Finding Solutions
Somerset County Council and The Learning Pool
Hugh Griffith
Head of Organisational Development Somerset County Council
Starting Point Tell me and agree with me what is expected of me
Allow me to do my job
Tell me how I am getting on
Reward me according to my contribution
Give me guidance and training where needed
Five Principles
Setting and recording expectationsGiving people the opportunity to deliverGiving people necessary feedbackGuidance and trainingRecognition and reward
Surely someone out there has an electronic solution to deliver all of this together for 5000 people!!!
The issue
•Too many options•Too many systems•None do it all under one solution•All have something in
common………Totara / Moodle
Right Place, Right Time…..
• PPMA conference 2013, Bristol
• Initial discussion and follow up meeting –
start to see the scope for gradual
development to provide the complete
electronic package
• Contracts signed in August 2013
High Level Timeline • Development (Sept, 2013 – Feb, 2014)
• Pilot (Mar, 2014)
• Launch (April, 2014)
• Access granted to management tier during pilot phase
• Demonstrated capabilities and engaged with key individuals
• Created plans for short/medium term
Pilot (March, 2014)
Communication•Email, posters, pull up banners, in-house media, LP promo items etc
Management•Challenge – content requests, first log on challenge, completions challenge etc•Senior Leadership Driven
Organic Growth•“WIIFM”….demonstration of example modules•Within a month over 50 requests for service specific modules
Launch (April, 2014)
• Designed 4 Course Categories: Join / Learn / Develop / Grow.
• In excess of 230 modules in TLC: approx 50% self-authored.
• Other Programs in TLC: MDP / Future Managers Programme / Organisation Development Area / Information Technology Area / Social Care Modules.
• View/Upload/Change Job Assignments to TLC.
• Developing use of Forum, Classroom Connect, Appraisals, Internal ‘social network’ etc
The Learning Centre – The first 8 months
The Learning Centre Communication and Engagement Strategy
• Continual reinforcement of message and offer
• Staff encouraged to submit course ideas – what they want to learn.
• Module of the month/ module release dates.
• Use reporting functionality to understand levels of usage in varying business areas to help future engagement plans.
• Clustering of modules to fit specific job roles
• ADAPT
• Classroom Connect.
• E-Appraisal (January 2015)
• Skills & Talent Register
• Social Media links
• Auto log-in
• Member’s Portal
• Use of ‘flip book’ style communications and learning
• Sponsored programs of learning (Penna, EDF, ILM)
The future
