact.org Thank you!