Performance Improvement

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Performance Improvement

• Sandy Cameron

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Change Programme Objective

• To embed a culture of continuous improvement in
  all social work services
• To improve outcomes for the people who use
  services

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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

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• SWIA Self evaluation Guide now published
• Based on Performance Inspection Model
• Supported by an e-tool

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• 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.

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• 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.

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Approaches to Performance Improvement

• The Weavers triangle.

Aim
Outcomes
Activities/outputs
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• Vanguard www.systemsthinking.co.uk
• LEAN Methodology defines customers and seeks to
  eliminate non value adding activities

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• 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/

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• 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.

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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?

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• 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?

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• In the last year have you had opportunities to
  learn and grow?
• Personalisation of staff!

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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.

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• Performance improvement links in to the other
  change programmes