To evaluate the public work force, there are several factors that must be considered to ensure accountability, efficiency, and productivity in delivering public services. In comparison with the private sector, the public sector's work force's focus is on the delivery and effectiveness of their services.

Potter et al. (2003) evaluated a competency-based training program in a large urban health department. They used a variety of processes and methods such as an assessment of organizational capacity, demographic data on trainees, a pre- and post-training inventory of beliefs followed by a post training satisfaction survey, and a 9-month post training follow up survey and discussion of organizational usefulness. Usually, public sector organizations implement competency-based frameworks to assess the skills, knowledge, and behaviors of their workforce. In their evaluation, their goal was to be able to identify indicators of organizational performance improvement based on their results from the trainee participation in their competency-based courses. By employing this type of framework, they will outline the proficiency of various roles and a basis for evaluating employee performance.

For example, the NYPD has professional development and training programs to enhance the skills of their employees. Their specialized training section develops and facilitates various entry-level and in-service training programs that foster and promote individual and organizational effectiveness (NYC.gov). The way they deliver these methods ranges from online learning to interactive scenario-based formats. For scenario-based training, officers' responses are evaluated based on their compliance to departmental policies, procedures, and best practices. This training will indicate whether officers are ready to handle real-life situations that they may encounter while on duty. As said by the U.S. Office of Personnel Management, the "purpose of training needs assessment is to identify performance requirements and the knowledge skills, and abilities needed by an agency's work force to achieve their requirements" (OPM.gov). In public sector agencies, need assessments are essential to identify the gap between the performance required and the current performance of an individual or organization. After the evaluation is completed, the organization and its stakeholders will be able to identify the reasons and causes for the gap and implement certain methods for eliminating any discrepancies.

References

Potter, M. A., Ley, C. E., Fertman, C. I., Eggleston, M. M., & Duman, S. (2003). Evaluating workforce development: perspectives, processes, and lessons learned. Journal of public health management and practice: JPHMP, 9(6), 489-495.https://doi.org/10.1097/00124784-200311000-00008

Specialized Training Section - NYPD. (n.d.). Www.nyc.gov.https://www.nyc.gov/site/nypd/bureaus/administrative/training-specialized.page

Planning & Evaluating. (n.d.). U.S. Office of Personnel Management.https://www.opm.gov/policy-data-oversight/training-and-development/planning-evaluating/#:~:text=The%20purpose%20of%20a%20training

Critically reflect on some of the processes, models, and metrics to evaluate the public sector workforce. Refer to the readings and also provide concrete empirical examples from the public sector to supplement your responses.