In addition to the process evaluation, which enables corrections while the program is running, an evaluation of the end results is crucial as well. It has to be assessed (i) how the level of energy awareness has changed after the program, (ii) what and how many energy conservation suggestions have been made, and (iii) the eventual behavior changes employees undertook as well as the amount of energy saved. Together, these factors indicate the effectiveness of the program.
The level of energy awareness can be analyzed with before-and-after interviews with certain key personnel or with broad spread surveys. This feedback should directly enable an indication of energy awareness levels but also show problems and indirect reasons for eventual failures in the program after its conduction. The amount of energy suggestions and energy use can also be compared through before- and- after analysis of documentations and data- sheets. Together with the information about energy awareness levels, is it possible to understand the effectiveness of the program well enough to be able to use or adapt its activities for longer term efforts. Certain interventions might have worked excellently while others were rather ineffective and should be eliminated or replaced. It could also be discovered that one department, production line or plant saved considerably more than others due to considerably higher percent of workshops or signed goal agreement documents. A reason could be better efforts from the direct supervisors. Rather uninterested departmental management could have led to employees being very enthused at the beginning of the program, but as time went on, enthusiasm waned and behavior reverted. Or perhaps certain behavior, such as shutting down computers or specific machines, proved uncomfortable or inconvenient over time.
Many findings through the evaluation ofthe end results, both positive and negative, can shed light on the effectiveness and timing of certain program interventions in contributing to the overall goal to save energy. With adequate resources and time, the best evaluation uses two methods: quantitative (involving data-sheets about energy amounts saved, surveys to show what employees think and feel, or number of energy workshops requested) and qualitative (detailed analysis for example, through interviews to be able to interpret the meaning in what people have said or done). Once the combined data are analyzed and compared, the key findings of the effectiveness of the program will rise to the top and enable enhancement to ensure state-of-the-art for a sustainable future.
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