CalWORKs 2.0 Training and...
Transcript of CalWORKs 2.0 Training and...
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Culture ChangeWebinar #7
February 14th, 2018 @ 2:00-3:00PM
Facilitated by:
Natasha Nicolai, Mathematica Policy Research
Noelle Simmons, San Francisco Human Services Agency
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Event Materials and Recording
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Q&A
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click on the “Q&A” widget at the bottom and submit your
question.
– Please note, your questions can only be seen by our presentation team and are notviewable by other attendees.
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Technical Assistance
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Welcome!
Noelle Simmons
San Francisco Human Services
Agency
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Facilitators
Natasha Nicolai
Mathematica Policy Research
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Goals for this Webinar
• Review concepts to aid counties in determining county
priorities for culture change
• Discuss county goal setting with framing around
priorities and outcomes of interest
• Review CW 2.0 goal setting guide
• Review change management concepts
• Review planned implementation supports
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Implementation Webinar Series
This first webinar covers how to create a county foundation that
will support the culture change needed to shift successfully to the
CalWORKs 2.0 goal-achievement framework.
The next webinar will cover how to plan for and implement a road
test, and will cover a manual with county-appropriate resources.
Future webinar topics will depend on the support that counties
request.
Webinar Wednesdays - 2 p.m.
Today Culture Change
February 28 Road Tests
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Tools for Planning Culture Change
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CalWORKs 2.0- Culture Change Keys
• Effective engagement is a necessary first step to
helping participants and to decrease sanctions
• People will be more motivated to participate when
they are pursuing goals that are meaningful and
within their reach
• Executive function and self-regulation are key to
long-term job success and resilience
• Positive, supportive relationships are key to building
and modeling executive function skills
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How Outcomes Drive Program Logic: CW 1.0In
puts
Program resources
Activitie
s Federally defined work activities
Outp
uts
Hours
Outc
om
es WPR
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CalWORKs 2.0 Culture Change Keys cont.
• CalWORKs 2.0 program approach is designed to facilitate improved engagement by increasing choice and customer agency throughout the TANFexperience
• CalWORKs 2.0 also encourages skill building through adherence to a goal setting routine, and building meaningful staff interactions
• The effort is about creating a program environment that provides a strong foundation for CW 2.0 program approach to succeed, identifying priority opportunities for change, and providing staff with tools that help them to do their work differently
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How Outcomes Drive Program Logic: CW 2.0In
pu
ts Program resources
CalWORKs 2.0 Tools
Activitie
s CalWORKs program offerings and case management O
utp
uts
# Clients engaged
# Achieving goals
# Progressing toward higher level engagement
# Completing activity referrals
# Meeting federally defined work hours
Ou
tco
me
s
Clients’ skills
Job placements
Job retention
Reduced returns to aid
Resilience
Decreased recidivism
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Staff Skills Matrix and Fidelity Tool
• Provide concrete and discrete elements of staff skills
and program activities related to CW 2.0
• Aid counties in thinking critically about program
activity modifications and priorities for staff skill
development and training opportunities
• Together with the self-assessment, goal-setting
guide, and logic model framing – provide a
comprehensive model for what CW 2.0 could look like
fully implemented in a county
• Should be considered frameworks for program
assessment and culture change prioritization
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Reflection on Outcomes and Program Logic
Take a few minutes to think about how the shift in
outcomes for CalWORKs 2.0 is already showing up in
your county.
Write in the Q&A box …
– How is this shift impacting daily operations?
– What challenges are you facing or anticipating?
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CalOAR
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CalOAR Aligns with County Goal Setting
• Purpose: Develop a local accountability system that is
– Responsive to county variations
– Useful in making county-to-county comparisons
– Useful for state understanding of county function, program progress, and adequacy and allocation of resources
– Useful for counties to make internal team and program management decisions
– Receptive to appropriate accountability and improvement expectations that fall within the existing means of the county
• Metrics: Benchmarks and continuous quality improvement
– Process measures
– Outcome measures
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CalOAR Will Not Contradict County Goals
• The state will define a set of standardized (1) process and (2) outcome performance indicators
• Indicators and other information will be incorporated into a county self-assessment tool
• Counties will apply self-assessment tool
• Counties reflect on local variations, resources, perceived performance, and capacity while considering the state-defined performance indicators
• County writes improvement plan with specifications related to results from the self-assessment tool and data collected about performance indicators
• County submits improvement plan to CDSS; CDSS then reviews and certifies plans for completeness annually
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County Goal Setting
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County Goal-Setting is an Important Component
• Focuses everyone on the same destination
• Helps keep staff engaged
• Informs how to target limited resources
• Allows county to specifically and strategically make
changes
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Your County’s Destination
• On your participant packet or county goal-setting
guide, write down one program activity that you
would like to focus on.
• As we go through the goal-setting process, jot down
notes and thoughts so that you have the beginning of
a plan when the webinar ends.
• If you are participating as a team, compare notes as
soon as the webinar ends to take advantage of the
creative flow and make plans for your next steps
together.
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County-Level Goals Are the Foundation
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County Goal-Setting Process
Establish county CalWORKs goals
Identify goals for each core program
activity
Develop a system for measuring client progress
towards achieving their goals
Develop a process for regular review
of progress toward county and
program goals
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1. Be explicit about county CalWORKs goals
• Start by defining client success
• Goals should reflect the outcomes you hope to
achieve
• Effective goals are:
– Specific
– Measurable
– Attainable
– Realistic
– Time-bound
• Focus on a few goals at one time (no more than 3)
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2. Identify goals for select core program activities
• Start by defining success for each program activity
• This will lead to a clearer understanding of
– The purpose of each program activity
– How the activity contributes to the county goals
• Backward map from success to the program activity
and inputs to identify target components required for
success
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3. Develop system for measuring client progress
• Break longer-term goals into smaller steps
• Create a system for measuring progress
• Many ways to do this:
– Track participation in program
– Track participants’ progress toward achieving their goals
– Track progress on CalMAP
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4. Review County and Program Goals Regularly
• Establish a formal process for writing, distributing
and assessing progress on goals
• Review progress on goals on a regular basis
• Disseminate progress and updated goals to staff
– This process should be clear, transparent and produce a
summary available to all staff
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Strategies for Change Management
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Manage the Message
• Tell staff in advance that change is coming – give them
information about the impending changes in multiple
ways over multiple interactions
• Plan strategically in a way that is structured,
comprehensive, and thought through end-to-end before
release. Staff should get one clear message about change
• Choose key phrases that tie CalWORKs 2.0 to county
values and mission – use these in all communication
about CalWORKs 2.0
• Assuage fears early by speaking directly to anticipated
doubts and using messaging that makes a compelling
case against fears
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Pilot to Limit Change Fatigue
• Consider targeted staff and/or target participant types for early integration of tools into business processes
• Collect targeted feedback that directly answers most pressing questions and addresses need for understanding
• Stagger scale-up by program component, activity, or staff group – build on successes and knowledge development of early staff implementers
• Provide opportunities for peer learning and sharing early in the implementation and piloting phases
• Avoid full scale-up until after vetting business processes, tracking, and necessary staff skills
• Create routines around the tools and desired change
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Change Requires Safety
• Psychological safety is key to learning, creativity, and
successful buy-in to change
• Convey the GPDR/R message to staff: “There is no
failure, just feedback.” Drive home the message and
create space to make mistakes and learn in the process
• Help supervisors provide encouragement, offer safe
spaces for learning and asking questions, and reward
buy-in
• Provide staff with multiple avenues to provide feedback
and innovate
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Provide Adequate Support and Staff Training
• Consider delivering training in multiple formats
• Make trainings interactive and build on staff experiences- consider modeling and role playing
• Provide opportunities for peer support- observation, structured feedback, space to share successes and challenges (possibly without supervisors or managers)
• Integrate goal setting tools into regular supervision and management practices
• Use the staff skills matrix to prioritize trainings and skill building opportunities
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Share Your Success
Please share in the Q&A box (or the Forum page on the
website) a concrete strategy that has been successful
for your county. We will collect and share responses
on the Forum and Webinar pages on the website.
• What language or phrases have worked when sharing
the message of change with staff?
• Where did you start with a pilot or road test?
• What was a key strategy that promoted safety for
mistakes?
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Questions?
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Next Steps
• Review the county level guide with implementation
lead team and initiate goal setting
• Devise comprehensive strategic plan to manage
change process; create messaging plan
• Share strategic plans with county cohorts and
implementation support lead
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Implementation Support Opportunities
• One-on-one calls with implementation leads
• Bi-weekly support calls
• Next generation website and forum
• Webinars and newsletters, Wednesdays at 2:00pm
• Video demonstrations of the tools (forthcoming)
• Individual county consultations
• Training from team or UC Davis (forthcoming)
• How to get help: email [email protected]
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Contact us with any questions
• Natasha Nicolai, Mathematica Policy [email protected]
• Noelle Simmons, San Francisco County [email protected]