performance improvement sandy cameron. change programme objective to embed a culture of continuous...

Performance Improvement

Sandy Cameron

Change Programme Objective

• To embed a culture of continuous improvement in all social work services

• To improve outcomes for the people who use services

History

• Ran in parallel with 21st Century Review• Initial political driver was a performance

framework• Performance improvement framework for

children and families produced• How good is our team produced• Political agenda moved on to Single

Outcome Agreements

• SWIA Self evaluation Guide now published

• Based on Performance Inspection Model

• Supported by an e-tool

• 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.

• 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.

Approaches to Performance Improvement

• The Weavers triangle.

Aim

Outcomes

Activities/outputs

• Vanguard www.systemsthinking.co.uk

• LEAN Methodology defines customers and seeks to eliminate non value adding activities

• CitiStat - developed in Baltimore USA

• Uses recent operational data on key performance indicators as basis for discussion

• Development of actionable data rather than available data

• www.baltimorecity.gov/government/citistat/

• Standard Life Investments - Organisational Raid

• The Talent Agenda using Gallup Strengths Finder lists 34 talent themes listed in order for the individual

• Employee engagement using the Gallup12 • Used annually to measure engagement.

Gallup 12

• Do you know what is expected of you at work• Do you have the right equipment and materials to

do your work right• At work do you have the opportunity to do what

you do best every day?• In the last seven days have you received

recognition or praise for doing good work/• Does your supervisor or someone at work seem to

care about you as a person?

• Is there someone at work who encourages your development?

• At work do your opinions seem to count?• Does the mission/purpose of your organisation

make you feel your job is important?• Are your fellow employees committed to doing

quality work?• Do you have a best friend at work?• In the last 6 months has someone at work talked to

you about your progress?

• In the last year have you had opportunities to learn and grow?

• Personalisation of staff!

Next Steps

• Embedding the culture

• Using the tools

• Not good enough to say we are too busy for all of this.

• Develop the research agenda

• Evidence based practice.

• Prepared to think the unthinkable.

• Performance improvement links in to the other change programmes