Program Evaluation and Theory of Change

Study Notes

A theory of change is a conceptual framework that outlines the relationships between program activities, outcomes, and desired long-term goals
It explains how and why a program's interventions will lead to desired outcomes
A good theory of change should be:
- Clear and concise
- Based on research and evidence
- Realistic and achievable
- Focused on the desired outcomes

Evaluation methods are used to assess the effectiveness of a program in achieving its desired outcomes
Types of evaluation methods:
- Formative evaluation: focuses on program development and improvement
- Process evaluation: examines the implementation of a program
- Outcome evaluation: assesses the effectiveness of a program in achieving its desired outcomes
- Impact evaluation: examines the long-term effects of a program
Evaluation methods should be:
- Objective and unbiased
- Based on clearly defined criteria and standards
- Focused on the desired outcomes

A logic model is a visual representation of a program's theory of change
Components of a logic model:
- Inputs: resources and investments in the program
- Activities: specific actions and interventions
- Outputs: direct products or results of the activities
- Outcomes: short-term and long-term changes resulting from the program
- Impact: long-term effects of the program
A good logic model should:
- Be clear and concise
- Be based on the program's theory of change
- Include all necessary components
- Be realistic and achievable

Program outcomes are the specific changes or results that a program is intended to achieve
Types of program outcomes:
- Short-term outcomes: immediate changes resulting from the program
- Long-term outcomes: sustained changes resulting from the program
- Intermediate outcomes: changes that occur between short-term and long-term outcomes
Program outcomes should be:
- Specific and measurable
- Realistic and achievable
- Focused on the desired goals and objectives
- Based on the program's theory of change

The Kellogg's logic model is a specific type of logic model developed by the W.K. Kellogg Foundation
It is a visual representation of a program's theory of change, outlining the relationships between program activities, outcomes, and desired long-term goals
The Kellogg's logic model includes the following components:
- Inputs
- Activities
- Outputs
- Outcomes
- Impact
The Kellogg's logic model is widely used in program planning, evaluation, and performance management.

A conceptual framework outlining relationships between program activities, outcomes, and long-term goals
Explains how and why program interventions lead to desired outcomes
A good theory of change should be clear, concise, research-based, realistic, and focused on desired outcomes

Used to assess program effectiveness in achieving desired outcomes
Types of evaluation methods: formative, process, outcome, and impact evaluation
Evaluation methods should be objective, unbiased, based on clear criteria, and focused on desired outcomes

A visual representation of a program's theory of change
Components: inputs, activities, outputs, outcomes, and impact
A good logic model should be clear, concise, based on the theory of change, include all necessary components, and be realistic and achievable

Used in program planning, evaluation, performance management, communication, and strategic planning
Can be applied in various fields, including education, healthcare, social services, business, and environmental conservation

Specific changes or results a program is intended to achieve
Types: short-term, long-term, and intermediate outcomes
Program outcomes should be specific, measurable, realistic, focused on desired goals, and based on the theory of change

A specific type of logic model developed by the W.K. Kellogg Foundation
A visual representation of a program's theory of change, outlining relationships between activities, outcomes, and long-term goals
Includes components: inputs, activities, outputs, outcomes, and impact
Widely used in program planning, evaluation, and performance management