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Drivers of change + + = Benetas strategy Growth in all sectors Consumer Directed Care New residential model of care Aged Care workforce challenges Traditional approach to learning vs Learning and Development trends + + = we need a new way of learning!

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A start! In 2015… A vision! A philosophy!

Fast forward 2 years

Benetas is a true learning organisation! Our learning and development vision Benetas is a true learning organisation! Self directed learners Developmental leaders Enabling technology Insert image here Insert image here Heading Font: Trebuchet MS Regular Size: 36pts Colour: Benetas Orange, R 237, G 139, B 0. Sub-heading Font: Trebuchet MS Regular Size: 24pts Colour: Benetas Orange, R 237, G 139, B 0. Body text Font: Trebuchet MS Regular Size: 18pts Colour: Benetas Dark Grey, R 84, G 88, B 90.

Benetas ‘Towards 2019’ Strategy Benetas learning & development roadmap Benetas ‘Towards 2019’ Strategy Horizon 3: Leading Edge Implement and embed workforce capability development model Enable mobile, social & ‘on demand’ learning 2018 Horizon 2: Learning Culture Technology phase II - LMS Phase II Benetas Essentials - competency based approach Scope workforce capability development model Culture shift: - Drive self directed learning - Leadership development – coach & develop others 2017 Insert image here Insert image here 2016 Horizon 1: L&D foundations Technology phase 1 L&D policy Introduce 70/20/10 philosophy Phase I Benetas Essentials Induction pathway Online learning 2015 Heading Font: Trebuchet MS Regular Size: 36pts Colour: Benetas Orange, R 237, G 139, B 0. Sub-heading Font: Trebuchet MS Regular Size: 24pts Colour: Benetas Orange, R 237, G 139, B 0. Body text Font: Trebuchet MS Regular Size: 18pts Colour: Benetas Dark Grey, R 84, G 88, B 90.

Benetas e-learning model Curate content Eg: YouTube Low tech: Eg: E-presentation IPhone videos Create own e-learning: Eg: Essentials, Manager induction, clinical skills, Home Care induction, edit Benetas induction modules etc Use Articulate Storyline Off the shelf e-learning Purchase generic e-learning courses from suppliers where generic learning is appropriate. Eg: Aged Care Channel, E3 Outsource e-learning design: Eg: Pastoral sensibility, Benetas induction, Strategic capabilities Approx: $30k per module

What have we done so far? 80% take up within 3 months KPI reporting Visibility, transparency, accountability Foundations for: Self directed learners Developmental leaders Heading Font: Trebuchet MS Regular Size: 36pts Colour: Benetas Orange, R 237, G 139, B 0. Sub-heading Font: Trebuchet MS Regular Size: 24pts Colour: Benetas Orange, R 237, G 139, B 0. Bullet points Font: Trebuchet MS Regular Size: 18pts Colour: Benetas Dark Grey, R 84, G 88, B 90.

What have we done so far? On demand learning resources Bite sized Available on mobile devices Heading Font: Trebuchet MS Regular Size: 36pts Colour: Benetas Orange, R 237, G 139, B 0. Sub-heading Font: Trebuchet MS Regular Size: 24pts Colour: Benetas Orange, R 237, G 139, B 0. Bullet points Font: Trebuchet MS Regular Size: 18pts Colour: Benetas Dark Grey, R 84, G 88, B 90.

A more engaging induction experience

‘Benetas Essentials’ From To An example of what we are doing is the Benetas Essentials. We are transforming the way we do learning around the traditional ‘mandatory training’ topics. We’re moving from a ‘tick a box’ mentality where we were driven by compliance and traditional training for all, incurring large backfill costs, to establishing competency and providing a range of short focussed learning options to reduce the need for backfill. This backfill cost is our biggest training cost by far. It’s all about maximising learning and minimising time off the job.

Benetas Essentials – phase I Learning Methods: Self paced reading Aged Care Channel programs On the job coaching Online Quizzes Capability demonstrations Short workshops Tool Box sessions Results so far: All topics introduced Thousands of ACC programs No backfill costs incurred! We realise this is a HUGE shift for the business, and our approaches in the past have been inconsistent. So our plan for year 1 is to get everyone to a consistent level using flexible learning approaches: e-learning, short toolbox sessions, on the job and online capability checks. This is the core learning for all, represented in this example for one of our topic areas. We’ve also created other learning options depending on the needs of specific sites.

Benetas Essentials – phase II! Trying to solve two key problems: We invest time and money on training we don’t need to be doing We focus on training, not on better practice/performance, and learning transfer Shifting from a training & learning orientation to a performance orientation

Creating our own ‘short burst’ e-learning! Benetas Essentials – phase II! Creating our own ‘short burst’ e-learning!

Management reporting KPI’s for learning: % overdue learning (site and individual) % overdue Benetas Essentials (site and individual) % overdue induction % overdue - National Code of Conduct Training hours per month per employee, rolling 12 months Sent to all line managers monthly (they can review online any time) Reviewed at monthly leadership team meetings Quarterly summary to the Board Quality and Compliance Committee

Sample leadership team report Traffic light point to areas of focus % change from previous month shows if progress is being made More detailed reports pinpoint who has not completed their learning

Budget Reduced backfill costs: re-purposed for growth related learning needs No increase to the overall L&D budget but have: Employed 1.6FTE as ‘competency coaches’ supporting learning on site Outsourced the development of 2 induction e-learning modules Implemented a learning management system (E3 – ‘BLearning’) Purchased e-learning content development software (Articulate Storyline 360) Separated operational and strategic funds for learning Huge increase in the amount of learning being completed

Challenges

2017To 2015 From And beyond… ‘Training’ orientation Classroom based No visibility High backfill Tick a box No technology Blended learning Bite sized High visibility Low backfill Competency focus Technology enabled Learning culture Performance orientation New technology

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