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Improving Performance and Measuring Impact Cindy Walters , UTA SSW Graduate

Improving Performance and Measuring Impact Cindy Walters , UTA SSW Graduate Regional Sales Director, Social Solutions. Types of Performance. Individual Performance Staff Performance Program/Agency Performance. Ways to Look at Performance. Are we meeting our stated goals? (Mission)

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Improving Performance and Measuring Impact Cindy Walters , UTA SSW Graduate

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  1. Improving Performance and Measuring Impact Cindy Walters, UTA SSW Graduate Regional Sales Director, Social Solutions

  2. Types of Performance • Individual Performance • Staff Performance • Program/Agency Performance

  3. Ways to Look at Performance • Are we meeting our stated goals? (Mission) • Are we efficient and effective? (Time and Effort) • What difference are we making in our clients’ lives? (Outcomes)

  4. Striving for Alignment

  5. Strive to Raise the Bar We challenge and equip service providers and their funders to turn good intent into measurable change by relating efforts to outcomes.

  6. Football Analogy The Game Score is measurement “How we did” The Game Review is “How we can improve”

  7. Individual Performance • What is the Plan? • Service/Treatment Plan • What is the Outcomes? • What is the impact or changewe are seeking? • How to show the results? • Telling your story with data

  8. Individual Assessment Over Time 4. Organizational growth

  9. Individual Improvement 4. Organizational growth

  10. Staff Performance Individual and Collectively • Begins with the Job Description • Know your Position • Agreed upon Goals and Objectives • Know the Game Plan • Written Evaluation • Summary of the Results

  11. Staff Efforts 4.

  12. Monitoring Staff

  13. Agency/Program Performance • Strategic Plan • Alignment with Mission • Actual vs Projected Outcomes • Funders Expectations • Improvement/Capacity Building

  14. Areas to Consider As an agency, how is your … 1. Organizational Stability 2. Financial Stability 3. Program Quality (Products and Services) 4. Organizational Growth

  15. Combining It All Together 4. Organizational growth The whole is greater than the sum of its parts Ways to show your SUCCESS

  16. Reporting Your Progress 4. Organizational growth Weighted Pre/Post Assessment

  17. Progress in Time

  18. Progress with Efforts

  19. Progress Over Time 4. Organizational growth

  20. Ongoing Process For continuous improvement, performance management is an ongoing process. It is a culture within the agency at all levels from the front line staff to senior management. How can we serve our clients better?

  21. Free Webinars You are invited to join one of our Webinar where our customers talk about their use ETO - register on the website – www.socialsolutions.com October 23rd - Identifying Outcome Benchmarks for Workforce Development October 30th - The Path to Improving Performance in Delinquency Prevention Programs Other recorded ones are listed on the website.

  22. Effective Performance Management In summary, Effective Performance Management is done on multiple levels: • Individual Clients • Staff • Program/Agency

  23. Scorecard – Season Results The Game Score is measurement “How we did” The Game Review is “How we can improve”

  24. Let ETO help take you to the next level For more information contact: Cindy Walters 303.579.9144cwalters@socialsolutions.com www.socialsolutions.com

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