RESULTS
A simple overview of Appreciative Inquiry (AI) See full description: comment and rateKey words - Mot clés: facilitation, evaluation
Appreciative Inquiry is a highly participatory and flexible process of seeking out the “life-giving” properties that are present when an organization is performing at its very best and weaving them into the fabric of the organization so that they continue to strengthen and expand.
An Appreciative Inquiry and 360 degree aproach to staff evaluations See full description: comment and rateKey words - Mot clés: evaluation, appreciative inquiry, human resources
These two handouts provide a value based framework as well as practical guidelines for how to conduct staff evaluations that are based in an Appreciative Inquiry based approach and that use a 360 degree process.
A Developmental Evaluation Primer See full description: comment and rateKey words - Mot clés: evaluation, organizational development
A primer has historically meant a book of first principles. That characterization fits this primer quite nicely. The principles presented here emerged from highly interactive workshops with a group of developmental evaluators representing premier Canadian organizations.1Just as developmental evaluation (DE) is a dynamic, emergent process, those workshops, spanning two years, were highly dynamic and emergent. The principles and premises captured so well here by Jamie Gamble reflect the insights generated from the developmental process of experimenting with diverse applications of developmental evaluation in innovative organizations across Canada.
Created by Jamie Gamble and the McConnell Family Foundation
Organic Evaluation at Santropol See full description: comment and rateKey words - Mot clés: evaluation, human resources
This document provides an exploration of Santropol Roulants approach to evaluations...
At Santropol Roulant, evaluation is not a linear “function” at all. Nor is it separate from our ultimate mission. It is a particular way of being together and of bringing people together. The key element to this is the lack of hierarchical, “departmental”, bureaucratic structures that are in place. It is very clear what everyone’s goal is at the end of the day – delivering 90 meals to seniors and people living with a loss of autonomy across the island of Montreal. As a result, we have created a space for open dialogue, almost an “anti-structure” which breeds openness, and flexibility due to the informal nature of employees’ relationships with each other, and due to the constant accessibility of employees to volunteers, clients, and the public.
