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 The most comprehensive and cost-effective intervention strategy I select to propose to the organization is Middle-end Strategy. This is proven research (Mind Tools, 2011) tool will analyze problem and create time-based way to solve key areas of poor performance: over difficult task, low individual aptitude, skill, and knowledge. I conferred with the Old Navy Project Manager who is authorized to review, evaluate current polices, researched alternatives and formulate new programs to improve operations. He was excited about this strategy because it supported the cost –efficient and provided sound intervention that would create the desired employee performance.  The strengths and weaknesses of the other two interventions strategies are the following: The Low-end strategy, may be cost –effective, and address one of the problems in poor performance (employee’s lack of knowledge on employer performance expectation). It is not a comprehensive plan that will resolve the problem.  Finally, the High-end Strategy not only solves the performance problem and expands on creating future training programs for managers and staff that would offer quality, quantity and time effective resource to the company. However, the high cost of the computer software and technical assistance would be a deterrent to the Company. Therefore Middle-End strategy was not only cost-effective, and a proven reached based strategy, it was an excellent intervention that best meets the organizational goal stated in the performance gap The Companies organizational goals focus on “creating a great place to work and continually improving our employees’ work experience”. Through the multi-steps strategies improving ability and motivation and giving employees the needed feedback. **The Manager’s Many Roles ** Project Management Techniques – The roles, as principal change agent is “to take a balance approach to implementing change” (Chevalier, 2007). Therefore, the manager role includes and securing agreement and support from Corporate Executives directly involved in overseeing the project by showing the economic benefits of increasing employee performance. The project manager develops the Multiple Step Project Plan for Old Navy with the project team. Additionally, organize workshop and training classes for managers and employees, securing resources (technological innovations). Most importantly, the project manager needs to have a realistic project timescales and cost for the project Resource Management Techniques – First, the management techniques at Old Navy is to ascertain products and services used as solutions for the employee performance gap and in as more effective training tools. Next, securing the cost- effective resources through researching and pricing technological innovations, managing the distribution of equipment, logistics, storage, IT and communication associated with this project.  Delivery System Management Techniques – The project manager used the most sophistated delivery system such as, NetSuite, Inc. (2011). This 20th century software will “streamline order fulfillment, producing automatic shipping through several UPS, FedEx, and USPS. The educational technological that will drive the professional development training and workshops though modern computers using video Conferencing (Skype and Eliminate Live). This delivery system will reach a board grouping of people with every session.  Information Management Techniques – Skype and Eliminate Live are the major information tools for purposes of training, evaluating and receiving feedback on performance. Old Navy employees will ascertain immediate and live feedback that will encourage positive change in attitude and perform **The Manager as Change Agent ** ** Financial and Budget Information ** – The proposed budget for Old Navy intervention plan is estimated to $5,840.00 month or $70,000.00 a year. The organizational expenses for implementation of the project is after the onetime fee of $700.00 for Net Suite software package Video conferencing with technician (once a month) $5,000.00 Skype (unlimited video calling) ($4.49/month) 5,488.00 Manager Training support team (2 people) 48,000.00 Shipping and Delivery 3,000.00 <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">Employee manuals and resources (training manual) 1,500.00 <span style="border-bottom: windowtext 1.5pt solid; border-left: medium none; border-right: medium none; border-top: medium none; display: block; padding-bottom: 1pt; padding-left: 0in; padding-right: 0in; padding-top: 0in;"> <span style="line-height: 200%; padding-bottom: 0in; padding-left: 0in; padding-right: 0in; padding-top: 0in;"><span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">Miscellany 7,012.00 <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">Total: $ 70,000.00 **<span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;"> Project Assessment ** <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">The project assessment will determine the success or failure of the project intervention. Assessing the Performance-Improvement intervention requires “evaluating the performance initiatives that he or she has imposed on the individual or workshop (Chevalier, 2007, p.159). It is a Level 4 evaluation, because the initial goal was to measure the value of training (Chevalier, 2007, p. 163) and to provide critical feedback to managers on stages of improvement. Moreover, the computer- based technology affords both managers and staff immediate feedback on the professional development training. This assessment will help management and employee to make adjustments in training and to reward those individual who are demonstrating Old Navy has desired employee performance. <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;"> The formative evaluation will determine if the Performance Intervention project is achieving the goals and objectives in the formative stages of the intervention. The two stages are the Implementation evaluation and Progress Evaluation. In the beginning, the Implementation evaluations will be conducted. (Appendix 3). The project staff will perform the implementation evaluation. The Progress Evaluation will occur several times during the life of the program to give a more accurate reading of the project success. Hence, “the underlying principle is that before you can evaluate the outcomes or impact of a program, you must make sure the program and its components are really operating and, if they, are operating according to the proposed plan or description no changes or adjustments are needed (Evaluation Wiki, 2011). <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;"> The summative evaluation measures the knowledge and skills learned, detailing any mastery of program outcomes and core abilities, and learning that occurred during the training program. Old Navy intervention project will used a Performance based summative assessment, since the performance gap is related to poor performance, this type of assessment would determine at what level the employee has reached .Furthermore, employee would gain value insight as they demonstrate their customer service expertise and managers could accurately track progress and make suggestions for improvement. <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">Reference: <span style="font-family: 'Arial','sans-serif'; font-size: 16px;"> Business balls (2007) free online learning for careers, work, and management. [Retrieved] (July 25, 2011) www.businessballs. <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;"> Chevalier, R. (2009). //Analyzing performance: An example//. //Performance Improvement//, 48(7) <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;"> EvaluationWik(2010)Retrieved (July 25, 2011) Evaluationhttp://www.evaluationwiki.org/index.php/Formative_eval <span style="color: black; font-family: 'Arial','sans-serif'; font-size: 16px;"> Langan/Center for Instructional Development & Delivery <span style="color: black; font-family: 'Arial','sans-serif'; font-size: 16px;">Visit the FVTC Web site: <span style="color: blue; font-family: 'Arial','sans-serif'; font-size: 16px;">http://its.fvtc.edu/assessment/assessment.htm <span style="color: black; font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">1/24/2007 <span style="font-family: 'Arial','sans-serif'; font-size: 16px;"> NetSuite (2007).Products and services. Retrieve (July 25, 2011) <span style="font-family: 'Arial','sans-serif'; font-size: 16px;">http://www.netsuite.com/portal/products/netsuite/order/main.shtml?gclid=CMyF7OyEo6oCFcOs7QodjnupWA <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;"> Old Navy, Inc., (1997). Retrieved. (June,2011) http://oldnavy.gap.com/browse/home.do?ssitelD=GAP
 * <span style="font-family: 'Arial','sans-serif'; font-size: 16px; line-height: 200%;">4.1 Wiki Justification for Intervention Strategy **