Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

Learners will gain the tools and frameworks to assess the effectiveness of initiatives using both qualitative and quantitative methods. Participants will learn the basics of defining impact, develop skills on how to design evaluations, explore methods to review data, and customize methods to communicate findings to drive strategic decisions and demonstrate value.. 

Course Objectives: By the end of the course, participants will be able to:

• Design basic evaluation frameworks for HR programs and initiatives
• Collect and interpret qualitative and quantitative data
• Assess cost-effectiveness and communicate results of impacts
• Translate evidence into actionable recommendations

The course will be delivered over three-weeks with one-hour weekly online sessions.

Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org

Making public sector work better®.

Course Syllabus

Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

Course Materials (All you need is on your dashboard):

• Developing a Logic Model
• Bias Examples Worksheet
• Evaluating Policy & Program Effectiveness

Course Design:

The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and your course URL.

Time Commitment:

Plan for 1 hours for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meetings to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Schedule (subject to change):

• Start Date: 2/18/2026
• Completion Date:  3/4/2026
• Course Meeting 1:  2/18/2026 – 3:00 pm – 4:00 pm ET
• Course Meeting 2:  2/24/2026 – 3:00 pm – 4:00 pm ET
• Course Meeting 3:  3/4/2026 – 3:00 pm – 4:00 pm ET

Course Content:

Session 1: Foundations of Impact

Objective: Establish a shared understanding of what “impact” means in public sector HR and how to frame it.

• What Is “Evidence of Impact”?
  • Definitions and relevance in public HR
  • Differences between outputs, outcomes, and impact
• Logic Models & Theory of Change
  • Mapping inputs → activities → outputs → outcomes
  • Feedback Loops
  • Case examples from local, state, and federal HR programs
• Types of Evaluations
  • Process vs. outcome evaluations
  • Quantitative vs. qualitative
• Interactive Activity: Build a logic model for a sample HR initiative (e.g., recruitment, onboarding, DEI training, retention program, etc)

Session 2: Methods & Measurement

Objective: Explore tools and techniques for collecting and analyzing evidence.

• Quantitative Metrics and Analysis
  • Key metrics examples: turnover rates, time-to-hire, cost-per-hire, engagement scores, pre/post surveys
  • Data Collection Methods: sampling, interviews, surveys, observations, data sets          
  • Descriptive vs. inferential statistics
• Qualitative Techniques and Analysis
  • Key metric examples: manager/employee satisfaction, engagement, exit reasons, employee sentiments
  • Data Collection Methods: Interviews, focus groups, open-ended surveys
  • Analysis Methods: Content, narrative, discourse, thematic, and IPA analysis
• Data Collection Considerations
  • Sampling, bias, and ethical considerations
  • Convenient data vs good data
  • Leveraging existing administrative data
  • Correlation vs. causation
• Interactive Activities: Identify key data and metrics for impact evaluation, examine sample data set.

Session 3: Impact Evaluation & Communicating Results

Objective: Connect impact outcomes to organization’s values and audience.

• Evaluating Impact
  • Pre/Post event comparisons
  • Cost-benefit and cost-effectiveness analysis
  • Budget alignment and fiscal sustainability
• Communicating Findings
  • Storytelling with data
  • Using dashboards, scorecards, visuals, effectively
  • Writing executive summaries and impact briefs
  • Tailoring messages for elected officials, department heads, and employees
• Interactive Activities: Choose data visuals, draft a short impact summary for a hypothetical HR initiative

Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

Making public sector work better®.

David Kitchen is driven by a passion to CONNECT and EMPOWER employees and leaders across the public sector. With more than 15 years of experience in public sector human resources, he is known for his modern, people-centered approach to HR operations and his commitment to data-informed, ethical leadership.

David currently serves as the Human Resources Director for Lehi City, Utah, where he leads strategic HR initiatives that support a rapidly growing municipal workforce. He previously worked with the Utah Department of Human Resource Management, developing key performance indicators and strategic measures for a statewide HR shared services model. David also stays engaged with emerging HR technologies and trends, including completing the Partnership for Public Service’s AI Government Leadership Program.

Beyond his municipal work, David is a partner with Compensation Survey System (comp-survey.com), an online platform that helps public sector agencies benchmark and manage compensation, benefits, and pay practices with greater accuracy and transparency.

David’s commitment to advancing the HR profession extends deeply into his service with the Public Sector HR Association (PSHRA). He served as PSHRA Utah Chapter President from 2018 to 2020, and since 2021 he has been an active contributor on multiple regional and national PSHRA committees, supporting the association’s efforts to elevate professional standards, strengthen practitioner networks, and advance evidence-based HR practices.

He holds a Master of Public Administration and a Bachelor of Communications from Brigham Young University and certifications as a PSHRA-SCP, SHRM-SCP, and PHR. David has presented nationally on topics including empathy and connection, trust-building in government, and data-driven HR strategy. He continues to mentor emerging professionals and contribute to thought leadership within the field.