Employee Development Framework
Background
Need
Employees at a public health provider seeking clarity on how to progress in their roles and improve outcomes for users, and for the business to identify and support skill gaps.
​
Role
Working freelance as a consultant, I designed and led the project end-to-end from empathise to implementation.
​​
Users
Delivery staff, managers and senior team of the public health service provider.
​
Team
Senior management: fed back on alignment with business objectives, decision makers and sign-off.
Middle managers: fed back in workshops on feasibility, and handed project and assets at point of implementation.
Delivery staff: fed back on usability and clarity, became users at point of implementation.
Learning & Development team: consulted on direction and alignment with L&D policy
​
Timeline
Feb 2023: Project planning and initiation
Mar 2023: Survey & interviews, creation of prototypes
Apr 2023: Feedback and usability workshops
May 2023: Training collateral, assets implemented and sign-off with senior team
Design Process
Empathise
-
Qualitative surveys and interviews conducted with all levels of the organisation.
-
Grew understanding of needs, emotions and organisational culture around development:
-
Inconsistencies in communication on the opportunities available for growth
-
Staff unclear on how to structure, and what to aim for their professional development
-
​
Define
-
User insights turned into a thematic analysis.
-
Identified priority needs to be addressed with the framework:
-
Create clear map of progression between roles​
-
Create clear framework for skills and abilities for each job role, and recommended time for development work each month
-
​​
Ideate & Prototype
-
Creation of updated staff journeys to incorporate professional developoment meetings with managers, and between peers.
-
Brainstorming a tailored 'career map' in workshops with Learning & Development specialists.
-
Prototyping development plans to outline the skills required for each job role, and how these might be assessed by managers.
-
Draft skills matrix created across the organisation.
​
Test
-
Brainstorming workshops held with staff and managers to gather feedback on the clarity and usability of the framework.
-
Further breakdown of data skills to distinguish how it is used differently between roles
-
Further breakdown line management skills
-
Remove recommended timeframes for development as too subjective
-
Recognition of skills in supporting people with more varied disabilities
-
-
Refined the assets to make sure they were truly understandable and viable before launch.
​
Launch
-
Assets and processes implemented using training collateral such as operating procedures and follow-along videos.
-
Final presentations and Q&A held.
-
Recommendations for next stages of work and further organisational change that was uncovered in the thematic analysis.
Outcomes
Service Outcomes
-
'Career map' successfully launched to demonstrate progression routes within the company.
-
Professional development plans were made available for all managers and staff to identify competencies and skills to focus their progression time and discussions.
-
Skills matrix was used in the next round of hiring to identify skill gaps and hire essential abilities.
​
Learnings
-
Timing and context within the business is imperative to success:
-
Client's business was going through an acquisition
-
This confused the implementation of a new staff journey and limited the amount of time and attention from staff​
-
