Eileen Maeso CPT CDR Jennifer Sinclair April 11 2016 Analysis ISD FEA Harless ABCDHPT SNAHPT Needs Assessment Performance based Gap Analysis Major AccomplishmentsTasksSteps ID: 574444
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Mission Possible: Applying Systematic Approach to Analysis Eileen Maeso, CPT CDR Jennifer Sinclair
April 11, 2016Slide2
Analysis
ISD
FEA (
Harless ABCD)/HPTSNA/HPTNeeds AssessmentPerformance basedGap AnalysisMajor Accomplishments/Tasks/StepsCurrent State (Actual Performance)Optimal State (Desired Performance)aDDIE/Skills/KnowledgeHPT Interventions:Environmental Skills/KnowledgeAssignment/SelectionMotivation/IncentiveDetermine GapsHPT: Environmental Skills/KnowledgeAssignment/SelectionMotivation/IncentiveTraining outcomeIntervention RecommendationsIntervention RecommendationsSlide3
Strategic Needs Assessment
Alignment with all stakeholders-continuous process
Current State (Actual Performance)
Optimal State (Desired Performance)Gaps/Root CausesInterventionsEvaluation-continuousSlide4
ISPI HPT ModelSlide5
ISPI 10 Standards of Performance Improvement
Focus on results or outcomes
Take a systemic view
Add valueWork in partnership with clients and stakeholdersDetermine need or opportunityDetermine causeDesign solutions including implementation and evaluationEnsure solutions' conformity and feasibilityImplement solutionsEvaluate results and impact
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Principles
Practice
©2014 ISPI All Rights ReservedSlide6
Harless MethodologySlide7
Harless MethodologySkills and knowledge: influences on performance are the cognitive information, abilities, or discrimination processes the end-user/performer must memorize, or have access to (job aids) in order to accomplish a task.
Environmental
: The workplace provides environmental performance influences. They include the policies, procedures, instrumentation, ergonomics, tools, and climate that facilitate the accomplishment of a task. Assignment and selection: influences on performance are those elements that address personnel requirements and or standards for an existing or new position. Motivation and incentives: influences on performance are the intrinsic and/or extrinsic factors that may influence a performer to conduct or not conduct a task. Typically, motivation and incentive influences include feedback, recognition, independence, and monetary or non-monetary rewards. Based on Joe Harless’ ABCD ModelSlide8
Systemic/Organizational Change Work, Worker, Workplace Constant Alignment
What to do when you don’t have buy-in
Constant communications
Stakeholders buy-in-engage and keep PROSCI model-structured approachSlide9
Practical Application
AISSlide10
InstructionsYour mission, should you choose to accept it, is: given the case study, current state, optimal state and job aids, determine the gaps and make recommendations. Include how you will evaluate whether your recommendations are successful and how you plan to get and keep buy-in with stakeholders. As always, should you or any of your analysis agents get caught not adding value, not taking a systems view, not focusing on results or not establishing partnerships, the Company President will disavow any knowledge of your actions.
Good Luck!Slide11
Questions