Skills Highway Workplace Literacy and Numeracy Workshop Terrace - - PowerPoint PPT Presentation

Skills Highway Workplace Literacy and Numeracy Workshop

Terrace Conference Centre Wellington 1 June 2017

Welcome!

Overview of the Workshop

• Lunch J
• Welcome and

introduc/ons

• Update: Skills Highway

and TEC

• Presenta/on: Damon

Whi@en, NCLANA Centre Manager

• A(ernoon tea J
• What’s new on the Skills

Highway website

– Measuring what ma@ers – Employers’ Guide to the Learning Progressions

• Wrap up
• Drinks and nibbles J

Skills Highway update Nicky Murray Programme Manager Skills Highway

Skills Highway revisited

• Established in 2008
• ‘Brand’ for workplace literacy and numeracy
• Website:

– General information – Success stories – News – Resources – Skills Highway Award

• Funded by the Tertiary Education Commission and

managed by the Industry Training Federation

Employer-led WPLN Fund

The Fund helps employers provide high-quality literacy and numeracy programmes that are customised for their workplace and which help address produc/vity

• pportuni/es or problems that have their root causes

in literacy and numeracy issues among employees.

‘Solving your business problem with literacy and numeracy upskilling must be at the centre of a successful applica>on’.

What does a high quality application contain?

• A clear articulation of the employer’s productivity
• pportunities or problems that literacy and numeracy

training can address

• Understanding and measurement of employee practices

that need to change to improve productivity

• Assessment of literacy and numeracy levels pre- and

post-training intervention

• Understanding and reporting of personal outcomes for

employees that then contribute to a higher performing workplace.

Update from the TEC Darel Hall

Principal Advisor Skills Highway Strategy and Priorities Team

TEC News

Some news and new implica/ons:

• An extra $3.5m in funding for 2017/18
• Hours and intensity of delivery

– You must ensure that:

• the total hours of literacy, numeracy, or literacy and numeracy tui/on delivered per

learner is between 25 and 80 hours; and

• the literacy, numeracy, or literacy and numeracy, tui/on is delivered at the

intensity of 40 hours over a 10 to 40 week period.

• Mul@-year contracts
• New forms

– Applica@on Form, Assessment criteria p10 – Consor@um Employer Par@cipants Form – Guide, p11 applica@on process

• Consor@a

Keep an eye on the website for future developments!

Skills Highway website update

• Survey of Adult Skills (PIAAC) key findings resource
• http://www.skillshighway.govt.nz/resources/building-capacity/survey-of-adult-skills-

piaac-resources

• Libraries change lives! Connecting workplace literacy

learners with local libraries

• http://www.skillshighway.govt.nz/resources/building-capacity/libraries-change-lives

Guest presenter

Damon Whitten, Centre Manager National Centre of Literacy and Numeracy for Adults

Measuring what matters: Metrics for WLN programmes

1 June 2017

Measuring what matters: What does the Skills Highway website say?

http://www.skillshighway.govt.nz/workplace-literacy/ measuring-success

• Measuring the success of your workplace literacy and

numeracy training is important. If you don’t set measures from the start, it will be difficult to make a comparison.

• Identify how you will measure success as part of your

planning, so you can then calculate the return on your investment and tell the story of your success

• It’s not something you can leave to chance!

The three ‘i’s that underpin a robust workplace literacy and numeracy programme

• What are the issues that can be related back to

literacy and numeracy?

• What are the interventions that will address

these?

• What are the indicators that will tell you what

difference the interventions have made?

Literacy and numeracy gains are important - but only part of the story

• The WLN Fund is about more than literacy and numeracy

gains

• We need to be able to convey the productivity gains and

business outcomes that are delivered

• …as well as the personal, whanau and community benefits

that may result

• This is important both for TEC reporting and for making the

case for continued investment in training (WLN and other training) back to businesses.

Indicators: Literacy and numeracy

Assessment Tool results

And here’s how the TEC would like to see these presented…

Go here for more information: https://thisisgraeme.me/2014/10/07/understanding-box-and-whisker-plots-as-used-in- the-literacy-and-numeracy-for-adults-assessment-tool/

Indicators: Qualitative or self-reported

• Qualitative measures/practice changes, e.g.

management opinion that incident reports are filled in more accurately, evidence of greater staff contribution in toolbox meetings

• Broad measures of customer satisfaction that can

reasonably be related to the programme intervention

• Broad measures of personal outcomes for employees,

e.g. employee satisfaction, reports of reading to children, making family budgets, making more community contributions.

Indicators: Business metrics

• Selecting three or four key metrics (preferably information

that is already collected by the business)

• Thinking broadly across the Balanced Scorecard framework

Processes e.g.

• Quality processes
• Compliance

People e.g.

• Career pathways
• Innova@on

Customer e.g.

• Customer sa/sfac/on
• Client rela/onships

Financial e.g.

• Opera/ng efficiency
• Waste management

Resources

• http://www.skillshighway.govt.nz/

workplace-literacy/measuring-success

• Exemplar metrics matrix
• ‘Measuring What Matters: How to Pick a

Good Metric’

• Metrics spreadsheet (to come)

Indicator example (1): Level of internal promotion

• Issue: Staff not stepping up to roles with increased

responsibility (lack of communication skills inhibiting confidence to apply for promotion)

• Intervention: Group project and presentations – increase

in ability and confidence to apply for internal promotion

• Indicator: Number of front line staff promoted internally

Metric: Internal promotions

• Key points

– Longitudinal data – Regular (but simple) record keeping – Goal established and reported on

Indicator example (2): Customer complaints

• Issue: Customer satisfaction compromised due to lack of

focus on customer needs

• Intervention: Focus on listening skills e.g.:
• awareness of different purposes for speaking
• listen for the gist or for specific information
• Indicator: Monitor number of customer complaints

Metric: Customer complaints

• Key points

– Longitudinal data; rolling annual data – Regular (but simple) record keeping – Goal established and reported on

Indicator example (3): Production efficiency

• Issue: Excessive machine down time as maintenance

instructions not complied with correctly

• Intervention: Focus on SOP documentation (read with

understanding)

• Indicator: Monitor employee production efficiency data

Metric: Production efficiency

• Key points

– Longitudinal data; use of denominator: employees/workforce hours – Regular (but simple) record keeping – Goal established and reported on

Employers’ Guide to the Learning Progressions

• http://www.skillshighway.govt.nz/resources/learning-

progressions

Wrap up

What’s up next?

– Skills Highway Awards Evening, 24 August – Employer focused event, Auckland, mid-September – South Island workshop, late November

What else can we offer?