Running head: TRAINING LOGIC MODEL

Workplace Conflict Resolution Training Logic Model

Larry Wolverton
Assessment of Learning (CUR/528)
Michael Burnett
August 24, 2015

TRAINING LOGIC MODEL

Workplace Conflict Resolution Training Logic Model

The logic model for a workplace conflict resolution training program will be
presented with the intention of clarifying how the new program will function and achieve
the intended goal of reduced and managed workplace conflict in local at risk companies.
This logic model is based on the facts collected during the needs assessment
undertaken in preparation for the development of this program. The needs assessment
provided insight into the nature of local workplace conflict, and the most at risk areas for
conflict within companies located within 10 miles of the training center. This brief
synopsis will include an overview of resources, activities; expected outputs, expected
short term outcomes, and the projected impact of conflict resolution training on identified
high risk companies and their stakeholders.
Logic Model
Required Resources

Required Activities

Measurable
Outputs

Short Term
Outcomes

Conflict Resolution
Text Books

Tailor Program Training

Materials to Community Needs

Number of
Employees
Attending

10%
Reduction in
Workplace
Violence

Produce Videos on: Active

Listening, Nonviolent
Communication, Cultural
Awareness and Acceptance,
Gender Equality, Conflict
Mitigation

Number of
Workplace
Conflicts

10%
Increase in
use of
Mediation
Resources

98% of
Conflict
Identified &
Addressed
Early On

Build Project Website

Visitors to
Website

10% Increase
in Employer
Conflict
Prevention

Deliver Program Monitoring

and Evaluation Training to At
Risk Company Human
Resources Personnel

Number
Entering
Conflict
Mediation

10%
Increased
Public
Awareness

Workplace
Programs
Increased
by 50%
100% of
Employees
Aware of
CR
Resources
70%

Train the Trainer

Manuals

Posters & Fliers

Handouts on Diversity &

Cultural Tolerance

Video Production

Deliver Training to At Risk

Results of

10%

Long Term
Impact
95%
Reduction
in
Workplace
Violence

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Equipment

Portable Whiteboard

Training Program
Administrator/Coordinator

Company Conflict Resolution

Trainers

Program Evaluator
(Assessment Specialist)

Program Bookkeeper

Formative
Evaluations

Produce Formative
Evaluation Materials

Number of
Employee
Sick Days

Create & Build Workplace

Conflict Incident Database

Number of
Complaints
related to
Workplace
Conflict

Perform ongoing Monitoring

Technical Training
Instructor/Developer

& Evaluation of the Program

Number of
Divorces
among
Employees

Grades of
Workers
Children

Reduction in
Worker
Divorce
Rates

Workers
Children
School
Grades
Improve
Overall by
10%

10%
Decrease
in
Employee
Health
Claims
10%
Increase
Target
Area
Business
Support for
CR
Training of
Employees
10% At
Risk
Company
Stakeholde
rs
Participate
In CR
Training

Reduction
in Worker
Divorce
Rates
Workers
Children
Maintain
Grades
Overall that
are
Reflective
of a
Healthy
Home
Environme
nt
70%
Decrease in
Employee
Health
Claims
100%
Participation
of Target
Area
Businesses
Providing
Conflict
Resolution
Training
90% of
At Risk
Company
Stakeholders
Participate In
CR Training

Curriculum/Course
Developer
Support Personnel
Annual Conflict
Resolution Training
Budget Total of
$611, 508
Logic model template modified from one presented by Royse, Thyer, & Padgett (2010, p. 110, Fig. 5.1).

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Budget Assumptions

Technical Training Administrator/Program Administrator average pay assumed to

be at national industry standard - $49,482 annual (Pay Scale, 2015).

Technical Training Instructor/ Developer (2) average pay assumed to be at

national industry standard - $66, 886 annually (Pay Scale, 2015).

Assessment Specialist wages also assumed to be at industry standard average$55,422 annually (Pay Scale, 2015).

Bookkeeper average pay assumed to be at national industry standard of

$15.57/hr or $28,800 annually (Pay Scale, 2015).

Video Production Specialist average pay assumed to be at national industry

standard of $44, 854 annually (Pay Scale, 2015).

Total Annual Wages $ 542,730 + $ 54,273 for benefits = Personnel Cost/Year of

$597,003

Project Technical Support Staff (8) pay assumed to be at national industry

standard of $15.57/hr or $28,800 annually (Pay Scale, 2015).

Printing costs based on a per standard paper size at in house supply costs only;
ink at lowest cost per page = $.035 (Quality Logic, 2012), paper lowest cost per
page = 0.009198 (Office Depot, 2015); Total cost per page= $0.044/ page with
total handout pages per trainee = 8 for handout cost per trainee of $3.52 @
1,200 trainees annually =$4,224 total annual cost.

Color Flyers and Posters estimate= $1/flyer and $2.25/ Poster with cost of ink
and paper included. Estimated number of flyers is 10,000 (target area population

TRAINING LOGIC MODEL

size) and estimated number of Posters is 125 (one per workplace break room) for
total of $10,281 annual cost.
The Evaluation Process
The Steps of Evaluation
Wall (1994) listed the 9 steps of evaluation as:
1. Define the Purpose and Scope of the Evaluation
2. Specify the Evaluation Questions What Do You Want to Know?
3. Specify the Evaluation Design
4. Create the Data Collection Action Plan
5. Collect Data
6. Analyze data
7. Document Findings
8. Disseminate Findings
9. Feedback to Program Improvement (pp.2-3)
Evaluation Methods
The evaluation methods used for this training program are formative and
summative evaluation. Formative are evaluations that will provide feedback data that
will provide ongoing assessment during the course of the training and allow the program
administrators and staff to adjust program variables to improve the effectiveness of the
program on the fly so to speak. This will make the program pliable for greater and
earlier impact. Summative evaluations will provide post training feedback on delivery
and retention of the information provided during the training (Suskie, 2009). Summative
evaluations are post training assessment of overall training effectiveness and provide

TRAINING LOGIC MODEL

an overview of how all the processes of the program work in unison toward the goals
established for the program (Royse, Thyer, & Padgett, 2010).
Approach
The conflict resolution training evaluation will be approached using a committee
consisting of representatives of each stakeholder sector and the program assessment
specialist will provide consultative advisement to the evaluation committee. This
committee (or working team) will determine the specific goals of the training program
evaluation and the specific application of assessment/evaluation methods, data analysis
tools and methods, as well as make recommendations for changes on a periodic basis
during the course of program operation. The data analysis will be conducted by the
professional assessment specialist/analyst. This approach will allow for the greatest
stakeholder participation and create an ownership of the program by those most
impacted by the training (Royse, Thyer, & Padgett, 2010).
Data Collection Plan
Data will be collected from several sources as outlined in the logic model.
Research of databases, personal interviews, and online and paper surveys are some of
the resources used to gather information on an ongoing and post training basis. This
information will be gathered on the target area and the control area for comparison and
to provide a yardstick on effectiveness of the program in the workplace and in the
community as a whole.
Conclusion
The logic model spells out all of the basic information about the conflict resolution
training program from start to finish over the course of one year. Even though the

TRAINING LOGIC MODEL

program is expected to be offered on an ongoing basis the scope and duration may
change based on an annual post training evaluation of the program and the community.
The specific expected outcomes, both in the short term and long term are difficult to
estimate prior to initiation and implementation of the training and are just a rough guide
to expectations on each objective of the training. The training is expected to improve
the workplace environment;, offer employees more options for rapid resolution of issues
as they arise; reduce workplace stressors; improve employee health; reduce home
environment conflict stress; reduce risks to the welfare of the children and improve their
chances of success in school; and improver community awareness of workplace conflict
and the need for this training.

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8
References

Office Depot. (2015). Copy & multipurpose paper. Retrieved from

http://www.officedepot.com/a/browse/copy-and-multipurposepaper/N=5+530730&cbxRefine=391703&cbxRefine=543421/
Pay Scale. (2015). Assessment Specialist Salary. Payscale.com. Retrieved from
http://www.payscale.com/research/US/Job=Assessment_Specialist/Salary
Pay Scale. (2015). Bookkeeper Salary. Payscale.com. Retrieved from
http://www.payscale.com/research/US/Job=Bookkeeper/Hourly_Rate
Pay Scale. (2015). Technical Administrator Salary. Payscale.com. Retrieved from
http://www.payscale.com/research/US/Job=Training_Administrator/Salary
Pay Scale. (2015).Technical Support Assistant Salary. Payscale.com. Retrieved from
http://www.payscale.com/research/US/Job=Technical_Support_Assistant/Hourly
_Rate
Pay Scale. (2015). Technical Training Instructor Salary. Payscale.com. Retrieved from
http://www.payscale.com/research/US/Job=Technical_Training_Instructor/Salary
Pay Scale. (2015). Post Production Specialist, Television, Video, or Motion Picture
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www.payscale.com/research/US/Job=Post_Production_Specialist%2c_Televisio
n%2c_Video%2c_or_Motion_Picture/Salary
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https://www.qualitylogic.com/tuneup/uploads/docfiles/QualityLogic-Cost-of-InkPer-Page-Analysis_US_1-Jun-2012.pdf
Royse, D., Thyer, B., & Padgett, D. (2010). Program evaluation: An introduction (5th
ed.). Belmont, CA: Cengage Learning.

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Suskie, L. (2009). Assessing student learning: A common sense guide (2nd ed.). San
Francisco, CA: Jossey-Bass.
Wall, J.E. (1994). Program evaluation model: 9-step process. The Program evaluation
standards: How to assess evaluations of educational programs. Joint Committee
on Standards for Educational Evaluation. Thousand Oaks, CA. Sage
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on%20Model%20Paper.pdf