Evaluation
Change Management Model
Given the relatively short duration of the ASPIRE2 project, it is essential to step through a change process as part of evaluation in a manner that both educates key stakeholders and ensures timely action to promote rapid organizational change. ASPIRE2 will apply the ADKAR (Hiatt, 2006) process model of change management. ADKAR is an acronym representing a five-stage process model that includes the elements of awareness, desire, knowledge, ability, and reinforcement. Awareness defines the individual-level recognition of the need for change and deliberations concerning the goal and the extent of the intended change. Desire is a determination of the individual level of desire or enthusiasm for the intended change. This stage further allows for the determination of potential resistance to the change effort. Any organizational change effort that fails to acknowledge and respond to sources of resistance is unlikely to succeed (Ford et al., 2008). Knowledge in the ADKAR model concerns the transmission and accrual of knowledge relevant to and supportive of the change effort. Ability involves the applied skills required to successfully implement the change. Finally, reinforcement entails monitoring progress and rewarding success. Identifying and rewarding success throughout the change effort is necessary to maintain momentum.
The ADKAR model is especially appropriate for ASPIRE2 because it focuses on individual-level awareness and change and produces the applied skills necessary to implement the change. Thus, this model focuses on the development of observable applied skills and the eventual reinforcement of those skills that will result in a climate (real and perceived) devoted to improved recruitment and retention practices.
The first year of the project of the three-year implementation will focus on the elements of awareness, desire, knowledge and ability. The final two years of the implementation will focus on reinforcement efforts. Naturally, the elements of awareness, desire, knowledge and ability will be assessed and reinforced throughout the entire project. Because of the entrance of new hires and new administrators over the course of the grant, the need for training about awareness, desire, knowledge and ability will continue.
| Pillar 1 | Pillar 2 | Pillar 3 |
|---|---|---|
Climate | Identification and Recruitment | Retention and Advancement |
| Climate Survey | Human Resources Data – Applicant Pool – Current Employees – Salary – Search Committee Composition | Provost – Annual Reports |
| Review of Programming Elements – Participation – Curriculum Review – Survey – Interviews – Site Visits | Department – Faculty Exit Survey |