SAMPLE

Project Assignment Description

Background Information:

Cedar Lake Community Center, LLC has been in existence since 2001, and their Human Services employees have worked relentlessly over the years to assist low-income families within the metropolitan city of Rasmussen, Minnesota. Cedar Lake Community Center, LLC has a mission statement that reads: To serve the community by promoting safety, permanency, and well- being of children and vulnerable adults, helping individuals achieve stability, and strengthening families. The agency provides outreach, intake, and assessment to assist clients from the local communities with a wide array of social service needs. Official stakeholders that support Cedar Lake Community Center, LLC are the local government, numerous community- based service providers from various disciplines, several local businesses, and concerned citizens throughout the service area. In 2001, the agency started with five employees, and throughout the years, has expanded its personnel exponentially to over 24 professionals.

The initial Executive Director, Francine, who had been with the agency since 2001, submitted her resignation two months ago due to medical reasons. Although the Executive Director had been effective in bringing people together, there were concerns that the goals and objectives had not been met and that there began to be a lack of confidence in the former's Executive Director's ability to grow the organization. Alex was hired to replace Francine. One of Alex's first priorities was to reconfigure the structure of the organization to increase efficiency. As a result of the restructuring, several positions were eliminated. These key positions were integral in promoting the strong ties that existed throughout the years since the Cedar Lake Community Center began providing community-based social services. Once the community and Cedar Lake Community Center, LLC's partners learned of the changes, there was suspicion about the new leadership and the direction being taken with the agency. Stakeholders were split in their views of the changessome agreed that they were necessary to advance the goals of the organization, while others felt the new leadership was 'taking over' with a hidden agenda. After a team meeting, Alex was stunned to learn of the criticisms of his leadership style and decided to quit abruptly after strongly disagreeing with the subjective feedback he received.

Where We Are Today:

The agency is now facing a problem - Cedar Lake Community Center, LLC needs a new leader. The Assistant Director, who would typically take over in the absence of an Executive Director, declined the position and interim duties due to her retirement in 3 months. In conversation with the Assistant Director, your supervisor discussed top-notch professionals internally. Your name was at the top of the list due to your highly effective performance ratings annually. When approached, you were first intimidated but thought of the professional growth and numerous possibilities serving as an Executive Director will have for you once earning your bachelor's degree.

You are the new Executive Director of Cedar Lake Community Center, LLC. For the next six weeks, you are tasked with several leadership duties to continue the positive legacy of getting the agency "back on track" in your new leadership role. As a transformative leader, you will be communicating to stakeholders, specifically colleagues, about implementing a pilot program and developing a strategic plan.

NameofProgram: TeenParentSupport

Data Collection Method How would the data assess effectiveness?

example:

Interviews	(a) Structured interview questions will be asked of all interviewees asking about their level of satisfaction in several areas - e.g., support group satisfaction, satisfaction with Human Services workers. (b) Staff members can be interviewed to provide specific feedback relative to staff satisfaction/dissatisfaction with the program, the program's strengths, and areas where improvements are posited.
Surveys	(a) At the beginning of the program, participants will be provided with an intake survey. (b) Every three weeks, a satisfaction survey can be administered to assess levels of satisfaction from weeks 3, 6, 9, and 12 from services provided.
Records	(a) Attendance/sign-insheetsfrom weekly teen support group (b) Monthly roster of active participants and teens coming into the program through intake.