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HomeMy WebLinkAbout13-00995 Submittal-Urgent, Inc-Final Evaluation Report 2013BRA YOUTH TRAINING INSTITUTE FILM ARTS CULTURE ENTREPRENEURSHIP F.A.C.E. FORWARD Report Completed by: , Dr. Tisa McGhee of ()° J Mc" CONSULTING INC Final Evaluation Report 2013 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Sponsor I3 - DOR9S- S'ubtici-H"� - (,{� .e Inc.- eval thou orf 2013 F.A.C.E. Summer Youth Training Institute Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board The F.A.C.E. Summer Youth Training Institute is a 6 week paid work and training opportunity where Overtown youth between the ages of 15 and 24 build skills in one of four concentrations: Film, Art, Culture and/or Entrepreneurship (F.A.C.E.). The Institute supports the South East Overtown Park West Community Redevelopment Agency's (SEOPW CRA) efforts to build communities and not leave youth behind in the wake of their other community development and capital improvement efforts. The 6-week summer program provided up to one hundred and twenty (120) hours of work experience. The five core components of the program included: 1) Orientation and Work Readiness 2) Work Experience and Training Institutes 3) Continuing Education & Learning 4) Case Management 4) Recognition Ceremony & Expo F.A.C.E. FORWARD Evaluation Plan Quantitative Analysis Quantitative data consisted of demographic data collected from the entire participant pool and a sample of 41 youth who completed the YES 2.0 Survey, Intern Evaluation and Instructor Evaluation of Intern at mid/post. Qualitative Analysis Focus groups were held with the youth; individual and group interviews with the Institute Leaders and Program Management Staff to review all the process components of the program. Research Questions This report addresses 2 issues: • Was the Summer Youth Training Institute designed and implemented as proposed? • What can we learn from the Summer Youth Training Institute to discover emergent outcomes? This will be the first evaluation of the F.A.C.E. Summer Youth Training Institute. As a result both a quantitative and qualitative research design was used. Findings The findings based on both the quantitative and qualitative process and implementation data indicate that F.A.C.E. Summer Youth Training Institute is a well designed program that if implemented as intended with increased time for planning and execution is a program that achieved some short term objectives: • Youth received internships, giving them useful work experience • Youth had opportunities to learn new skills • Youth had a supportive environment in which to have their first employment experience The Summer Youth Training Institute was designed and implementation as proposed: • Youth received internships in one of four concentrations: Film, Art, Culture and/or Entrepreneurship • Institute Leaders and Program Management Staff followed program design and played a role in the program success • The Recognition Ceremony & Expo was a major success of the entire Summer Youth Training Institute Keys to Achieving Success Lessons learned include: • The importance of the Team and team work with the youth, Institute Leaders and Program Management Staff • Time extensions are needed for both the orientation and the work experience and training • Increase the number of partnerships with local businesses, social service organizations and other community based initiatives Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Structure of this Report The remainder of this report will address the research question and findings in more detail including: • The complete program description • Characteristics of the youth who participated • Data Analysis of the achievement of the programmatic outcomes as well as the process and implementation objectives • Recommendations • About URGENT, Inc. A white paper "Research on Effective and Promising Summer Learning Programs and Approaches for Economically - Disadvantaged Children and Youth" (Child Trends, 2009) indicated that there is a lack of experimental research to measure the impacts of summer programs on children and youth, however preliminary evidence that good summer learning programs can improve the education and career development outcomes of economically disadvantaged students. This report aims to provide evidence that summer learning experiences that focus on work readiness and career development for urban economically disadvantaged youth and young adults can be successful. The white paper further describes career development programs as those that "seek to improve career decision -making skills, promote interviewing skills and other job -related skills, increase employment, and reduce the need for welfare benefits. These programs are typically delivered to upcoming high school juniors and seniors." The F.A.C.E. program focused delivery on this group as well as first year college students. Orientation and Work Readiness The mandatory 2-day orientation consisted of a well -planned and organized agenda from 10am to 4 pm each day. Under the direction of Saliha Nelson, Project Director prospective interns were oriented about the agency, the CRA and the Summer Youth Training Institute. Youth participated in peer to peer networking and completion of required paperwork. See the attached Agendas (appendix) Day 1 In addition to a check -in, the welcome and introductions, the first day consisted of an ice breaker, information about URGENT, Inc., information about the Summer Youth Training Institute, performance expectations and paperwork. After lunch Part I —A F.A.C.E. Lift for Overtown included Building a New Reality through Film, Art, Culture, and Entrepreneurship and several exercises: a) Putting it All Together — The value of a FACE/ Puzzle Activity; b) By Nature All Humans Are... and c) Concentric Circles. Also discussed during day 1 was Mentoring 101. Day 2 During the second day A F.A.C.E. Lift for Overtown Part II included the following personal development exercises: a) Developing the Spirit to Win, b) Institute Team Building, c) Small Group Presentations and d) Setting a Standard of Excellence. After lunch, work readiness skills were shared along with closing reflections and recognition. The day concluded with finalizing intern institute assignments. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 6- Week Work Experience & Training Institutes Film Art Cultural Tourism Entrepreneurship Intern Institute Participation Training Institute Participation: A majority of the participants attended the Business institute (34%) followed by the Film Institute (27%), Arts (18%), Culture (16%) and Urgent (4%). Film (12 interns) Under the management of Mr. Jalen James Acosta of High Def Dreams, LLC interns learned pre -production, development and post - film production skills in order to create and produce a short film. Since 2009 the SEOPW CRA has collaborated with the American Black Film Festival (ABFF) to support and promote the Overtown and Park West community redevelopment area as an amenable home for film and television production. It is intended that the film produced is showcased during ABFF 2014! Art (8 interns) Under the management of Mr. Alexandry Douyon of Urgent, interns were engaged in the continuance of a community mural designed to revitalize Historic Dorsey Park home as the South Florida home of Negro League Baseball. Using the visual arts, youth are sharing their creativity to help re-create the rich history of their community and play a key role in its revitalization. Culture (7 interns) Under the management of Mr. Ryan Smith and Mr. Timothy Barber of The Black Archives History and Research Foundation of South Florida, youth were engaged in learning the rich history of Overtown in order to serve as tour guides through the Historic Trail of Overtown. The SEOPW CRA Redevelopment plan dictates that a key economic engine for the Overtown community is the development of arts and cultural tourism experiences for the area. Entrepreneurship (15 interns) Under the management of Brother Lyle Muhammad, education and human development specialist, interns were guided in the development of social enterprise geared to address an issue in their community. Interns learned the fundamentals of starting a business, preparing a business plan and start-up budget as well as creating marketing materials. The result of their work culminated in a collective enterprise business plan. The SEOPW CRA supports efforts to increase business development within the boundaries of the Overtown CRA. Host Agency- URGENT, Inc. (2 interns) Two interns were assigned to Urgent, Inc.. The interns provided specialized assistance in public relations and case management. Submitted into the public 5 record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Youth receiving personal development and motivation lead by Brother Lyle Grandison Continuing Education & Learning Continuing Education and Learning (CEL) activities were established in order to foster and promote social, career and personal development. During CEL the interns participated in a number of activities that were directly correlated to their involvement in the FACE initiative. Interns participated in activities including: resume building which prepares them for future work opportunities, team building exercises, conflict resolution and completion of Institute activities requiring a computer. Recognition Ceremony & Expo At the conclusion of the 6-week training opportunity youth were showcased and recognized for their accomplishments. Each Institute prepared a 15-20 minute presentation which highlighted the work completed over the course of the summer. Exceptional interns and trainers also gained recognition. Over 150 family, friends and community members were in attendance. Community Partners Community Partner Barry University Black Archives History and Research Foundation of South Florida Black Police Precinct Museum Camillus House City of Miami-Overtown NET Office Derek Cole Photography Dress for Success Electric Avenue Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Commitment to Project Training Workshop, In -Kind Use of Facility Ward Rooming House In -Kind Cultural Tour, In -Kind Use of Facility, In -Kind Use of Facility, In -Kind Discounted Photography Services & Equipment Youth Workshop and Professional Attire, In -Kind Discounted Film Equipment 6 Eye On Urban TV Greater Bethel AME Church Jackson Soul Food The Miami Times Miami Trolley Overtown Youth Center Youth Mentorship & Technical Assistance Use of Facility, In -Kind Discounted Meals Youth Mentorship & Technical Assistance Use of Transportation Services, In -Kind Use of Facility, In -Kind Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Goal The goal of the internship is to advance the career development of youth, provide service to the community and learn new skills. Intern Roles and Responsibilities Interns accepted in the internship program, were required to: Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board • Adhere to dress and behavior guidelines • Participate in all approved activities structured by the Institute Supervisor • Complete, sign, and submit all documentation as directed by the Program Coordinator • Communicate with the Program Coordinator throughout the internship experience, especially if concerns or problems need to be addressed • Evaluate and share information about the internship experience • Comply with the policies and procedures of the agency and Institute Supervisor • Meet established criteria of the Institute • Comply with training agreement • Complete and submit weekly reports and cumulative hour summaries • Notify Program Coordinator and Institute Supervisor if unable to report to work for any reason • Be responsible for thier own transportation to and from the Institute site • Participate in weekly Continuing Education and Learning workshops and Institute Expo • Cooperate with the site supervisor/mentor and Internship Coordinator; engage in the program as a learning experience; observe business etiquette; and abide by safety rules • Furnish the Internship Coordinator with requested information in a timely manner • Demonstrate honesty, punctuality, respect, courtesy, cooperative attitude, proper health and grooming habits, and a willingness to learn both in the seminars/classes and at the internship site. • Maintain confidentiality guidelines Youth Program Eligibility Table 1. Requirements: Demographic Characteristics of Participants Applications were accepted and screened for eligibility Characteristic thoroughly for address verification, work readiness (State issued ID and Social Gender Security card) and completion Male of employment file. Female Where Did Youth Reside: SEOPW CRA 33 Overtown 09 District 5 02 How Youth were Recruited: Outreach to area youth was conducted through dissemination of flyers and employment applications to members of the Overtown Children and Youth Coalition, Overtown NET office, SEOPW CRA office and online at www.urgentinc.org Characteristics of the Youth who Participated: Fifty-four (54) youth'applied to participate in the F.A.C.E. Summer Youth Training Institute. Five were ineligible for hire leaving 49 approved for hire. Forty-four youth between the ages of 15-24 accepted positions. Forty-one (41) youth completed the program. Three (3) interns were terminated. Highest Grade Completed Number of Youth (n= 44) 17 27 9th Grade 12 10th Grade 4 11th Grade 7 12th Grade 11 Some College 10 Annual Income of Youth's Family Lees than 513.750 $?T.990 336.650 More than $36.650 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Evaluation of Success All interns were required to complete the following: • Work Readiness Survey- pre and post assessment (data not Data Analysis analyzed) odVPN1W fh0t 'Whet) it Inh,estc >N• ) S{nc+- .%' 5.ve s tau*, S *ALtW troAur Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board • Youth Experiences Survey- post assessment • Internship Journal (data not analyzed) • Career Development Plan (data not analyzed) • Final Presentation at Youth Institute Expo • Intern Evaluation of Internship Institute Leaders were required to complete the following: • Institute Leaders Evaluation- Mid and Post Assessment Focus Groups and Individual Interviews • Interns • Institute Leaders • Program Management Staff YES Data Analysis Table 1. The Youth Experience Survey (Yes) 2.0 2013 I set goals for myself in this activity Learned to find ways to achieve my goals Learned to consider possible obstacles when making plans I put all my energy into this activity Learned to push myself Learned to focus my attention Observed how others solved problems and learned from them Learned about developing plans for solving a problem Used my imagination to solve a problem Learned about organizing time and not procrastinating (not putting things off) Learned about setting priorities Practiced self discipline Learned about controlling my temper Became better at dealing with fear and anxiety Became better at handling stress Learned that my emotions affect how I perform Learned that working together requires some compromising Became better at sharing responsibility Learned to be patient with other group members Learned how my emotions and attitude affect others in the group Learned that it is not necessary to like people in order to work with them I became better at giving feedback I became better at taking feedback Learned about the challenges of being a leader Others in this activity counted on me Had an opportunity to be in charge of peers Got to know people n the community This activity improved my relationship with my parents/guardians I had good conversations with my parents/guardians because of this activity This activity opened up job or career opportunities for me This activity helped prepare me for college This activity increased my desire to stay in school Mean 1.27 1.22 1.37 1.29 1.10 1.27 1.61 1.68 1.59 1.22 1.29 1.39 1.54 1.56 1.51 1.49 1.10 1.22 1.20 1.37 1.56 1.46 1.27 1.37 1.51 1.71 1.78 *2.34 1.68 1.44 1.49 1.34 Meaningful improvement is defined as an average score of 2.0 or less * Highlighted scores here show scores of over 2.0 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 11 Yes Data Analysis Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board The Youth Experiences Survey 2.0 (YES) was administered as a self -report paper survey post program to participants. To assess the 5 scales, a total of 32 items were posed in a Likert rating format. Questions receive a score between 1 and 4. Point values are as follows: Yes Definitely = 1, Quite a Bit = 2, A Little = 3, Not at All = 4. All points were added and then divided by the total number of questions to arrive at an average score. Meaningful improvement is defined as an average score of 2.0 or less. This format was used in the survey because it balanced gathering a great depth of information with providing a relatively simplistic coding option. Descriptive statistics, data grouping techniques, and reliability analysis were completed to analyze the results of the survey. Microsoft Excel 2007 was used to check the survey data for response errors and to calculate descriptive statistics such as means. Initiative Experiences In the selected scale of Initiative Experiences we observed decision - making, and problem solving skills in two sub domain areas including: Goal Setting and Problem Solving. Goal Setting Learned to consider possible obstacles when making plans imirmimimminimmormil Learned to find ways to achieve my goals imummumsomemodI I set goals for myself in this activity 0 0.5 1 1.5 2 Seventy-eight percent of participants agreed that "I set goals for myself in this activity" and "Learned to find ways to achieve my goals" with an average rating of 1.27 and 1.22 respectively. A little less at 73% agreed "yes, definitely" to the question "Learned to consider possible obstacles when making plans" at 1.37. Goal setting is important to this group of youth as they tend to believe in their future and their ability to participate in building their future. 12 Problem Solving Used my imagination to solve a problem Learned about developing plans For solving a problem Observed how others solved problems and learned from them mirimmilormodis 0 0.5 1 1.5 As a result of participating in the program and observing how others solved problems 85% of participants agreed at a meaningful rate of 1.61 that they "Observed how others solved problems and learned from them". Grout Skills In all five questions related to group skills at least 90% or 37 of 41 participants agreed with the statements and showed meaningful improvement as displayed in scores with 2.0 or less in each of the questions. In the area of "Learned that it is not necessary to like people in order to work with them" they specifically showed improvement at an average score of 1.56. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 13 Final Presentation at Youth Institute Expo The Final Presentation at Youth Institute Expo was held on Friday, August 9, 2013. Primarily the Expo provided an opportunity for the participants to highlight what they had learned during the time in the program. Agenda Reception Red Carpet Special Features Youth Short Films Official Welcome Lunch Buffet Institute Expo Part I Film, Arts & Culture Special Performance Step Up with ROP The F.A.C.E. Chronicles Documentary Join the Conversation #URGENT, Inc & #FACEForward Finale Institute Expo Part I Film Historic Trolley Tour of Overtown Closing Reception Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board mumil Eli!) 14 Final Presentation at Youth Institute Expo Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 15 Intern Evaluation of the Summer Youth Training Institute 40 participants responded to the paper/pen survey. Responses were entered into a survey monkey online form. Data was analyzed from that online format. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board In response to the question "How would you rate your experience overall?" over 50% rated the experience as good and 45% rated it as excellent. 2S A ,s Amoy*F.< The open eneded question "Did the internship experience meet your expectations?" yielded the following responses: "My internship experience was a lot more than I've expected." "Yes my internship experience has exceeded my expectations" "Yes, it did a lot it changed my mindset about college" "Yes because it opened my eyes to be more organized and be ready for the future." An additional open ended question "Did you feel the site supervisor/mentor exposed you to a variety of responsibilities related to the career field you were experiencing?" elicited these responses: "Yes because he taught us the values of starting your own business and how to plan." "Yes, brother Lyle introduced me to different styles of leadership and different ways to overcome obstacles." "Yes, because he helped me with a lot of resources I can use as a big impact on my future." 16 Did the experience change your mind about your career plans? b 25 m 16 10 II Although 70% of the participants stated the experience did not change their minds about their career plans, 30% agreed and explained the following: "the experience further enhanced my knowledge and helped push me in the right direction as far as career goes." "Mrs. Nelson introduced community psychology to me and helped focus my career path and choice of degree" "I've always wanted to possibly purse a career of business, this experience made me double sure." One response indicated that their career plans did not change however... "My experience did not change my career plans but allowed for my opportunities and network possibilities within my career." Responses to "What was the most valuable activity you experienced?" included: "coming up with a collective business plan and our personal business plan." 'Walking through Overtown talking to residents and seeing what they thought about their community." "Touring around Overtown learning about my neighborhood." "The most valuable activity was learning how to edit a lot of video footage into exactly what you want it to be." Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 17 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board "Using teamwork to figureout what direction we were going into as a group on designing the wall." "When we were on set with all the different equipment" "The first day we shot was one of the most valuable days to me because it felt like my dream came true." When asked "How can the internship opportunity be improved?" participants were very open and provided the constructive responses below: "Extend the timing date, 2 months isn't enough" "Increase duration internship have seminars on effective communication and basic character building." "It should be expanded longer than 2-months. Also should be counted for community service hours." "Interns being more responsible and accountable" "Different institutes. More of a variety." One interesting response was "take all that I know and help someone else who couldn't have this opportunity" Additionally, another participant indicated "the internship opportunity can be improved by letting more kids get a chance to experience such a great opportunity." One hundred percent of the participants responded "Yes" to "If needed, I could easily contact the internship coordinator and receive help or assistance". One hundred percent participants also agreed that they "Would you recommend this agency as a future internship site?" 18 What, if anything, do you wish you had known before you took the internship? Thirty seven responses recorded, three participants skipped the question. How well were your talents and skills used in the completion of projects? What would you suggest to management to make our organization a better place to intern? What do you consider to be the biggest challenge this organization now faces and needs to overcome? "I wish I had more training with office work/etiquette." "I wish I learned more about doing a business before I have got in the internship" "I wish 1 knew more about Overtown" "More about art." The youth overwhelmingly responded with "Very WellNery Good" to this question with 11 of the 38 responses. Ten percent responded "Excellent" and another two participants said their skills were used the "Maximum" There were a few participants that stated "Average" and " Not used my talent" Several suggestions were made including: "separate college interns from high school interns: at least have it as an option" "more field trips and hands-on experience" "Access to more resources" Other responses included "nothing"and "everything seems fine" It appears that the question may have been unclear as several of the participants responses were individualized and not for the organization. However a few responses indicated the following: "1 consider the short term to be the biggest challenge." "picking interns that are actually passionate"and similarly `finding the right interns that won't take this opportunity for granted" "to continue this program after 6-weeks are over" "Getting the students to become motivated" Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 19 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 20 Do you have any other comments or suggestions? Thirty five responses recorded, five participants skipped the question. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board In response to "What advice would you give future interns working here?" the participants were very serious and provided the following great advice to future interns. "prepare to think, listen and act"; "take this seriously'; "this summer job helps you achieve your goal.'; "work hard and be serious'; "expectations are high"; "be respectful'; "stick together and work hard'; "pay attention and focus'; "if you love your job, your not working'; "be motivated ready to work'; "do not take this job opportunity for granted'; "5 words "its going to be great'; "just give it your all and keep moving forward'; "Keep an open mind"and "stay humble and be willing to learn" It might be a good idea to use this advice during the orientation for the next program. Ninety-five percent answered Yes to the question "Would you consider employment at this agency?" The chart below signifies 5% also answered No to this question. "Have mandatory skills (life skills) training for all interns that demonstrate deficiencies through 2 newly constructed test that is administrated after initial interview." "culture should go on more outside trips" "I really like this program, I think it was a great experience" "pay people every 2 weeks" "I suggest that the program should continue after 6-weeks" 21 Institute Leaders Evaluation- Mid and Post Assessment Midterm evaluations are used to assess the intern's progress and to monitor the Institute Leader's satisfaction with the intern so that adjustments may be discussed with the intern if needed. The final evaluation will be used to help determine an assessed level for this intern. Institute Leaders rated the interns on a 5 point Liked scale with 1 as the low and 5 as the high on 9 general questions for the following attributes: 1. Dependability 2. Initiative 3. Attitude toward work 4. Attitude toward supervision 5. Appearance 6. Quality of work 7. Quantity of work 8. Level of questioning 9. Overall rating Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Mid Assessment — July 2013 Mid Assessment data is reported in the aggregate for the interns for each question. The average rating was attained by 70% with interns receiving scores ranging from 2 to 5 on How dependable was the intern concerning his/her work schedule? The scores for How much initiative did the intern show (asking for and/or finding work)? ranged from 0 to 5 with 53% rated the average. The ratings were again between 2 and 5 for What kind of attitude did the intern exhibit toward his/her work? with the average rating being achieved by sixty-five percent of the interns. What kind of attitude did the intern exhibit toward supervision? received ratings of 2 on only three interns with the average rating being 70%. The highest rating were achieved for How would you rate the intern's appearance? with 81 % of the interns receiving the average ratings of 4 or 5s. When asked How would you rate the quality of the work this intern produces? The ratings were much lower with only 51 % receiving the average ratings with scores ranging between 0 and 5. Questions How would you rate the quantity of the work this intern produces? and How would you rate the level of questioning for depth of understanding? received the exact same average rating of 58% both with scores between 2 and 5. Finally, the Overall, how would you assess this intern? question received scores between 2 and 5 with an overall average of 60% of interns in this range. Post Assessment — August 2013 Post Assessment data is also reported in the aggregate for the interns for each question. There were significant improvements in the average scores for each of questions answered by the Institute Leaders. In the first question of How dependable was the intern concerning his/her work schedule? the average rating increased to 95% with only one intern receiving a score of 3. When asked How much initiative did the interns show? with scores between 3 and 5, eighty-eight percent received the average rating. The next three questions What kind of attitude did the intern exhibit toward his/her work? (93%); What kind of attitude did the intern exhibit toward supervision? (90%) and How would you rate the intern's appearance? (98%) all received over 90% average ratings which were improvements from the mid assessment. The highest rating was received by How would you rate the quality of the work this intern produces? with 100% of the scores being a 4 or 5. Ninety-three percent received an average rating for How would you rate the quantity of the work this intern produces? 22 One of the lower average scores achieved on the post assessment was 85% for How would you rate the level of questioning for depth of understanding? with scores still between the 3 and 5 range. Finally, the Overall, how would you assess this intern? question received a rating of 95% showing a marked improvement. The chart below shows a comparison between the Mid and the Post Assessment. Improvement can be seen in every area from the mid to the post and if the data was reviewd to the individual participant the changes are even more significant. In fact some of the statements from the Institute Leaders about their interns included: "She took a strong interest in the field of culture." " He has learned a great deal in leadership" "His confidence increased" "Great improvement" The most significant differences were in the areas of quality of work which improved from 51 % average to 100% and overall performance that went from 60% to 95%. It appears that the Institute Leaders saw improvement from the mid point to the program end. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 23 Focus Groups and Individual Interviews On two occasions during the 6 weeks this reseracher conducted group focus groups and individual interviews with the following: • Interns • Institute Leaders • Program Management Staff Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Interns Four interns were interviewed during the intern college focus group. Two interns were from the film institute, one from the art institute and one in the administrative institute. Three were females and one male completed the interview. When asked what they liked most about the Institute each intern responded with the activities they were involved in like the mural project(including research and background work); filming (interested in film behind and in front of the camera); working with the technical aspects of the cameras and gears; facilitation and case management (learning about social work). When asked what skills do you feel that you have attained by participating in this program the interns responded with: • Networking • Effective communication • Self advocacy • Team work • Listening When asked about the program challenges one intern stated that she specifically realized the communication better between interns was difficult at first. Another intern added that she didn't have people skills but this program allowed her to learn how to work together. Finally, the process of getting the whole program together was seen as a challenge by intern in the administrative position. Five interns were interviewed during the high school focus group. Four interns were from the entrepreneurship institute and one was from the culture institute. A total of 3 females and 2 males were interviewed. When asked what they liked most about the Institute they mentioned the following: "learning to become a business owner and entrepreneur; learning how to promote myself and about my strengths and weaknesses; learned to be open minded and prepared and interact better with people; learning about the Black Wall St and having faith in yourself; learning about my future, communication skills; learning about values and what your doing". One intern stated that the experience "changed his perspective" and that he "never expected to learn this much". 24 Challenges were a little harder for the interns to identify and some personalized the challenges indicating it was hard for them to become social; if was a challenge to see commonality with others and talking with others. One intern stated that 6 weeks is too short and that he would like to see the program be longer. The other interns chimed in and agreed and added that they should broaden the institutes so that other opportunities are offered including classes on hard and soft skills. When asked what skills do you feel that you have attained by participating in this program the interns responded with: • Learned about myself • Communication • Business skills • Active listening • Team work Institute Leaders Three Institute Leaders were interviewed individually. All were male. One Institute leader was not interviewed for this report. The Institute Leaders were asked 4 questions: 1. What skills did you share with the interns? 2. What impact did you want to make? 3. What challenges did you incur? 4. What did you learn from this process? The first individual interview was with Mr. Ryan Smith from the Culture Institute. Mr. Smith stated that the skills he taught the interns were public speaking and about hospitality. "One of their main functions is giving tours so I am teaching them that" he stated and "history, they are learning about history and historic facts about Overtown". In terms of "What impact did you want to make?" Mr. Smith stated that he wanted the interns to be "Better People". Challenges incurred by Mr. Smith were that some of the stereotypes that the interns came in with about the community. Mr. Smith admitted that although he was a Miami native he spent little time in Overtown and his own mindset had changed about the community. Mr. Smith said that he learned patience, to be prepared and networking from this process. Another interview was completed with Mr. Jalen James from the Film Institute. Mr. James stated that the skill that he shared was the ability to create from nothing to something. He made an interesting statement saying he wanted the interns to "utilize their network to become their net worth". The impact that he wanted to have happen included: a short film, becoming better people, pursing film making, a work ethic. He stated that he wanted them to be able to "dream again". Some of the challenges that Mr. James had to overcome he stated weren't really challenges but the fact that the interns are so tech savvy made it difficult to share new elements with them. However, he mentioned how inquisitive the students were and how they loved to learn the new equipment. Mr. James stated that he learned how inspirational it is to change someone's life by giving them opportunities. He stated that he appreciated the opportunity to "give back" to the interns and to the community. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 25 Program Management Staff Three program management staff was interviewed in a focus group style interview. All three staff members interviewed were female. Program management were asked about both the strengths and challenges of the program as well as the impact of the F.A.C.E. Forward program on the youth, community and agency. Finally, regarding the implementation the program management staff were asked to share their lessons learned. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Several areas were identified as strengths by the program staff. They all agreed that the staff all together was a tremendous strength of the program. They mentioned team work as a strength in a number of ways for example "pulling together as a good team" and "we worked as a team". Another strength that they all agreed was important to the success of the program was the experience of the institute leaders. Ms. Bailey stated "the students benefitted from the experience with the instructors". Ms. Phillips stated that the institute leaders experience helped as "we were able to place students in jobs". The challenges seen by this group included: working with youth from diverse backgrounds and bringing them to work together; conflicts with students receiving instruction from program staff that are the same age; mixing high school and college students together; having students with no work experience; students working together from neighborhoods with conflicting issues; and training job skills. Overall the impact of the program on the youth shared by the members of the focus group was positive. They believed that they learned skills and the biggest impact was that several of the youth were offered jobs after the program. They also stated that the Expo was very impactful on the youth and it was important that there was a final product of their work. The impact of this program on the community as discussed by this group highlighted the Expo and the attention it brought to the community. Several important members of the community attended the Expo including the Office Manager to City of Miami's District 5 Commissioner, the Miami Dade County Deputy Mayor, the CRA Executive Director and the Senior Editor of the Miami Times. According to the group the agency was impacted by the addition of the new team members and the team development. The entire the group recommended that the project be funded again. The lessons learned as stated by the group were: • Instructors need to have experience working with children • Orientation needs to be longer: include a 3rd day to discuss ethics in the workplace, and work site instructions • More time for the program • Increase the number of community partners • Continue to build the Expo 26 Each Institute List of Accomplishments Film • Interns have participated in the filmmaking process • Interns have created their first film under Face Film Productions and HighDef Dreams I Wize Foolz Enterprises • 100% of the interns have expressed great interest in pursuing the industry and overwhelming satisfaction to have been a part of making their own movie • A FILM and a behind the scenes video • Possible job opportunities with production companies beginning with HighDef Dreams / Wize Foolz Enterprises • An invaluable resource list Art • Interns developed the skills to conduct historical research, build a design based on new knowledge • The interns know the history of Negro league baseball and its impact worldwide • The interns understand the foundation of how visual arts can create a social impact • The interns understand the important areas of research and history and how individuals understand, comprehend, and • reflection can be fun and empowering • 100% of interns have experienced personal growth and development related to Institute objectives and the need for sustained community development Culture • Interns have solidified their characters for the tour that will take place for the Expo on August 9, 2013 • Have seen steady improvement of the interns since the summer experience began • Interns have scheduled a community wide Youth Forum for August 7, 2013 • 100% of interns have experienced personal growth and development related to Institute objectives and the need for sustained community development Entrepreneurship • Interns have solidified their group business venture Youth BLOCK (Black Legends Of Culture and Knowledge ) Enterprise • 12/14 interns agreed to develop Youth BLOCK Enterprise beyond the summer experience • Interns have scheduled a community wide Youth Forum for August 7, 2013 • 100% of interns have experienced personal growth and development related to Institute objectives and the need for sustained community development Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 27 Final Wrap -Up & Reflection with Staff & Institute Leaders The wrap up and reflection was held on Friday, August 16, 2013. All program staff and Institute Leaders were present except for Brother Lyle Muhammad. The discussion was divided into three categories: Administration Institutes Expo Further suggestions were broken down into which parts of the program should be maintained and which areas needed to be modified or changed. Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board Administration The staff seems to like the team that has been built and suggest the same level and team of staff and Institute Leaders with the positions if available for next year. They also like the structure of the Continuing Education and Learning component and the youth led components like FACE Chronicles and FACE Forward News Reel. In terms of the things that would need to be modified administratively several areas were noted including increasing payment schedule for staff & trainers, changing the program to a year-round program after school 2-4times/week for 2 hours, possibly having a youth volunteer and then become eligible for paid opportunity in summer. Finally, a suggestion was made to make increase the orientation to be 3-4 days including: personal development and team building activities, hands on activities, more on personnel policy and consequences. Institutes Everyone seemed to be in agreement that youth should continued to be allowed to self-select for which Institute they were interested in. All were also on board with the leadership being the dedicated Professionals that they were for each Institute. The areas needed for modification suggested were increasing the length of the program from 6 weeks to 8 weeks as well as increasing the opportunities to integrate Institutes and creating more youth interaction opportunities. One suggestion made for the Art Institute was to have a dedicated space. Expo All staff and Institute Leaders that the Expo event was a success and that the lunch and snack were a great addition. However, several suggestions were made to potentially improve the success of the event including: having shorter presentations; adding exhibits of Institutes; adding vendors or having Institutes selling of products and seeking corporate sponsors. One suggestion was to make the Expo a 2- day Event instead on only a one day event. Another suggestion was having food in a different location. Lastly, a suggestion of having an Expo planning meeting, so all staff can receive assignments for day of event and can fully participate in the Expo. 28 Urgent Inc Agency Overview URGENT, Inc. is a 501 (c) (3) youth and community development organization dedicated to empowering young minds to transform their communities. We do this by promoting shared leadership through empowerment, education and civic engagement to create collective well-being. We believe our elders are the anchors of communities, parents are the coaches but it is the young people that are the drivers of change. Current programs include Rites of Passage for Girls, Youth Empowerment After School & Summer Camp, Intergenerational Project, Murals for Dorsey Park and the Campaign for Girls Well - Being. Mission To Empower Young Minds to Transform Their Communities Vision All People Have the Social, Educational and Economic Resources to Thrive Core Values Learning 1 Innovation 1 Teamwork 1 Patience 1 Compassion Responsibility Reciprocity Guiding Principle To promote shared leadership through empowerment, education and civic engagement to create collective well-being Motto Young People are the Drivers of Change Value Statement Innovation- We strengthen existing and initiate new opportunities to enhance constituent learning and development. We are creative in delivering value to whom we serve. We anticipate change and capitalize on the many opportunities that arise. Responsibility- We assume complete responsibility for our behavior and hold ourselves accountable for our actions. We operate from an ethical frame of reference. We behave with honesty and fairness, promoting justice, admitting errors, and acting in alignment with our asserted mission, vision and values. Compassion- We approach our work with an understanding of our areas of influence, cognizant that the work we do individually and agency -wide impacts others within the organization and in the broader community. We act with kindness, heart, and understanding to develop sincere rapport with our multiple constituencies and keep them at the center of our work. Teamwork- We utilize teamwork and cooperation in our work. We achieve synergy and positive overall results through partnerships, teamwork, and cooperation. We are reliable and work together and effectively to provide high quality programs and services. Reciprocity- We believe all people have strengths and assets in which they can contribute to the sustainable growth and development of their community. We aim to act together to achieve those goals. Patience- We acknowledge that our success will come through patience. We will work to developed by being constantly aware of our levels of tension, our breathing, and being able to speak and work with people in a habitually calm voice and composed manner. Learning- We are committed to continuous learning to increase our capacity to apply collective knowledge to solve problems and achieve strategic goals Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 29 kih= FUIA.C.E. FOR WARD Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 30 Appendix Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board INTERN EVALUATION OF THE SUMMER YOUTH TRAINING INSTITUTE Name: Date: Site Supervisor: Institute: 1. How would you rate your experience overall? Excellent Good Average_ Poor 2. Did the internship experience meet your expectations? Explain. 3. Did you feel the site supervisor/mentor exposed you to a variety of responsibilities related to the career field you were experiencing? Explain. 4. Did the experience change your mind about your career plans? Yes No If yes, explain. 5. What was the most valuable activity you experienced? 6. How can the internship opportunity be improved? 7. If needed, I could easily contact the internship coordinator and receive help or assistance. YES NO 8. Would you recommend this agency as a future internship site? YES NO Please explain. 9. What, if anything, do you wish you had known before you took the intemship? 10. How well were your talents and skills used in the completion of projects? 11. What do you consider to be the biggest challenge this organization now faces and needs to overcome? 12. What would you suggest to management to make our organization a better place to intem? 13. What advice would you give future intems working here? 14. Would you consider employment at this agency? YES NO 15. Do you have any other comments or suggestions? Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board To be completed at the midpoint and the completion of the internship. Intern Evaluation Midterm evaluations are used to assess the intern's progress and to monitor your satisfaction with him/her so that adjustments may be discussed with the intern if needed. The final evaluation will be used to help determine an assessed level for this intern. He/she will also complete two reflections of this evaluation, turn in a daily log of his/her activities, and submit a final project summary. Thank you for taking time to help us with this task. Intern's Name Midpoint Evaluation Institute Supervisor Name: Final Evaluation Please rate the intern on the following attributes (circle appropriate number). 1. How dependable was the intern concerning his/her 5. How would you rate the intern's appearance? work schedule? Untidy Very neat Not dependable at all Extremely 1 2 3 4 5 dependable 1 2 3 4 5 6. How would you rate the quality of the work this intern produces? 2. How much initiative did the intern show (asking for Very low quality Very high quality and/or finding work)? 1 2 3 4 5 No initiative at all Very much initiative 7. How would you rate the quantity of the work this 1 2 3 4 5 intern produces? Very low output Extremely high output 3. What kind of attitude did the intern exhibit toward 1 2 3 4 5 his/her work? Very poor attitude Excellent 8 How would you rate the level of questioning for attitude depth of understanding? 1 2 3 4 5 Not very inquisitive Very inquisitive 1 2 3 4 5 4. What kind of attitude did the intern exhibit toward supervision? Very poor attitude Excellent attitude 1 2 3 4 5 9. Overall, how would you assess this intern? Very unsatisfactory Very satisfactory 1 2 3 4 5 Please comment on the intern's overall performance, strengths and weaknesses during this internship. Signature of Internship Supervisor/Coordinator Date Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 33 Youth Experiences Survey (YES) 2013-2014 Instructions: Based on your current or recent involvement in the Summer Youth Training Institute please rate whether you have had the following experiences while participating: Please circle the number that matches your answer. EXPERIENCES Your Experiences In Summer Youth Training Institute Yes, Definitely Quite a Bit A Little Not At All 1. I set goals for myself in this activity 1 2 3 4 2. Learned to find ways to achieve my goals 1 2 3 4 3. Learned to consider possible obstacles when making plans 1 2 3 4 4. I put all my energy into this activity 1 2 3 4 5. Learned to push myself 1 2 3 4 6. Learned to focus my attention 1 2 3 4 7. Observed how others solved problems and learned from them 1 2 3 4 8. Learned about developing plans for solving a problem 1 2 3 4 9. Used my imagination to solve a problem 1 2 3 4 10. Learned about organizing time and not procrastinating (not putting things off) 1 2 3 4 11. Learned about setting priorities 1 2 3 4 12. Practiced self discipline 1 2 3 4 13. Learned about controlling my temper 1 2 3 4 14. Became better at dealing with fear and anxiety 1 2 3 4 15. Became better at handling stress 1 2 3 4 16. Learned that my emotions affect how I perform 1 2 3 4 17. Learned that working together requires some compromising 1 2 3 4 34 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board 18. Became better at sharing responsibility 19. Learned to be patient with other group members 20. Learned how my emotions and attitude affect others in the group 21. Learned that it is not necessary to like people in order to work with them 22. I became better at giving feedback 23. I became better at taking feedback 24. Learned about the challenges of being a leader 25. Others in this activity counted on me 26. Had an opportunity to be in charge of a group of peers 27. Got to know people in the community 28. Came to feel more supported by the community 29. This activity improved my relationship with my parents/guardians 30. I had good conversations with my parents/guardians because of this activity 31. This activity opened up job or career opportunities for me 32. This activity helped prepare me for college 33. This activity increased my desire to stay in school 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 35 Submitted into the public record in connection with Item 3 on 09/30/13. Todd B. Hannon Clerk of the Board