Performance Improvement Sandy Cameron
Change Programme Objective <ul><li>To embed a culture of continuous improvement in all social work services </li></ul><ul>...
History <ul><li>Ran in parallel with 21st Century Review </li></ul><ul><li>Initial political driver was a performance fram...
<ul><li>SWIA Self evaluation Guide now published </li></ul><ul><li>Based on Performance Inspection Model </li></ul><ul><li...
<ul><li>In all of this the aim has been to shift the focus onto outcomes and away from the tendency to focus targets on in...
<ul><li>Potential to develop the e-tool into a vehicle for frontline services to explore their performance as part of embe...
Approaches to Performance Improvement <ul><li>The Weavers triangle. </li></ul>Aim Outcomes Activities/outputs
<ul><li>Vanguard  www.systemsthinking.co.uk </li></ul><ul><li>LEAN Methodology  defines customers and seeks to eliminate n...
<ul><li>CitiStat  - developed in Baltimore USA </li></ul><ul><li>Uses recent operational data on key performance indicator...
<ul><li>Standard Life Investments - Organisational Raid </li></ul><ul><li>The Talent Agenda  using Gallup Strengths Finder...
Gallup 12 <ul><li>Do you know what is expected of you at work </li></ul><ul><li>Do you have the right equipment and materi...
<ul><li>Is there someone at work who encourages your development? </li></ul><ul><li>At work do your opinions seem to count...
<ul><li>In the last year have you had opportunities to learn and grow? </li></ul><ul><li>Personalisation of staff! </li></ul>
Next Steps <ul><li>Embedding the culture </li></ul><ul><li>Using the tools </li></ul><ul><li>Not good enough to say we are...
<ul><li>Performance improvement links in to the other change programmes  </li></ul>
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What has Changing Lives Changed? Performance Improvement Change Programme - Sandy Cameron

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Sandy Cameron, Chair, Performance Improvement Change Programme, Director of Parole Board, Scotland. What has Changing Lives Changed? 3rd March 2009. Aberdeen Exhibition and Conference Centre.

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What has Changing Lives Changed? Performance Improvement Change Programme - Sandy Cameron

  1. 1. Performance Improvement Sandy Cameron
  2. 2. Change Programme Objective <ul><li>To embed a culture of continuous improvement in all social work services </li></ul><ul><li>To improve outcomes for the people who use services </li></ul>
  3. 3. History <ul><li>Ran in parallel with 21st Century Review </li></ul><ul><li>Initial political driver was a performance framework </li></ul><ul><li>Performance improvement framework for children and families produced </li></ul><ul><li>How good is our team produced </li></ul><ul><li>Political agenda moved on to Single Outcome Agreements </li></ul>
  4. 4. <ul><li>SWIA Self evaluation Guide now published </li></ul><ul><li>Based on Performance Inspection Model </li></ul><ul><li>Supported by an e-tool </li></ul>
  5. 5. <ul><li>In all of this the aim has been to shift the focus onto outcomes and away from the tendency to focus targets on inputs and outputs. </li></ul>
  6. 6. <ul><li>Potential to develop the e-tool into a vehicle for frontline services to explore their performance as part of embedding the culture of continuous improvement. </li></ul>
  7. 7. Approaches to Performance Improvement <ul><li>The Weavers triangle. </li></ul>Aim Outcomes Activities/outputs
  8. 8. <ul><li>Vanguard www.systemsthinking.co.uk </li></ul><ul><li>LEAN Methodology defines customers and seeks to eliminate non value adding activities </li></ul>
  9. 9. <ul><li>CitiStat - developed in Baltimore USA </li></ul><ul><li>Uses recent operational data on key performance indicators as basis for discussion </li></ul><ul><li>Development of actionable data rather than available data </li></ul><ul><li>www.baltimorecity.gov/government/citistat/ </li></ul>
  10. 10. <ul><li>Standard Life Investments - Organisational Raid </li></ul><ul><li>The Talent Agenda using Gallup Strengths Finder lists 34 talent themes listed in order for the individual </li></ul><ul><li>Employee engagement using the Gallup12 </li></ul><ul><li>Used annually to measure engagement. </li></ul>
  11. 11. Gallup 12 <ul><li>Do you know what is expected of you at work </li></ul><ul><li>Do you have the right equipment and materials to do your work right </li></ul><ul><li>At work do you have the opportunity to do what you do best every day? </li></ul><ul><li>In the last seven days have you received recognition or praise for doing good work/ </li></ul><ul><li>Does your supervisor or someone at work seem to care about you as a person? </li></ul>
  12. 12. <ul><li>Is there someone at work who encourages your development? </li></ul><ul><li>At work do your opinions seem to count? </li></ul><ul><li>Does the mission/purpose of your organisation make you feel your job is important? </li></ul><ul><li>Are your fellow employees committed to doing quality work? </li></ul><ul><li>Do you have a best friend at work? </li></ul><ul><li>In the last 6 months has someone at work talked to you about your progress? </li></ul>
  13. 13. <ul><li>In the last year have you had opportunities to learn and grow? </li></ul><ul><li>Personalisation of staff! </li></ul>
  14. 14. Next Steps <ul><li>Embedding the culture </li></ul><ul><li>Using the tools </li></ul><ul><li>Not good enough to say we are too busy for all of this. </li></ul><ul><li>Develop the research agenda </li></ul><ul><li>Evidence based practice. </li></ul><ul><li>Prepared to think the unthinkable. </li></ul>
  15. 15. <ul><li>Performance improvement links in to the other change programmes </li></ul>

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