Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and...
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![Page 1: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/1.jpg)
Utilising the Performance Culture ToolkitKaren Hargan - Director of Organisation Development and Community Planning
![Page 2: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/2.jpg)
Where are we with transition?
• Ballymena, Carrickfergus and Larne Borough Councils
• 830 employees plus Agency Workers
• 3 of 4 Directors appointed• 12/18 Heads of Service
appointed• Organisation Design
process for structures beneath HoS underway
• 9 staff have left under RPA Staff Severance Scheme
![Page 3: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/3.jpg)
Corporate Plan Priorities
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The short, medium and long term challenges …..
![Page 5: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/5.jpg)
Strategic Goal of the Performance Culture Pillar
Local Government will create an environment where,
– individual, team and Council goals are aligned; – individuals will receive continuous development
and feedback on performance and will be recognised for excellence in service delivery
![Page 6: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/6.jpg)
The Performance Culture Toolkit
![Page 7: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/7.jpg)
Stages of Building a Performance Culture
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The Power of Teams
• Reference to Project Teams throughout the Toolkit
• Aim to involve stakeholders from as wide a field as possible
• Focus for activity– Either the whole model– Or prioritised areas
• Development opportunity– Subject area– Change Management
• Talent Management
![Page 9: Utilising the Performance Culture Toolkit Karen Hargan - Director of Organisation Development and Community Planning.](https://reader035.fdocuments.in/reader035/viewer/2022081511/5a4d1b167f8b9ab05999197a/html5/thumbnails/9.jpg)
STAGE 1: CE & SMT Diagnostic Checklist • High level diagnostic checklist • Covers the 5 key elements of the Performance
Culture Model • RAG scoring• Provides a strategic current state analysis • Indicates the priority areas for action• Overview of where the Council is against Best
Practice.
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STAGE 2:Establishing the Project Team
Criteria Actions to date
Cross functional, cross cutting project team
• Participants identified by the SMT• Letter of invitation from the Chief Executive• Staff from across 3 areas• Involvement of new Heads of Service• Including trade union representatives
Need for change communicated to staff
• CE discussed during staff roadshows• Communicated through staff newsletter• Project Communications Plan
Clear Governance Processes • SMT Steering Group• Project Sponsor, Chair and Project Manager appointed• Clear Terms of Reference and Scope• Structured project management approach and
paperwork• Regular reporting on progress• Approvals to proceed to each stage of implementation
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Improving the Chances of Success
Evaluating the impact of change and capturing the learning
Visioning the change – creating and taking the decisions
Managing the existing business
CHA01608
DiagnosingChange
LaunchingChange
Evaluating the impact of change and capturing the Learning
Communicate, Communicate, Communicate
Building Options for Change
Making ChangeHappen
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STAGE 3: Implementation of the Model • Diagnostic checklists for
each of the 5 key elements within the model
• a step by step guide to put in place the key elements.
• Tools and techniques – best practice ways to implement effectively.
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Thank you for listening