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