Cultural Competence And Outcome Analysis

Evaluation Purpose, Logic and Indicators

Cultural competence is a set of values, behaviours, beliefs, and policies that come together in a service or amid practitioners, to enable the service or practitioners to work effectively in cross-cultural systems (Sonal-Valias 2009, p. 2). Understanding a person’s culture helps staff members understand how the person views their environment (Government of South Australia 2006, p. 8). By understanding the person’s culture staff members are equipped to avoid stereotypes and biases that can negatively impact the working relationship (Government of South Australia 2006, p. 8). The cultural competence staff training project’s goal is to assist frontline workers to be able to effectively communicate with

An outcome evaluation is the evaluation of the changes that occurred from the implementation of the training project, which result from the established activities implemented to achieve the cultural competency training project goals, and a systematic evaluation of the extent that the activities selected caused the outcomes to occur (Sonal-Valias 2009, p. 2). This evaluation will determine the effectiveness of the cultural competency staff training project meeting the objectives and goals, determining the level of quality in service delivery, and identify the strengths and weaknesses in the project implementation (Savaya & Waysman 2005, p. 85). Outcome evaluations are focused on continuous quality improvement, this encourages the examination of ways to constantly improve the effectiveness and competence of the organisation’s services and programs in order to increase benefits for the service users (Sonal-Valias 2009, p. 2). Continuous quality improvement results in creating an environment in which quality improvement regarding cultural competence for service users is a key part of creating the organisational culture (Sonal-Valias 2009, p. 2).

The purpose of the outcome evaluation is to assess the effectiveness of the set activities in regards to the benefits achieved, identify the strengths and weaknesses of the training project, and to provide suggestions for improvement for future staff training projects

The leadership has provided funding for the training to enable frontline staff, who interact directly with clients to provide a culturally competent service. The training project is still in the process of being conceptualised, therefore the training project is yet to be implemented. The evaluation audience includes the organisation, the staff, the service user, and key stakeholders such as government departments.

The logical framework model is a method of formatting a project logic, performance measured to demonstrate that measures are appropriate and link to the success of a program (Frey 2013, p. 63). The logical framework addresses the activities, outputs and outcomes. The activity is training program, with the output being the staff ready to practice in a culturally competent manner, resulting in the outcome of culturally competent staff and