“ Improving the performance of managers and organisations”

1. “Improving the performance of managers and organisations” Lauren Fowkes Sales Manager Sarah Pitt Training Director John Moore Managing Director www.exponentialtraining.co.uk

2. “Through the design and delivery of innovative learning and development”

3. “A catalyst for action and improvement!” Moving away from: Stressed managers Undue pressure Frustration Departmental tension Staff turnover

4. We aim to be….“A business with which it is a pleasure to do business”

5. www.management-matrix.com

6. Management Matrix Simple to Use: Simple to Improve Performance: Simple to Manage: Which means Which means Which means Assessments implemented quickly and efficiently Rapid impact upon candidate’s performance and results More time for effective feedback and coaching “An effective, on-line, results focused development tool”

7. Everything you need – Portfolio completion and assessment has never been simpler

8. Guidance notes within Management Matrix

9. Skills audit to identify areas for development

10. Management Matrix 6 Paper Portfolio 5 4 Candidates Completing 3 2 1 2 4 6 8 10 12 14 Completion time (months) Management Matrix ‘V’ Paper Portfolios • Based upon • Sample Size: 40 • Oct 2003 - Apr 05 • On average 5- 8 months quicker • Quality improvements

11. 5 4 3 Matrix Candidates Paper 2 1 1 - 5 6 - 10 11 - 15 16+ Number of On-Site Visits

12. Jo Bloggs Quality and Verification • Auto set up • IV Sampling • Colour coded • Real time data • Multi-reports • Learner status “Provides a recording and control tool for management NVQs which meets current Institute requirements”

13. Convenience • Work from home • No big folders • Instant feedback • Instant buzz Name: Nicola Pattison Position: Manager Employer: Sealability Limited NVQ: Management Level 4 • Family friendly • 24/7 access

14. Instantly up-dated records Automatically up-dates the portfolio and calculates percentage completion rate - keeping students motivated

16. No fuss action planning with invaluable task manager keeping you organised and on track

17. Roll over prompts with simple click to confirm facility Help screens make it very user-friendly

20. Great Discussion Forum • Aware of state of play • Maintains momentum • Visible progress Name: Jackie Latty Position: Manager & Assessor Employer: Tamarind NVQ: Management Level 4 • Continuous communication • Continuous support • GREAT TOOL!

21. “A catalyst for action and improvement!” Moving Towards: Performance Big smiles! Customer satisfaction Achievement Productivity Career progression

22. Summary of our Experience Transition to e-assessment needs detailed planning Massive benefits for learners, assessors and others: - Time, travel, data management, faster progression - Improved learning experience - Quality assurance, standardisation, reporting, audit trails - Performance improvements of assessors, verifiers, learners - Improved support for assessors and internal verifiers - Increased security and protection of portfolios/documents

23. Summary of our Experience Increased levels of service, information/guidance/support - 24/7 access - Rapid response, feedback and encouragement - Access by disadvantaged groups (mobility, women, shift workers) - Linked learning (internet, e-learning, discussion forums) Huge interest in e-assessment - Emda sponsoring E-magination seminar in June 05 - Exponential accelerating e-learning strategy based upon benefits - Further development of Management Matrix - Provision of e-learning focus at WBL events nationally (e.g. Sector specific qualifications, new Diploma in Management)

24. A business with which it is a pleasure to do business?...You decide Lauren Fowkes Sales Manager Sarah Pitt Training Director John Moore Managing Director www.exponentialtraining.co.uk

25. “Improving the performance of managers and organisations” www.managementperspectives.com

26. Management Perspectives “We had used various types of skill audit previously, but the Management Perspectives tool focuses on how management behaviour is perceived. It gave us a real insight into whether we had gained a real return on our investment in development” Polly Gilkes Learning & Development Manager

27. Management Perspectives “Gets people talking, sharing ideas and makes an impact on results” One-to-one development planning Benchmarking individual and organisational management skills Evaluation of management development (before and after measurements) Organisational management development Training needs analysis

28. Management Perspectives “The way in which the reports are written and the feedback is given encourages managers to think about their own development needs and begin to take ownership of their personal development” Cathie Wright HR and Development Manager

29. Management Perspectives POWERFUL PERFORMANCE FOCUSED SYSTEM “A time and resource efficient system that targets management development needs and improvedperformance”