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Improving Performance and Measuring Impact Cindy Walters, UTA SSW Graduate Regional Sales Director, Social Solutions
Improving Performance and Measuring Impact Cindy Walters, UTA SSW Graduate Regional Sales Director, Social Solutions
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Types of Performance
• Individual Performance
• Staff Performance
• Program/Agency Performance
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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)
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Striving for Alignment
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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.
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Football Analogy
The Game Score is
measurement
“How we did”
The Game Review is
“How we can improve”
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Individual Performance
• What is the Plan? – Service/Treatment Plan
• What is the Outcomes? – What is the impact or change we are
seeking?
• How to show the results?– Telling your story with data
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Individual Assessment Over Time
4. Organizational growth
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Individual Improvement
4. Organizational growth
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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
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Staff Efforts
4.
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#ClientEffortsEntityEffortsGeneralEfforts
Dates of Efforts
Num
ber
of
eff
ort
s
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Monitoring Staff
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Agency/Program Performance
• Strategic Plan
– Alignment with Mission
• Actual vs Projected Outcomes
• Funders Expectations
• Improvement/Capacity Building
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Areas to Consider
As an agency, how is your …
1. Organizational Stability
2. Financial Stability3. Program Quality (Products and Services)
4. Organizational Growth
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Combining It All Together
The whole is greater
than the sum of its parts
Ways to show your SUCCESS
4. Organizational growth
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Reporting Your ProgressWeighted Pre/Post Assessment
4. Organizational growth
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Progress in Time
0
200
400
600
800
1000
1200
1400
1600
Particip
ant i
s in
Imm
inen
t Dan
ger
Particip
ant i
s not
in a
Safe o
r Sta
ble p
lace
Particip
ant i
s in
Tem
pora
ry H
ousin
g
Particip
ant H
ousin
g is
Semi-P
erm
anen
t
Particip
ant l
ives i
n
Perman
ent H
ousin
g
615495
1,490
370 390Min
ute
s
Time Spent on Outcome ValuesHow much time has been spent on each value?
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Progress with Efforts
0
4
8
12
16
20
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Partic
ipan
t is i
n
Imm
inen
t Dan
ger
Partic
ipan
t is n
ot in
a
Safe
or S
tabl
e pla
ce
Partic
ipan
t is i
n
Tempo
rary
Hou
sing
Partic
ipan
t Hou
sing
is
Semi-P
erm
anen
t
Partic
ipan
t live
s in
Perm
anen
t Hou
sing
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11
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Co
un
t o
f e
ffo
rts
Actual Efforts Made to Reach Outcome ValueTotal efforts spent to reach Outcome Value
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Progress Over Time
4. Organizational growth
0
1
2
3
4
5
6
Janu
ary
Febru
ary
Mar
chApr
ilM
ayJu
neJu
ly
Augus
t
Septe
mbe
r
0
2
5 5
0
1
3
2
6
Net
Ch
ang
e
Net Change By MonthIs our effectiveness cyclical?
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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?
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Free WebinarsYou 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.
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Effective Performance Management
In summary, Effective Performance
Management is done on multiple
levels:
– Individual Clients
– Staff
– Program/Agency
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Scorecard – Season Results
The Game Score is
measurement
“How we did”
The Game Review is
“How we can improve”
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Let ETO help take you to the next level
For more information contact: Cindy Walters 303.579.9144
