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Using An Organizational Using An Organizational Assessment Assessment : : A framework to Help Agencies Build on Strengths, Recognize Challenges, and Develop a Comprehensive Work Plan, CWDA 2008 Stacie Buchanan, Barrett Johnson, Lisa Molinar and Andrea Sobrado.

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Page 1: Organizational assessment

Using An Organizational Using An Organizational AssessmentAssessment::

A framework to Help Agencies Build on Strengths, Recognize Challenges, and Develop a Comprehensive Work Plan, CWDA 2008

Stacie Buchanan, Barrett Johnson, Lisa Molinar and Andrea Sobrado.

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AgendaAgendaWelcome & IntroductionsObjectives of this SessionWhy an Organizational Assessment?Engaged Organizational ClimatesGuiding PrinciplesComponents of an Organizational

AssessmentApplying the Organizational AssessmentDiscussion & Questions

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Objective for this sessionObjective for this sessionWhy is an organizational assessment important?Participants will  explore guiding principles of

organizational development when embarking on a new project or initiative

Will be given concrete assessment tools that will fulfill the guiding principles

Hear case examples and outcomes when conducting an assessment

Explore ways to apply the learning in their own organization.

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Why the Need for an AssessmentWhy the Need for an AssessmentMultiple Initiatives throughout CAThe California Outcomes and

Accountability System (PQCR, CSA, SIP)The Data/Outcomes RevolutionTrend to turn to training first and not

completing a systems analysis

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Initiatives & Change: Initiatives & Change: What we knowWhat we know

Most EB Interventions are not implemented

We have only begun to look at creating an atmosphere in the workplace for Evidence-Based Practice

The organizational Culture and Climate influence both of these things

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Initiatives & Change Initiatives & Change : : Some DefinitionsSome Definitions

Organizational Culture“the way things are done around here”The shared norms, beliefs and behavioral

expectations that drive behavior and communicate what is valued in an organization

Summary of definitions from:

Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1).

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Initiatives & Change Initiatives & Change : : Some DefinitionsSome Definitions

Organizational Climate“How it feels to work here”The agreed upon (i.e. not just individual)

perception of the psychological impact of the work environment

Summary of definitions from:

Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1).

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Change for the sake of change?Change for the sake of change?

What does some of the research say?

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Why does it matter what the Why does it matter what the social workers think of the social workers think of the organization?organization?• “Caseworkers in agencies with more engaged

climates reported significantly greater job satisfaction, and caseworkers in agencies with more stressful climates reported significantly less job satisfaction.”

“ Children served by agencies with more engaged climates had significantly better outcomes”

Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications

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Engaged Climates Engaged Climates • “caseworkers who provide services within

agency work environments that have more engaged climates (i.e. high in personal accomplishment and low in depersonalization) are more likely to accomplish these objectives” – Individualized casework–Personalized relationships–Focus on achieving best results for each child

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Guiding PrinciplesGuiding Principles• Mission driven vs. rule driven• Results oriented vs. process oriented• Improvement directed vs. status quo oriented• Relationship centered vs. individual centered• Participation based vs. authority based

• Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications

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Assessment Tool Kit ComponentsAssessment Tool Kit Components

Power Point Presentation

Focus GroupsSelf-Assessment

Rating DocumentStrategic Planning

GuideTemplate for

Summary Report

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Mission Driven vs. Rule Mission Driven vs. Rule DrivenDriven

• From the Organizational Assessment Tool Kit–A Power point presentation and speaking points

for the County to share with their staff and other stakeholders regarding the information obtained from other tools and the importance of embarking on this process. –A one page executive summary is prepared to

share with staff and other stakeholders.–A clear Vision and mission are established.

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Results oriented vs. Results oriented vs. Process orientedProcess oriented

• From the Organizational Assessment Tool Kit–A self assessment rating document is completed on

an ongoing basis by the agency and other stakeholders to assess baseline performance and thoroughly review their system, focusing on progression within the continuum. The domains assessed include:• Collection and use of data• Shared Value and Common Language• Training and Engagement of Staff• Training and Engagement of Partners• Parent, youth and child Engagement• Agency Policy and Practice

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Improvement directed vs. Improvement directed vs. Status Quo orientedStatus Quo oriented

• From the Organizational Assessment Tool Kit◦A template for a summary report and strategic

plan◦Ongoing use of the self assessment document

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Relationship centered vs. Relationship centered vs. Individual centeredIndividual centered

From the Organizational Assessment Tool Kit◦Focus groups , tools include

Focus group scripts Suggested questions Planning for the focus groups document

◦Surveys, interviews and feedback forms that can be conducted with stakeholders

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Participation based vs. Participation based vs. Authority basedAuthority based

• From the Organizational Assessment Tool Kit◦In every level of the organizational assessment,

a comprehensive group of child welfare staff at all levels, families, youth, foster parents, community members, services providers and cross – system partners are collaborated with.

◦We know that for an initiative to be sustained a collaboration is essential.

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Application of AssessmentApplication of AssessmentFRESNO COUNTYFRESNO COUNTY

Birth– Six InitiativeAssessment Process

◦Focus Groups◦Self-Assessment Document◦“Scouting the Terrain”

Results of Fresno Assessment/Experience

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Other ApplicationsOther Applications

Respite Care Continuum

Kin Services Assessment

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Group ActivityGroup Activity‘Pick-a-Project’‘Pick-a-Project’

Adapting the Assessment Rating Tool◦Data◦Shared Values & Common Language

Marketing the Project◦Power Point presentation◦Executive Summary

Focus Groups vs. One-on-one

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Final Thoughts & Next StepsFinal Thoughts & Next Steps