In 2007, Tulsa Community College (TCC) joined the national Achieving the Dream (ATD) network, which is dedicated to developing data-informed interventions to increase persistence and completion among community college students. TCC's participation in the national initiative set it down a path for positive institutional change, but it was the…

The fishbone diagram developed by Mariano Bernardez (2009a, 2009b) in the introductory article to this issue of "Performance Improvement Quarterly" depicts the origins and interrelationships of the models and approaches of many fields and researchers that have contributed to human performance technology (HPT) as it is used today. We can…

The International Society for Performance Improvement has always been divided by two often-conflicting views of what its purpose or mission really is. Is it primarily technology focused (focusing on the development and promotion of the field) or member focused (focusing on members' interests and their professional development)? This difference in…

This article presents an interview with Wes Taylor, the 2011 MetLife/NASSP National High School Principal of the Year. In this interview, Taylor shares credit with the teachers and staff members at Lowndes High School in Valdosta, Georgia, for the school's systemic and long-lasting improvement in instruction and climate. He mentions that the…

This article presents a partnership effort among managers, trainers, and employees to spring to life performance improvement using the performance templates (P-T) approach. P-T represents a process model as well as a method of training leading to performance improvement. Not only does it add to our repertoire of training and performance management…

Conventional human performance technology has had a good run. It allowed scientific and data-based research to be applied to improve performance, usually just individual performance. The field must be expanded without losing this individual performance focus to include a scope that measurably improves performance for individuals and organizations…

The business of training and performance improvement has always been cyclical, with the fortunes of human resource development (HRD) and performance improvement professionals rising and falling with the economic fortunes of the workplace. The current economic downturn and nascent recovery represent an opportunity for HRD and performance…

From 2004-2008, capacity to conduct program evaluation was built among the "Network for a Healthy California's" 48 largest local partners. Capacity building was done within a framework of Empowerment Evaluation and Utility-Focused evaluation. Tools included: a Scope of Work template, a handbook, a compendium of surveys, an evaluation…

Process improvement and organizational development go hand-in-hand. Building out your organizational process infrastructure will provide the tools necessary to build and maintain effective processes. It takes time, effort, and persistence to get through the initial stages, but the foundational steps of process awareness set the stage for later…

Bad relationships between a college board and its faculty can lead to erosion of the board's authority, faculty votes of no confidence, and general institutional instability. However, institutions like Randolph-Macon College are finding ways to improve the lack of understanding and sympathy between faculty members and trustees.

Results-based management (RBM) is an approach to programme planning and management that integrates strategy, people, resources, processes and measurements to improve decision-making, transparency and accountability. The Commonwealth of Learning (COL) began the adoption of a RBM model with its 2003-2006 Three-Year Plan. This led to a significantly…

Although most teachers are finished with their formal education, their desire to learn has not been extinguished. As important as initial teacher and administrator preparation are, the ability of a school leadership team to maximize the potential of each staff member is perhaps even more important to helping each student realize his or her…

Discusses evaluation for human performance improvement and organizational success. An expanded framework that builds on the traditional four-level training evaluation framework is suggested that includes strategic and tactical planning, performance improvement, organizational development, customer satisfaction, total quality, societal…

Suggests that performance consultants are at their best for the benefit of clients when they assume the role of facilitator, not solver of clients' performance problems. Describes the four requirements involved in facilitation: Facilitators, Exemplary Performers, a Model, and Resources. Illustrates how to implement and use the four features of…

Discusses how those who learn basic human performance technology (HPT) skills can expand expertise in three directions: extended HPT (including generalist, project manager/integrator, and implementation specialist); specialized HPT; and HPT linked to related fields. Presents examples of applications of each alternative. (JKP)