Logic Model Template for Federal Supervisory/Managerial Curriculum Program Office Goal: To develop an effective managerial curriculum and evaluation methodology that meets the organization’s business needs and government-wide training requirements. Business Objective: Create leadership pipeline for sustained organizational success Target Population: Federal Supervisor/ Managers Inputs Outputs Outcomes Baseline Data Major resources Activities resulting Direct products or Changes/impacts that occur because of execution/use of the outputs Baseline data is necessary for each needed from use of the services resulting from evaluation method resources activities Immediate Short-term Intermediate Long-term Evaluation Methods Evaluation Tools Level 1 Level 2 Level 3 Level 4 (p. 20, 33-46) (p. 33 – 46) Changes in Learning (p. 31-32, 50) Critical & Sustained Behaviors Return on Expectations Interviews with senior Checklist/L3 Survey Organization Factors Conduct a training needs Specific to Curriculum Employee Impact leaders/employees (3, 6, Agency’s Strategic Plan assessment Goals & objectives Change in knowledge, attitudes Increased collaboration within and across Promotion and 12 months after the Team meeting reports and Goals Training Curriculum and skills specific to the courses agencies Increased satisfaction and engagement program) Strategic Learning Plan Design and develop a Instructor training delivered Reduction in # of grievances filed 360-degree evaluations EVS results supervisory/ managerial # of training hours Increased transparency Reduction in % of successful Track developmental Agency’s training needs- training curriculum Closed competency gaps grievances activities in the daily L3/L4 surveys assessment Specific to Implementation Increased manager-employee interaction Employee Turnover (Involuntary vs. operational context (how Develop an evaluation plan # of managers trained Increased awareness Voluntary) did the manager/leader Risk Factors (formative & summative) # of courses delivered Increased use of rewards follow up or offer feedback Laws/Regulations # of new certifications (if Increased commitment Work Culture to the employee?) Political environment applicable) Ability to successfully address challenges Better team performance Track $ spent on training Accounting records Organizational culture Implement managerial training Increased confidence More creative solutions curriculum (delivery strategy) Track # of monetary & non- Tracking sheet Assumptions (facts or Specific to Quality Assessment Changed policies, practices or decisions Compliance with laws monetary conditions you assume of Courses Changed motivation or aspiration Improved communication rewards/recognition to be true) % participant satisfaction Increased agility when responding to and Develop a marketing On-the-job observations of Checklist Broader perspectives leading change Organization Impact strategy progress Protective Factors Decreased training costs Program budget Specific to Marketing Strategy Drivers of Learning Transfer Increased efficiency Monitor employee Employee Viewpoint Facilities # of fliers & brochures Opportunity to apply new knowledge engagement scores Survey/Agency survey Staff resources # of Webcasts/Podcasts Reinforcement(mentoring, discussion Succession Planning Measures Office supplies # of hits/responses to groups, practice) Organization’s ability to fill key jobs Track customer satisfaction Customer survey Technology promotional messages posted Encouragement (OTJ observation, with internal candidates scores Contractors to a Listserv feedback, coaching) Ethnic & gender diversity in Monitor quality of work Manager # of News releases Reward (acknowledgement of changed promotions products survey/customer survey # of posters (signage in behavior) Positive performance evaluations general) Monitor (dashboard, surveys) Leadership effectiveness Track employee retention HR system High potential retention & attrition rates

IMPORTANT NOTE: Be sure outputs and outcomes are observable, measurable and specific in terms of quality, timeliness, cost effectiveness and/or quantity. Use whichever measure is most appropriate.