CDLI_Guidebook_18_Final_Print

WHAT ARE WE LEARNING?
The survey is administered at two time points, at the start of a program and at its end, which allows
us to answer whether staff and volunteers believe they grew professionally during the time the
program took place. In both surveys, pre-program and post-program, respondents are asked about
each of those areas above, as well as general background information. In the first administration of the
survey, staff and volunteers rate their confidence in particular character development competencies
using the scale 1: Not At All Confident to 5: Very Confident. For example, staff are asked, how confident
did you feel using conflict resolution techniques when problems arise between youth? how confident did
you feel supporting youth to ask questions about the lives of youth who are different from them (from
diverse backgrounds)?
In the second administration of the survey, respondents are also asked whether they 1) have grown in
this area; 2) have not grown in this area; or 3) were already strong in this area. If they select #1 in any
of the areas, they will then be asked more specific questions and to think about their practice BEFORE
the program time and NOW. If they select #2 or #3, they will move on to the next section.
The report shows the average staff confidence score, along with an overall score for all the CDLI
programs for each practice along with the organizational supports for each practice.
Questions to consider:
• In which practice areas are your staff showing the least confidence? The most confidence?
• In which practice areas have staff/volunteers shown the most growth in confidence? What do you
think has contributed to this growth in confidence?
• In which practice areas have staff/volunteers shown the least change in confidence? What do you
think has contributed to this?
HOW DO WE ACT ON THE DATA?
Step 1:
Review other program data (SEL-PQA, Self & Program Reflections).
Questions to consider:
• Where do you see similarities between your low-scoring and high-scoring areas between all of the
data reports?
• How do these results relate to your current SMART goal in your Program Implementation
Plan (PIP)?
• Where do you see alignment between your action steps and growth in confidence? What actions
to you think have contributed to a change in staff and volunteer confidence.
• Is the data between these reports telling the same story? What differences to you notice?
Step 2:
Review your capacity assessment action planning sheet and the actions steps you identified to
strengthen organizational infrastructure.
Questions to consider:
• What connections do you see between the Core Supports and the Organizational Supports
surveyed in this report?
• How do these scores relate to your identified areas of growth around capacity?
• What actions, if any, may have supported a change in staff and volunteer confidence in the
practice areas?
CHARACTER DEVELOPMENT GUIDEBOOK
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