Music education hubs Building quality & collaboration Holistic approach to quality 4 March 2015.

Slides:

Advertisements

Similar presentations

The ENWORKS Partnership: A winning formula for effecting change in business.

Advertisements

Transport for London Supplier Diversity Stonewall Presentation Clive Saunders Equality & Inclusion Delivery Manager Group Services.

Action Learning Set: Support for Middle Leadership in Multi- agency settings Summary of progress: January 20th Output from questionnaires: -What.

PRD Group Maturity Matrix 31/07/08. Maturity Matrix Guidance Notes Aims of the Matrix The Maturity Matrix is a tool aimed to support groups during their.

Development of integrated services in Leicester City School and Community Mental Health Service.

SEND Pilot Project. Priorities In Workforce Reform for SEND Collective Responsibility Collective Accountability Personalised Learning and Transition High.

Where did the Quality Principles come from and what do they mean? Caroline Sharp Research Director, National Foundation for Educational Research.

Therapeutic Residential care

Scottish Educational Landscape Early Years Research Conference 2013 University of Strathclyde Graeme Logan Assistant Director.

Organizational Behavior Managing Organizational Change and Development Chapter 18 It’s all about: CHANGE.

Working with your Head to build an effective Leadership team.

Introduction to Social Return on Investment Sheila Durie Chair SROI Network.

The Implementation of Change in a Declining Organisation and Developing A Strategy for the Future Colette Walsh Director Finglas Child & Adolescent Centre.

Organisational Journey Challenges of Spreading self- management support Workshop 3 13 th May 2015.

Capable leadership is vital for meeting the challenges faced by aged care provider organisations and for the continued sustainability of the industry.

Developing Social Action with Children’s University Partners CU in the Community Exploring new opportunities and resources to develop CU Learning Activities.

Teacher Effectiveness Enhancement Programme

SEND Strategy Adrian Loades Executive Director, Children and Young People’s Services and Adult Social Care.

From Conformance to Performance: Using Integrated Risk Management to achieve Organisational Health Ms Stacie Hall Comcover National Manager.

Our three year strategy >Our vision >Children and young people in families and communities where they can be safe, strong and thrive. >Our mission >Embed.

Developing Student Leadership in PE. Sports Colleges have a higher percentage of pupils involved in leadership and volunteering programmes compared to.

Putting People First – SW region update Feb 2010.

Measuring value: Social Return on Investment Kate Mulley Head of Policy and Research Action for Children.

Better Deal for Business Presentation to LSC West Yorkshire Skills Team Pat Lister Better Deal for Business Officer at Yorkshire Forward.

Educational Solutions for Workforce Development Unit 8 – How to Evaluate Aim To provide an overview of how to effectively evaluate learning programmes.

Progress towards outcomes: Developing a logic model and theory of change 1 Mary Ryan Research in Practice associate Margaret Davies Director, Red Dragonfly.

Alliance 4 Useful Evidence Webinar, 1 September 2015.

Organisational Journey Supporting self-management

Aligning the Workforce to Organisational Values & Behaviors Chris Belcher, George Eliot Hospital Trust.

Making School Led System Leadership Work For All Schools Jonathan Crossley-Holland NFER Study Lead for the Presentation Tim Warren Wigan Borough Council.

Children’s Partnership Board …… Children’s and Young People’s Plan …… Three Year Inspection – 2010 Safeguarding and Looked After Children. Final version.

Skills for Care Conference 2015 Leadership Workshop Achieving success through: effective leadership and management workforce development Maureen Hinds:

Quality Principles Phase 3 pilots Emerging themes from Phases 1 & 2.

Middletown Centre for Autism. Project Brief  Development of a model of training provision which Promotes learning, social and positive behaviour in the.

A Focus on Health and Wellbeing Wendy Halliday Learning and Teaching Scotland.

Advice on Data Used to Measure Outcomes Friday 20 th March 2009.

Improving Outcome Measurement Scottish Annual Statistics Users Conference 29/10/09 Dr Mark McAteer Director of Governance & Performance Management.

Supporting NHS Wales to Deliver World Class Healthcare All Wales Stroke Services Improvement Collaborative All Nations Centre, Cardiff 4 th November 2008.

LIFELONG GUIDANCE SYSTEMS: COMMON EUROPEAN REFERENCE TOOLS ELGPN PEER LEARNING ACTIVITY WP2 Prague April 2008 Dr John McCarthy, Director International.

Performance Improvement Sandy Cameron. Change Programme Objective To embed a culture of continuous improvement in all social work services To improve.

How can you meet this expectation? Leadership and Management Excellence is a new high level development programme designed to support and stretch you to.

Workforce Improvement Team Who we are Our objectives: working in partnership What we do and why Future Priorities.

© 2015 SMG Health. All rights reserved. “SMG Health is committed to the enhancement of organisational health and wellbeing leading to improved individual.

SIL TRAINING AND CONSULTANCY John Holt School Improvement Officer SEND/Inclusive Learning.

Angela Willis A multi – agency approach for Gloucestershire that supports the National Dementia Strategy.

Crisis Care Concordat: Evaluation Karen James, Research Manager Susanne Gibson, Senior Researcher.

Derby City Council and the University of Derby Corporate – a Partnership approach to meet the challenge Pam Hadfield – Specialist Adviser, DCC Angela Crawford.

Gloucestershire’s Dementia Training & Education Strategy A multi agency approach which supports the national dementia strategy Angela Willis.

Building and protecting futures Creating a multi-disciplinary approach across an organisation using change management, leadership and quality models that.

The Workforce, Education Commissioning and Education and Learning Strategy Enabling world class healthcare services within the North West.

The Royal Free Hospital Children’s School - Multimedia Advocacy Multimedia Advocacy Multimedia Advocacy is a really effective way of using media to communicate.

DH Showcase Event 22/06/ What (a) difference a degree makes: the evaluation of the new social work degree in England Glasgow School of Social Work.

AGRO PARKS “The Policy Cycle” Alex Page Baku November 2014.

Stable and High Performing Workforce Steering Group 8 th August 2013.

Scotland’s Colleges is a trading name of both the Scottish Further Education Unit and the Association of Scotland’s Colleges Curriculum for Excellence.

Creating Positive Culture through Leadership (Recovery Orientation) Jennifer Black.

WARRINGTON CULTURAL STRATEGY FRAMEWORK

The Horrocks Family. Roy Horrocks What do you know about Roy? What will your Initial Assessment reveal? Which other professional bodies are involved?

Achieving outcomes Ellen Atkinson (NDTi) Nottinghamshire February 2016.

“The Super Hero Integrated Approach” Anne Coates Percy Hedley School.

Coaching model for Person Centred Care “Person to Partner model”

Welcome to the Feedback Provider Briefing Behaviours 360 feedback Amanda Brown.

Aboriginal Targeted Earlier Intervention Strategy

Sustainability.

Pleased to be sharing the next step in the implementation of the 2020 Workforce Vision with you today The Implementation Plan has been developed.

The New Artsmark Award Drew Rowlands Development Director Cape UK.

A Focus on Outcomes and Impact

Reflections on feedback from Regional Meetings in March

The Principal Social Worker

Presentation transcript:

Music education hubs Building quality & collaboration Holistic approach to quality 4 March 2015

MB Associates Specialists in cultural, children & young people and other caring sectors Work with evaluation and impact analysis For learning and improvement (as well as advocacy and empowerment)

How that works in practice Improvement Self- evaluation framework with ACE SROI analysis with Transported CPP

Challenge complacency Don’t allow real or imagined obstacles to block the vision Embed the changes in the culture Consult Create short-term gains Don’t declare victory too soon Create teams with enough power to lead the change Communicate the vision Use the power of the vision Adapted from John P Kotter, “Leading Change” Question values & unhelpful practice New ideas into a new vision Make real through communication Behaviours change Culture adopted Unfreeze Refreeze

Two learning and improvement approaches Story of Change (used for social impact) Plan, Do, Review, (used for self evaluation)

Story (or theory) of Change Planning what we want to achieve Delivering what works Who? The people who matter How? Drivers and investment What? Delivery Why? The Difference we make Who? The people who matter How? Drivers and investment What? Delivery Why? The Difference we make Inputs Outputs Outcomes

Story (or theory) of Change Planning what we want to achieve Delivering what works Who? The people who matter How? Drivers and investment What? Delivery Why? The Difference we make Who? The people who matter How? Drivers and investment What? Delivery Why? The Difference we make Inputs Outputs Outcomes Key features: reverse planning, wide stakeholders

Review Plan, Do, Review Plan Do

Review Plan, Do, Review Plan Do Key features: cyclical planning, focus on internal continuous improvement

What they have in common Three stages – Drivers, Delivery, Difference? (a diagnostic; impact) – Plan, Do, Review (reflection; learning)

A ‘causal chain’ In a way we can review and show impact What we do How do drivers and plans inform

There is an evaluation tendency to focus on what we do In a way we can review and show impact What we do How do drivers and plans inform

A holistic approach is wider In a way we can review and show impact What we do How do drivers and plans inform

It emphasises the START and the END In a way we can review and show impact What we do How do drivers and plans inform Needs & Baseline & plans Impact & Review

Holistic quality cycle What is the causal chain linking our plans with young people’s needs (shown by a baseline) and with delivery? How does it lead to impact on young people and how do we review our plans? How does quality thread through that? How does collaboration (including with young people and the workforce) thread through that? How would we know we were doing a good job?

Impact Review Holistic Quality cycle Plan Do Workforce CYP

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Workforce CYP

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Business plan School music education plan Workforce CYP

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Business plan Programme of activity School music education plan Workforce CYP

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Business plan Programme of activity Progression plans School music education plan CPD Workforce CYP

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Business plan Programme of activity School music education plan Quality assurance process CPD Workforce CYP Progression plans

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity School music education plan Quality assurance process CPD Workforce CYP Progression plans

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity School music education plan Quality assurance process CPD Being authentic Workforce CYP Progression plans

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity School music education plan Quality assurance process CPD Striving for excellence Being authentic Exciting, inspiring Positive, child- centred Workforce CYP Progression plans

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity School music education plan Quality assurance process CPD Striving for excellence Being authentic Exciting, inspiring Positive, child- centred Actively involving CYP Workforce CYP Progression plans

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity School music education plan Quality assurance process CPD Striving for excellence Being authentic Exciting, inspiring Positive, child- centred Actively involving CYP Sense of ownership & belonging Workforce CYP Progression plans

Impact Review Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity School music education plan Quality assurance process CPD Striving for excellence Being authentic Exciting, inspiring Positive, child- centred Actively involving CYP Sense of ownership & belonging Workforce CYP Sense of personal progression Progression plans

Holistic Quality cycle Plan Do Needs analysis CYP consultation & feedback Self- evaluation Business plan Programme of activity CPD Peer learning (Seminars) Peer development (Apr15) Striving for excellence Being authentic Exciting, inspiring Positive, child- centred Actively involving CYP Impact Review Sense of ownership & belonging Workforce ACE & other resources Additional support & challenge KPIs CYP Sense of personal progression School music education plan Quality assurance process Progression plans

Impact Review Holistic Quality cycle Plan Do CYP Workforce

Needs analysis Business plan Programme of activity Progression plans

CYP consultation & feedback School music education plan Quality assurance process CPD Self- evaluation

Striving for excellence Actively involving CYP Sense of personal progression Being authentic Exciting, inspiring Positive, child- centred Sense of ownership & belonging

Planning what we want to achieve Story of Change Who? The people who matter How? Drivers and investment What? Delivery Why? The Difference we make Why? A vision Organisation Participant Funder