Help to develop, improve, and sustain educators competence and confidence to implement effective...
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• Help to develop, improve, and sustain educators’ competence and confidence to implement effective educational practices and supports.
• Help ensure sustainability and improvement at the organization and systems level
• Help guide leaders to use the right leadership strategies for the situation
Implementation Drivers
Drivers
IMPLEMENTATION DRIVERS
Common features of successful supports to help make full and effective use of a wide variety of innovations
Core Implementation
Components
© Fixsen & Blase, 2008
Positive Outcomes for Students
Com
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ncy D
river
s Organization Drivers
Leadership
Effective Educational Practices
How:
What:
Why:
Professional Development/Professional
Learning
Capacity to provide direction and vision
Staff capacity to support children/families with the selected practices
Institutional capacity to support teachers & staff in implementing practices with fidelity
Performance Assessment(Fidelity)
Coaching
Training
Selection Com
pete
ncy
Drive
rs
© Fixsen & Blase, 2008
Implementation Drivers
Performance Assessment
Purposes
“Are we doing what we said we would do?”Measure fidelityMotivate implementationReinforce staff and build on strengthsInterpretation of Outcome DataFeedback on functioning of
» Recruitment and Selection Practices» Training Programs (pre and in-service)» Supervision and Coaching Systems
Implementation Drivers
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Performance Assessment Challenges
Drivers are ‘in service’ to a defined “it”
• No definition of “it”
• No definition of ‘fidelity’ to the “it”What’s the way forward?
Performance Assessment processes are weak
• Content
• Context
• No Competency indicators What’s the way forward?
Blaming the teacherWhat’s the way forward?
Implementation Drivers
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Performance Assessment(Fidelity)
Coaching
Training
Selection Com
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s
© Fixsen & Blase, 2008
Implementation Drivers
Selection
Purposes• Select for the “tough to teach traits”
• Screen for pre-requisites
• Set expectations for new hires – use of data, coaching
• Allow for mutual selection
• Improve likelihood of retention after “investment”
• Improve likelihood that training, coaching, and supervision will result in implementation
Implementation Drivers
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river
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Performance Assessment(Fidelity)
Coaching
Training
Selection Com
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river
s
© Fixsen & Blase, 2008
Implementation Drivers
Training
Purposes • Continue “Buy-in” process
• Knowledge acquisition
• Skill Development
• Form a ‘community’
• Get started…get better
Implementation Drivers
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Training and CoachingImplementation Drivers
OUTCOMES% of Participants who Demonstrate Knowledge, Demonstrate
New Skills in a Training Setting, and Use new Skills in the Classroom
TRAININGCOMPONENTS
Knowledge SkillDemonstration
Use in theClassroom
Theory and Discussion 10% 5% 0%
..+Demonstration in Training 30% 20% 0%
…+ Practice & Feedback in Training 60% 60% 5%
…+ Coaching in Classroom 95% 95% 95%
—Joyce and Showers, 2002
Performance Assessment(Fidelity)
Coaching
Training
Selection Com
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ncy D
river
s
© Fixsen & Blase, 2008
Implementation Drivers
Coaching
Purposes• Ensures fidelity
• Ensures implementation
• Develops application judgment in their setting
• Provides feedback to selection and training processes
• Grounded in “Best Practices”
• Must include direct observation and feedback
Implementation Drivers
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Organization Drivers
• Change Organizations and Systems
• Create and sustain hospitable organizational and system environments for effective services
• Develop functional data systems that can be used to inform decision-making
Implementation Drivers
Organization Drivers
Performance Assessment(Fidelity)
Coaching
Training
Selection
Systems Intervention
Facilitative Administration
Decision Support Data System
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river
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Organization Drivers
Implementation Drivers
© Fixsen & Blase, 2008
© Dean Fixsen, Karen Blase, Robert Horner, George Sugai, 2008
All organizations [and systems] are designed, intentionally or unwittingly, to achieve precisely the results they get.“
—R. Spencer DarlingBusiness Expert
Organizational Change
System ChangeEXISTING SYSTEM
EFFECTIVE INNOVATIONS
ARE CHANGED TO
FIT THE SYSTEM
EXISTING SYSTEM IS
CHANGED TO SUPPORT
THE EFFECTIVENESS OF
THE INNOVATION
EFFECTIVE INNOVATION
System ChangeCreating Capacity for Competent Change• New innovations do not fare well in current
organizational structures and systems
• Develop new position descriptions and job functions in State Departments of Education and in Regional and District systems.
“Systems trump programs.”—Patrick McCarthy, Annie E. Casey Foundation
Performance Assessment(Fidelity)
Coaching
Training
Selection
Systems Intervention
Facilitative Administration
Decision Support Data System
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Organization Drivers
Implementation Drivers
© Fixsen & Blase, 2008
Decision Support Data Systems
Purposes• Monitor and improve student outcomes through
data-based decisions
• Provide information to assess effectiveness of intervention and prevention practices
• Analyze the relationship of fidelity to outcomes
• Guide further program development Detect discrete issues as well as systemic issues
• Engage in continuous quality improvement Of the Intervention and the Drivers
• Celebrate success
• Be accountable to parents, Board of Education taxpayers, and other funders
Implementation Drivers
Organization Drivers
Performance Assessment(Fidelity)
Coaching
Training
Selection
Systems Intervention
Facilitative Administration
Decision Support Data System
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Organization Drivers
Implementation Drivers
© Fixsen & Blase, 2008
Facilitative Administration
Purposes• Creates an internally hospitable environment for
the new way of work – at the level of the “agency” (e.g. school, District)
• Facilitates the installation, implementation, and improvement of the Drivers for each innovation
• Takes the lead on Systems Interventions
• Looks for ways to make the direct work of practitioners (e.g. teachers, school staff) and administrators more effective and less “burdensome”!!
Implementation Drivers
Organization Drivers
Performance Assessment(Fidelity)
Coaching
Training
Selection
Systems Intervention
Facilitative Administration
Decision Support Data System
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s
Organization Drivers
Implementation Drivers
© Fixsen & Blase, 2008
Systems Intervention
Purposes• Identify and “lift up” systemic barriers and
facilitators to the next level to improve support for the new way of work
• Create an externally “hospitable” environment for the new way of work
• Embed facilitators and strengths
• Contribute to cumulative learning in multi-site projects
Implementation Drivers
Organization Drivers
Big Ideas that Help
• Linked Teaming Structures Linking Communication Protocols (e.g. agenda links,
meetings dedicated to feedback)
• Terms of Reference
• Practice to Policy Feedback surveys and action plans
Organizational Drivers
Organization Drivers
Drivers Integration with Other Frameworks
Implementation Drivers
Teams • Locus of Responsibility• Monitor Integration
Cycles • Within a Driver• Among Drivers
• Feed Forward• Feedback
Stages • Exploration• Installation• Initial Implementation• Full Implementation
Performance Assessment(Fidelity)
Coaching
Training
Selection
Systems Intervention
Facilitative Administration
Decision Support Data System
Adaptive
Technical
Integrated & Compensatory
Com
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Drive
rs
Organization Drivers
Leadership
Improved educational outcomes
Interventions meet
Implementation
Consistent Use of Educational Innovations
© Fixsen & Blase, 2008
Integrated and CompensatoryImplementation Drivers
• IntegratedConsistency in philosophy, goals, knowledge and skills across these processes (S/T/C/SE/DSDS/FA/SI)
• Compensatory At the practitioner level At the program level
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Leadership Drivers
Integrated & Compensatory