1. NCWWI Meeting December 7-8, 2015 Changing... Leading... Learning... Change Initiative Integration San Francisco Case Example

2. NCWWI Meeting December 7-8, 2015 Data Sources CI Template Action Plan InterviewSurveySAR LADD ✓✓✓ LAMM ✓✓✓✓ LAS ✓✓✓ UP ✓✓✓ OI ✓

3. NCWWI Meeting December 7-8, 2015 Jurisdictional Change Initiative To build a climate and culture that promotes innovation partnership and performance.

4. NCWWI Meeting December 7-8, 2015 More Details… SFHSA utilizes a number of EIPs: Differential response, TDM, Safe Care, Wraparound, SOP o Key initiatives: Title IV-E, IASC/Katie A, CFSR Looking to connect these under a unifying practice model AND Build and sustain a workforce that operates under a CQI framework: understands and uses data to improve service delivery

5. NCWWI Meeting December 7-8, 2015 NCWWI Meeting December 7-8, 2015 Theory of Change If we change the culture of the agency to be more data-driven, performance-oriented and team-focused, then our services will become more responsive to families and children’s needs, our staff at all levels will improve services and outcomes will improve

6. NCWWI Meeting December 7-8, 2015 NCWWI Meeting December 7-8, 2015 Success Indicators for SFHSA Improved: Job Satisfaction Leadership Learning culture Professional sharing/support Readiness for change Shared vision Partnership Service delivery

7. NCWWI Meeting December 7-8, 2015 University Partnership CI Same CI as SFHSA (co-developed) Role of Cal Berkeley: o Support the development of a CQI unit at the agency, with student participation o Support for LAMM and LAS participants in developing Logic models and eval plans o Connect students with research projects that support supervisor’s CI’s

8. NCWWI Meeting December 7-8, 2015 LAMM Change Initiatives Leadership of supervisors Build CQI culture Progressive visitation program Care and retention of resource families Measuring practice improvements for units Team development to support CI Implementing CQI

9. NCWWI Meeting December 7-8, 2015 LAMM evaluation Pre-training (N = 15) Post-training (N = 15) M SD M I will be able to communicate the JCI vision, strategy, and implementation plan to diverse stakeholders. 2.93 0.83 3.50 1.09 The JCI will result in positive change for my organization. 3.53 0.52 4.00 0.68 The JCI will have a positive impact on the work I do. 3.53 0.74 3.93 0.92 JCI Initiative doesn’t seem relevant to what I do. 2.40 0.74 2.33 1.23 My individual change effort has clear connections with the jurisdiction Change Initiative. 3.58 0.79 4.15 0.90

10. NCWWI Meeting December 7-8, 2015 LAMM evaluation Post-training (N =15) M SD I have the supports that I need to implement my ICI 3.27 0.80 My supervisor is available to talk through challenges 4.07 0.88 It has been useful to bounce ideas off of other people at work 4.13 0.64 I’m too busy at work to focus on implementing my ICI. 3.13 0.64 I don’t know how to move forward with implementing my ICI. 2.27 0.70 There was adequate time to plan the details of my change effort. 3.13 0.83 I will be able to successfully implement my ICI 3.53 0.52 I am confident that I will be able to deal with obstacles 3.73 0.59

11. NCWWI Meeting December 7-8, 2015 Implementation Concerns Time Staff buy-in Lack of management and supervisor support HR support Staff retention Stamina, follow through Not having enough support to work it through, Not having the ideal staff to implement, Not being able to bring the staff along

12. NCWWI Meeting December 7-8, 2015 Anticipated Transfer I will convene my management staff and map our leadership strengths, and discuss how we can support each other as a team. I will use the worksheet with the NIRN IS Drivers to help me get a good sense of where to focus my energies for my change initiative I will use the logic model and action plan to begin to guide implementation of my change initiative when I return to the office. I will apply the three gaps: Vision Gap, Fidelity Gap and Knowledge to Practice Gap through knowing if I have the right people on my team to carry out my change initiative and the vision. The theory and exercises helped me break down my change initiative into smaller manageable actions steps. Change appears overwhelming and daunting task.

13. NCWWI Meeting December 7-8, 2015 LAS Change Initiatives Implementation of SOP tools Improving identification of AI/AN families Behaviorally-based case plans Creating an effective teaming framework Building communication to support JCI Improving wellness of the Southeast office Creating a mentorship program Mindful engagement and teaming with families

14. NCWWI Meeting December 7-8, 2015 LAS evaluation Pre-training (N = 15) Post-training (N = 15) M SD M I will be able to communicate the JCI vision, strategy, and implementation plan to diverse stakeholders. 3.64 0.93 4.25.97 The JCI will result in positive change for my organization. 3.71 0.91 4.50 0.67 The JCI will have a positive impact on the work I do. 3.80 0.94 4.42 0.67 My individual change effort has clear connections with the jurisdiction Change Initiative. -- --- 4.42 0.67

15. NCWWI Meeting December 7-8, 2015 LAS evaluation Post-training (N =15) M SD I have the supports that I need to implement my ICI 4.00 0.60 My supervisor is available to talk through challenges 4.08 0.88 It has been useful to bounce ideas off of other people at work 3.92 0.51 I’m too busy at work to focus on implementing my ICI. 2.83 1.34 I don’t know how to move forward with implementing my ICI. 2.67 1.15 There was adequate time to plan the details of my change effort. 3.00 0.85 I will be able to successfully implement my ICI 3.75 0.75 I am confident that I will be able to deal with obstacles 3.58 0.79

16. NCWWI Meeting December 7-8, 2015 Implementation Concerns No time has been spent with my direct supervisor to gather direction or insight. Some participants received more one-on-one time to prepare their change initiative so I feel behind Having sufficient time to meaningful process and discuss with my staff about my individual change initiative is a continual challenge. My main concern is trying to implement my change initiative but still supervising my unit and participating in other workgroups in our agency.

17. NCWWI Meeting December 7-8, 2015 Anticipated Transfer Overall, it helped to pull together information for me in a coherent way and that change and leadership do not occur in a vacuum. The modules also showed me how various stakeholders fitted in. Lastly, it showed me that in order to be a change agent, I must be purposeful and have well thought out action plans so things won't stay stagnant The things that I already knew and did well; building collaborations, working in partnerships, supporting my staff while holding them accountable, use of data to bring meaning to our work, were positive reinforcement and supportive. The things that I learned to improve and build stronger leadership skills; adaptive change process, agency's vision, fully grounding myself in what my role is, how to better address secondary trauma, were very valuable and rewarding. I plan to use everything that I learned in my everyday work.

18. NCWWI Meeting December 7-8, 2015 LAMM Case Study #1 CI: Progressive visitation program o Good current model with spotty implementation o Need for staff to “enjoin” with the model Developmental stage: o Draft implementation plan The big thing I have thought about is how to get the workers to buy in; how to get people to understand it and not just have knowledge of it.

19. NCWWI Meeting December 7-8, 2015 LAMM Case Study #1 Supports: o The coaching sessions have been helpful Both with CI implementation and managing agency transitions o Strengths-finder and 360 o COHA informing local implementation team o Gets support from Manager when she needs it, rarely asks

20. NCWWI Meeting December 7-8, 2015 LAMM Case Study #1 o Unable to recall jurisdictional CI, or verbally connect the two There’s just so much, it feels so big; everybody has their different initiatives that they’re working on for the COHA and the LAMM, and trying to integrate all of that is mind boggling. So many wheels in motion. That’s where it’s very hard to hold onto everything mentally.

21. NCWWI Meeting December 7-8, 2015 LAMM Case Study #1 Integration of CI’s through Implementation Team & supervisor manager meeting Supervising a supervisor who went to LAS and is on a site team Uses MYNCWWI o Issues with login and accessing her materials Would like reminders to set up coaching calls

22. NCWWI Meeting December 7-8, 2015 LAMM Case Study #2 Change Initiative: Building a sustainable internal staff development unit that can respond rigorously and spontaneously to all the different practice changes that are taking place within our agency

23. NCWWI Meeting December 7-8, 2015 LAMM Case Study #2 Integration of CI I tried to align the change initiative with the changes that we are instituting here around training and staff development. The focus of the change initiative is on building a sustainable internal staff development unit that can respond rigorously and spontaneously to all the different practice changes that are taking place within our agency.

24. NCWWI Meeting December 7-8, 2015 LAMM Case Study #2 Integration Efforts We spent two hours in May just talking about our change initiatives and where we all were and running our theories of change by Sylvia; providing her with our logic models. I think that was kind of the beginning of greater integration

25. NCWWI Meeting December 7-8, 2015 NCWWI Meeting December 7-8, 2015 LAMM Case Study # 2 Coaching I was getting frustrated that I wasn’t able to see movement and momentum around CI because I was caught up in the day-to-day starting to make it happen. She suggested that I take a day off and work at home. I was like, “wow”. It’s been really helpful because we’re mobile. We’re a mobile workforce and we are moving towards that. So I have my laptop and I can work at home and its quiet. It’s helped me to be reflective and to look at some strategic planning and this is what I recommended to my boss: to take some time out to do this. We are actually having another retreat with the bay area academy, our coaches, our training coordinator to do strategic planning

26. NCWWI Meeting December 7-8, 2015 LAS Case Study #1 Change Initiative: Improving identification of American Indian/Alaska Native children and ensuring ICWA eligibility Better investigation and data tracking Partnerships with tribes and Indian organizations

27. NCWWI Meeting December 7-8, 2015 I think figuring out what my change initiative is and how it is going to get into connecting to the larger change initiative too with the leadership skill I developed. I had to do a PDSA with my change initiative to measure my data and pull data, how to work with the data, and how to present the data –those were all part of skills that I built in this process

28. NCWWI Meeting December 7-8, 2015 LAS Case Study #1 Skills gained from LAS: Learning how to use PowerPoint Learning how to develop a logic model Presentation skills

29. NCWWI Meeting December 7-8, 2015 LAS Case Study #1 Agency Supports: Support from Sylvia about defining CI Supports from other supervisors and unit Learning how to develop a logic model Presentation skills

30. NCWWI Meeting December 7-8, 2015 LAS Case Study #1 Progress: I’ve been able to pilot a case where I actually got eligibility for funding for a child who was pending, get them fully enrolled. We are still working out the financial piece

31. NCWWI Meeting December 7-8, 2015 University Partnerships No placement of students at HSA in Year-1, Seneca only Focus on research skills Support for JCI through help building CQI unit Matching students with supervisors to help them research their ICI

32. NCWWI Meeting December 7-8, 2015 Site Teams Most agreed that their work supports the JCI: Mean score =3.88 Informed by COHA: 4.11 Accomplishments: o Mock interview panel pilot o Mentorship program o Focus on improving climate through Appreciation boards, massage, newsletters and social events

33. NCWWI Meeting December 7-8, 2015 Doing the logic model for our site change initiative and feeling like I know what we are really doing. Also, having the staff at our site contribute and feel like their opinions matter and are taken seriously.

34. NCWWI Meeting December 7-8, 2015 NCWWI Meeting December 7-8, 2015 Site Team Connection? COHA identified low job satisfaction, morale and perceptions of leadership support HSA site teams efforts so far focused on building positive agency climate How will site teams more directly support CI? o Change culture to be more evidence-driven, performance-oriented and team focused? o Support implementation of the practice model?

35. NCWWI Meeting December 7-8, 2015 Questions to Consider How much alignment of CI’s are we expecting at each level? o Between UP and LADD? o Between JCI and ICI for LAMM? For LAS? o Between JCI and Design Teams?