Process Evaluation Case Study 2

Read the following case study, create a logic model, and respondto the questions.  

Team Goal Setting Program

This grant funded program will be implemented at 16 worksites ofa large retail organization in the United States and Canada. Usingmatched-pair random assignment, eight of the sites will receive theintervention (n = 885) and eight serve as control sites (n =557).  Potential participants are all administrativeoffice workers between the ages of 28-65 years.

Goal setting theory proposes that goals influence behavior viathe direction, mobilization and persistence of effort and theadoption of new behavioral strategies to achieve the goal.Social–ecological theory when applied to the workplace seeks toutilize the social and communication linkages that exist in theworkplace, as well as the structural and management systems thatform the operational context. Hence, the intervention had twocomponents: (i) a goal setting component that focused on settingand attaining both personal and team goals and (ii) anorganizational action component that was designed to activate thesocial and physical environment to promote physicalactivity.  Within this structure are three mainactivities: an individual goal setting process, a team goal settingprocess and environmental supports for physical activity.

An individual goal setting process will be delivered by apreviously-developed manual in order to encourage participants toset weekly goals for 10-min blocks of exercise and/or number ofsteps taken daily (as measured by a pedometer given to participantsupon enrolling). Personal goals were targeted toward meeting orexceeding established public health recommendations for physicalactivity. These included accumulating >150 min each week ofmoderate-to-vigorous physical activity and/or >10,000 pedometersteps each day. In order to help participants set goals that wererealistic and attainable, each participant was given anintervention manual, which discussed the nature and importance ofsetting goals, as well as activity and goal tracking sheets, how toincrease self-efficacy to overcome obstacles to being physicallyactive, reducing temptations to not exercise, how to avoid relapsein activity, how to stay motivated with competing demands and howto remain physically active beyond the end of the program(maintenance).

The team goal setting process revolves around a teamcompetition. The team competition was chosen because it couldactivate peer social support and take advantage of the identitiesand competitive spirits of the various work units within theorganization.  Participants will organize themselves intoteams, which will be headed by a team captain. Team captainsvolunteered for the role or were informally elected by teammembers. Team captains provide support and encouragement forphysical activity and help track the team goal attainment. Membersof the team are encouraged to exercise together, help increaseself-efficacy of their teammates overcome obstacles and providesocial support/encouragement for continued activity. Teams willpublicly report their goals on a poster located in a high-trafficarea at the worksite (break/lunch room) and compete for awardsbased on the percentage of members attaining their goals over thecourse of the intervention. Each member of every team that had 75%of its members reach the goal target (accumulation of >150 minof moderate and vigorous physical activity or >10,000 steps perday at least 9 of the 12 intervention weeks) receive anaward.  The award is given to try to increasereinforcement to be physically active.

Finally, environmental supports including development of asteering committee and environmental prompts will be put in placeto support physical activity. The steering committee helpedcoordinate program activities. Environmental prompts in thisintervention are posters designed to serve as a continual reminderof the goals (i.e. 10,000 steps a day) and ways to be physicallyactive at work (i.e. taking the stairs, parking farther from thebuilding). The posters have already been created.

Process Evaluation

The process evaluation question for this program is: Was theprogram delivered as planned?  The process evaluationwill address these process components:

• Quality of delivery
• Dose delivered
• Dose received
• Reach
• Participant satisfaction
• Unintended consequences

Develop at least one example process evaluation SMART objectivefor each of the six process evaluation componentsnoted in the description. Set reasonable targets for change or alevel you think the program can achieve, as is appropriate. Youmust also post at least one or more quantitative or qualitativemethods that could be used to assess each of the six objectives youhave written.

In your responses to other individuals' posts, discuss thedifferent objectives and methods that were created for eachevaluation component.