Using An Organizational Using An Organizational AssessmentAssessment::
A framework to Help Agencies Build on Strengths, Recognize Challenges, and Develop a Comprehensive Work Plan, CWDA 2008
Stacie Buchanan, Barrett Johnson, Lisa Molinar and Andrea Sobrado.
AgendaAgendaWelcome & IntroductionsObjectives of this SessionWhy an Organizational Assessment?Engaged Organizational ClimatesGuiding PrinciplesComponents of an Organizational
AssessmentApplying the Organizational AssessmentDiscussion & Questions
Objective for this sessionObjective for this session
Why is an organizational assessment important?Participants will explore guiding principles of
organizational development when embarking on a new project or initiative
Will be given concrete assessment tools that will fulfill the guiding principles
Hear case examples and outcomes when conducting an assessment
Explore ways to apply the learning in their own organization.
Why the Need for an AssessmentWhy the Need for an Assessment
Multiple Initiatives throughout CAThe California Outcomes and
Accountability System (PQCR, CSA, SIP)The Data/Outcomes RevolutionTrend to turn to training first and not
completing a systems analysis
Initiatives & Change: Initiatives & Change: What we knowWhat we know
Most EB Interventions are not implemented
We have only begun to look at creating an atmosphere in the workplace for Evidence-Based Practice
The organizational Culture and Climate influence both of these things
Initiatives & Change Initiatives & Change : : Some DefinitionsSome Definitions
Organizational Culture“the way things are done around here”The shared norms, beliefs and behavioral
expectations that drive behavior and communicate what is valued in an organization
Summary of definitions from:
Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1).
Initiatives & Change Initiatives & Change : : Some DefinitionsSome Definitions
Organizational Climate“How it feels to work here”The agreed upon (i.e. not just individual)
perception of the psychological impact of the work environment
Summary of definitions from:
Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1).
Why does it matter what the Why does it matter what the social workers think of the social workers think of the organization?organization?
• “Caseworkers in agencies with more engaged climates reported significantly greater job satisfaction, and caseworkers in agencies with more stressful climates reported significantly less job satisfaction.”
“ Children served by agencies with more engaged climates had significantly better outcomes”
Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications
Engaged Climates Engaged Climates • “caseworkers who provide services within
agency work environments that have more engaged climates (i.e. high in personal accomplishment and low in depersonalization) are more likely to accomplish these objectives” – Individualized casework–Personalized relationships–Focus on achieving best results for each child
Guiding PrinciplesGuiding Principles
• Mission driven vs. rule driven• Results oriented vs. process oriented• Improvement directed vs. status quo oriented• Relationship centered vs. individual centered• Participation based vs. authority based
• Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications
Assessment Tool Kit ComponentsAssessment Tool Kit Components
Power Point Presentation
Focus GroupsSelf-Assessment
Rating DocumentStrategic Planning
GuideTemplate for
Summary Report
Mission Driven vs. Rule Mission Driven vs. Rule DrivenDriven
• From the Organizational Assessment Tool Kit–A Power point presentation and speaking points
for the County to share with their staff and other stakeholders regarding the information obtained from other tools and the importance of embarking on this process. –A one page executive summary is prepared to
share with staff and other stakeholders.–A clear Vision and mission are established.
Results oriented vs. Results oriented vs. Process orientedProcess oriented
• From the Organizational Assessment Tool Kit–A self assessment rating document is completed on
an ongoing basis by the agency and other stakeholders to assess baseline performance and thoroughly review their system, focusing on progression within the continuum. The domains assessed include:• Collection and use of data• Shared Value and Common Language• Training and Engagement of Staff• Training and Engagement of Partners• Parent, youth and child Engagement• Agency Policy and Practice
Improvement directed vs. Improvement directed vs. Status Quo orientedStatus Quo oriented
• From the Organizational Assessment Tool Kit◦A template for a summary report and strategic
plan◦Ongoing use of the self assessment document
Relationship centered vs. Relationship centered vs. Individual centeredIndividual centered
From the Organizational Assessment Tool Kit◦Focus groups , tools include
Focus group scripts Suggested questions Planning for the focus groups document
◦Surveys, interviews and feedback forms that can be conducted with stakeholders
Participation based vs. Participation based vs. Authority basedAuthority based
• From the Organizational Assessment Tool Kit◦In every level of the organizational assessment,
a comprehensive group of child welfare staff at all levels, families, youth, foster parents, community members, services providers and cross – system partners are collaborated with.
◦We know that for an initiative to be sustained a collaboration is essential.
Application of AssessmentApplication of AssessmentFRESNO COUNTYFRESNO COUNTY
Birth– Six InitiativeAssessment Process
◦Focus Groups◦Self-Assessment Document◦“Scouting the Terrain”
Results of Fresno Assessment/Experience
Group ActivityGroup Activity‘Pick-a-Project’‘Pick-a-Project’
Adapting the Assessment Rating Tool◦Data◦Shared Values & Common Language
Marketing the Project◦Power Point presentation◦Executive Summary
Focus Groups vs. One-on-one
Top Related