Improving Performance and Measuring Impact
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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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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

Types of Performance

  • Individual Performance

  • Staff Performance

  • Program/Agency Performance


Ways to look at performance

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)


Striving for alignment

Striving for Alignment


Strive to raise the bar

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.


Football analogy

Football Analogy

The Game Score is measurement

“How we did”

The Game Review is

“How we can improve”


Individual performance

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


Individual assessment over time

Individual Assessment Over Time

4. Organizational growth


Individual improvement

Individual Improvement

4. Organizational growth


Staff performance individual and collectively

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


Staff efforts

Staff Efforts

4.


Monitoring staff

Monitoring Staff


Agency program performance

Agency/Program Performance

  • Strategic Plan

    • Alignment with Mission

  • Actual vs Projected Outcomes

  • Funders Expectations

  • Improvement/Capacity Building


Areas to consider

Areas to Consider

As an agency, how is your …

1. Organizational Stability

2. Financial Stability

3. Program Quality (Products and Services)

4. Organizational Growth


Combining it all together

Combining It All Together

4. Organizational growth

The whole is greater

than the sum of its parts

Ways to show your SUCCESS


Reporting your progress

Reporting Your Progress

4. Organizational growth

Weighted Pre/Post Assessment


Progress in time

Progress in Time


Progress with efforts

Progress with Efforts


Progress over time

Progress Over Time

4. Organizational growth


Ongoing process

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?


Free webinars

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.


Effective performance management

Effective Performance Management

In summary, Effective Performance Management is done on multiple levels:

  • Individual Clients

  • Staff

  • Program/Agency


Scorecard season results

Scorecard – Season Results

The Game Score is measurement

“How we did”

The Game Review is

“How we can improve”


Let eto help take you to the next level

Let ETO help take you to the next level

For more information contact: Cindy Walters [email protected]

www.socialsolutions.com


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