OLM Executive Briefing North West Region - PowerPoint PPT Presentation


Title: OLM Executive Briefing North West Region


1
OLM Executive BriefingNorth West Region
  • 14 May 2008
  • Maureen Edwards

2
Programme for the Day
  • 10.30 Welcome and Introduction
  • 10.35 ESR Strategic Overview
  • 10.50 ESR Solution Overview (OLM in context of
    the Expansion Pack)
  • 11.00 OLM Benefits of using OLM
  • 11.20 OLM Case Study
  • 11.35 BREAK
  • 11.45 OLM Myths Dispelled
  • 12.10 OLM What is in it for your organisation?
  • 12.25 OLM/NLMS Solution Overview
  • 12.40 OLM Implementation Approach
  • 13.00 Questions, next steps and Lunch

3
ESR is THE Complete Workforce Solution for the NHS
  • Complete workforce management solution, bringing
    people and costs together in one place
  • Enables improved workforce management by
    providing timely and accurate information
  • Single point of data entry, across integrated
    ESR functionality
  • Single solution used across the organisation
    ensures consistency of information and ease of
    workflow
  • Management of the employee end to end life cycle

4
ESR Employee Life Cycle
Security/ URPs ( Allocation of URPs )
  • ESR gives complete information about
  • employee record
  • pre employment checks
  • appraisal and development
  • registration status
  • access to elearning

The Future (Self-Service/OLM )
Work Structures
Recruitment/ Erecruitment
Absence
Enter Maintain
5
ESR PDP/Appraisal Life Cycle
Stage 1 manager and employee review work
against KSF post outline. ESR Self Service
competency review completed and learning needs
identified (create learning path).
Note By using Employee Self Service the employee
is able to view the Learning Path agreed with
their manager and participate in any shared
development reviews.
Stage 4 - Joint evaluation of applied learning
and development.
Stage 2 manager and employee agree PDP and
complete in Self Service.
Stage 3 employee undertakes training and
development agreed during development review. OLM
accessed and updated.
6
ESR Strategic Position
  • ESR is a fundamental component of the DH and NHS
  • strategic workforce agenda
  • ESR will be the only recognised system for
    workforce
  • reporting from April 2009
  • ESR continues to facilitate NHS efficiency
    through linkages to national initiatives,
    including
  • E-Learning (National Learning Management System
    project)
  • Registration Partnership Project (RPP)
  • Availability of established ESR interfaces (e.g.
    Time Attendance)
  • ESR Data Warehouse enables significantly enhanced
    regional and national reporting. Current
    developments include a set of Dashboard
    Reports, enabling accurate benchmarking of key
    productivity metrics, including

7
Productivity Metrics
Better use of productive time ESR interfaces to
TA and Rostering Systems
8
Productivity Metrics
9
ESR Programme the next chapter
  • All NHS organisations now LIVE on ESR
  • The current stage of the ESR Programme is
    specifically focusing on supporting
  • gt progression through Readiness Assessment 5
    (within 6 months)
  • gt deployment of all ESR expansion pack
    functionality (OLM - within 7 months, Self
    Service within 14 months)
  • gt planning for and quantifying all ESR benefits

10
  • ESR Solution Overview
  • (OLM in context of the Expansion Pack)
  • Gordon Pearce
  • Account Manager Lead North West

11
Composition of ESR
Data Warehouse - Central Reporting
Standard Interfaces BACS E-KSF E-Recruitment Gener
al Ledger Inland Revenue NHS Pensions
Agency Optional Interfaces Occupational
Health Time Attendance Planned
Interfaces Deanery E-Learning Systems via
OLM GMC NHS Mail Occupational Health Smart
Card Registration Authority
Local Reporting
Recruitment App. Quick Entry App.
Management Mass Interview
Core HR Inter-Authority Transfers Employee
administration (New Hire Changes
-Termination) Employee Relations
Payroll Processing Data Capture Absence Pensions
Travel Expenses
Learning Administration (OLM) E-Learning
Talent Management
Self Service (Manager, Supervisor, Administrator
Employee)
Work Structures Organisation, Location,
Department, Position
Security (URPs, Local Systems Administration)
Underpinned by ESR National Business Processes
12
OLM Solution Overview
  • OLM is the Training Administration functionality
    within ESR
  • OLM enables management and control of all
    activities associated with training and
    development of staff, including
  • Set up of training events via the Course
    Catalogue hierarchical structure covering
    categories, courses, delivery mechanism
    (offerings) and classes (events)
  • Administration of training courses (enrolment,
    joining instructions, delegate lists, etc)
  • Enables management of external and internally
    provided courses
  • Standard reports include learning analysis,
    monitoring of staff training, identification of
    success/failure, knowledge gaps etc

13
OLM Solution Overview
  • Provides an automatic update of ESR employee
    records with training undertaken, associated
    competencies and qualifications
  • Learning paths can be created to deliver a range
    of objectives
  • Learner Access Restrictions can be set (by
    employee or position held) to ensure training is
    targeted to position and personal development
    plans
  • Facilitates shared training centres across
    multiple organisations

14
OLMIntegration to the Expansion Pack
  • Talent Management
  • Manage definition of local competencies which can
    then be linked to OLM catalogue entries
  • Appraisal / Personal Development Plans tie in to
    skills / competency frameworks Learning Paths
  • Direct entry and maintenance of qualifications,
    schools colleges, competency profiles
  • Self Service
  • Managers or employees can view the course
    catalogue and request enrolment on any class
    (subject to restriction rules)
  • Learning Evaluation feedback is available

15
Integration of ESR Expansion Modules
Learning Management
Administration of
available courses and
attendees
Talent Management
Self Service
Enrolment on
Competence
Go
-
Live
training
Detection of
Frameworks
courses
skills gaps
Footprint
Recording of
Competencies and
Development
Changes to records
Development
Review
instigated by managers
Reviews
process
and/or staff
ESR Expansion Pack
16
Expansion Pack Implementation
Information correct as at April 2008
17
Expansion Pack Implementation OLM percentage
within SHA
Information correct as at April 2008
18
  • OLM Benefits of using OLM

19
Benefits of using OLM / TM
  • OLM / TM provided FREE to NHS Organisations,
    saving costs on procurement, system
    implementation and associated maintenance
  • Integration within core ESR plus Self Service
    provides a single, comprehensive solution for
    workforce development
  • Workflow provides an integrated real time
    approach to the update and reporting of
    information
  • Single complete employee record created and
    maintained with training history, competency
    profile, qualifications, appraisal details
  • Employees can view all course offerings either
    via Self Service (or by publication of lists on
    an intranet site)

20
Benefits of using OLM / TM
  • Training can be targeted to match career
    frameworks, reducing costs and improving employee
    experience
  • National competency frameworks are built in (KSF,
    NOS, NWC) plus ability to define local
    competencies
  • Skills matching, skills gaps requirements can
    be highlighted
  • E-learning enhancements will deliver all content
    rom national providers (CfH, eLfH CLU) via
    OLM/ESR as well as enabling delivery of local
    content
  • Training history, competencies etc are
    transferred with all other employee data via the
    IAT process

21
OLM Case Study
  • Dawn Jennings
  • HR Director
  • Clatterbridge Centre

22
Programme for the Day
  • 10.30 Welcome and Introduction
  • 10.35 ESR Strategic Overview
  • 10.50 ESR Solution Overview (OLM in context of
    the Expansion Pack)
  • 11.00 OLM Benefits of using OLM
  • 11.20 OLM Case Study
  • 11.35 BREAK
  • 11.45 OLM Myths Dispelled
  • 12.10 OLM What is in it for your organisation?
  • 12.25 OLM/NLMS Solution Overview
  • 12.40 OLM/NLMS Implementation Approach
  • 13.00 Questions, next steps and Lunch

23
  • OLM Myths Dispelled
  • Maureen Edwards

24
OLM Myths
  • OLM doesnt work
  • INCORRECTOLM is already used (implemented or
    piloted) within 167 NHS organisations
  • Organisations have to pay to use OLM
  • INCORRECTall functionality within ESR remains
    FREE to the NHS (within current contract)
  • OLM is not part of the ESR solution
  • INCORRECTOLM is fully integrated within the
    ESR solution
  • ESR does not incorporate competency management
    functionality
  • INCORRECTcompetency management is a
    fundamental aspect of the Talent Management
    solution

25
OLM Myths
  • OLM is clunky
  • PERCEPTIONthe ESR team is aware of such
    comments and addresses concerns via established
    forums. However, OLM is also rated highly
    across the user community.

26
OLM Myths - Response
  • We listen and accept requests for change via
    Special Interest Groups, Regional User Groups and
    the National User Group
  • We continue to work with Oracle and McKesson to
    ensure the solution meets the needs of the NHS
  • OLM should be seen in context of the complete
    integrated ESR solution and overall benefits,
    rather than just from a perspective of training
    administration
  • Use of OLM ensures a single consistent approach
    throughout the NHS to training administration and
    staff development
  • DH position is that ESR is the Workforce system
    for all employee records

27
  • OLM What is in it for your organisation?
  • Gordon Pearce

28
What is in it for your organisation?
  • As an Employer
  • Training Needs Analysis can be conducted by gap
    analysis (negative reports)
  • Statutory and Mandatory Training requirements can
    bedefined against position
  • Tie up to CNST premiums where training has / has
    not been undertaken
  • Reports can flag qualifications due for expiry
  • Promotes an ability to plan and target training
  • Ensures staff are competent for the position they
    hold leading to improvements in patient care
    and reduced risk

29
What is in it for your organisation?
  • As an Employee
  • Consolidates training history in one place
  • Leads to efficiencies and integrity as data is
    keyed once to complement the employee record
  • Full training history and employee record is
    portable across the NHS (via IAT)
  • Enables access to elearning across the
    organisation
  • Supports national programmes provided by CLU,
    CfH, eLfH

30
What is in in it for your organisation -
Questions
  • Can you report on how many of your staff have
    completed statutory and mandatory training?
  • Can you demonstrate how many of your staff are
    trained in a CfH application in readiness for go
    live?
  • Can you pull all of this together for coherent
    Board level reporting on the skills of your
    workforce?
  • OLM can assist with these types of queries by
    using standard reports

31
  • OLM/NLMS Solution Overview
  • Nick Adcock
  • ESR Senior Development
  • Consultant

32
elearning - Key Facts
  • OLM / ESR functionality to be upgraded 31 May
    2008 to include elearning
  • Pilot project June August 2008 thereafter
    available across the NHS
  • National Content to be automatically added
    maintained in all OLM catalogues
  • All key national content providers signed up to
    provide material via ESR
  • Course content can be accessed on site and
    remotely
  • Local content can be delivered via OLM
  • Full OLM deployment not necessary for elearning

33
elearning - Architecture Access
N3 Environment (at work access)
ESR Elearning Functionality
ESR Core Application (including OLM)
Interface
elearning users accessing at work
Remote access elearning users
34
Employee OLM Life Cycle
35
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
36
Employee OLM Life Cycle
1
Successful applicant is identified using the
ESR recruitment module
37
(No Transcript)
38
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
2
39
Employee OLM Life Cycle
1
Successful Applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
40
(No Transcript)
41
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
4
Employee attends induction
42
(No Transcript)
43
(No Transcript)
44
(No Transcript)
45
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
5
4
Employee attends induction
46
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
Employee completes elearning modules either
at work or from home
6
5
4
Employee attends induction
47
(No Transcript)
48
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Updated competencies held against staff record
Training administrator books successful applicant
onto induction course prior to commencing
ESR tracks progress and test scores
2
3
Employee commences work
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
Employee completes elearning modules either
at work or from home
6
5
4
Employee attends induction
49
(No Transcript)
50
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
  • Supporting Reports
  • Class Listings
  • Non Attendance
  • Candidate Enrolments
  • Employees Without Specific Courses
  • Test Completion Statistics
  • Equal Opportunity Monitoring

Training administrator books successful applicant
onto induction course prior to commencing
2
7
3
Employee commences work
Employee completes elearning modules either
at work or from home
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
6
5
4
Employee attends induction
51
(No Transcript)
52
Employee OLM Life Cycle
Ongoing Staff Development
53
Employee OLM Life Cycle
Ongoing Staff Development
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
Provides NHS organisations consolidated reporting
on all training education undertaken
54
(No Transcript)
55
Employee OLM Life Cycle
Ongoing Staff Development
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
Competencies position requirements and personal
competency profiles can be analysed by managers
and reported on by Learning Administration
56
(No Transcript)
57
Employee OLM Life Cycle
Ongoing Staff Development
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
One stop, consistent point for access to all
elearning content
58
Employee OLM Life Cycle
Ongoing Staff Development
11
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
59
Employee OLM Life Cycle
Ongoing Staff Development
11
Employee leaves organisation to work elsewhere in
the NHS
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
12
Portable training record goes with employee
60
(No Transcript)
61
Employee OLM Life Cycle
Ongoing Staff Development
11
Employee leaves organisation to work elsewhere in
the NHS
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
12
Portable training record goes with employee
62
  • OLM Implementation Approach
  • Allan Morris
  • ESR Project Manager

63
Implementation Approach Key Points
  • Implementation toolkit available including a
    comprehensive Guide to Implementing OLM
  • Proven methodology and approach documented
    within the OLM Implementation Guide and used by
    organisations having deployed OLM
  • Benefits need to be quantified and measured
    locally
  • Delivery mechanisms for training (current and
    planned) need to be determined
  • Requirement to understand how accurate and
    complete your current data is?
  • Need to determine if OLM / TM will be used
    centrally or devolved?
  • Is a bureau service in operation?

64
Implementation Support
  • Data migration (course catalogue, training
    history)
  • Education available via eLearning course, access
    to TPLY
  • Access to NHS Operations and Benefits Team
    (assisting with vision, benefits, planning,
    data migration, familiarisation sessions, SIGs
    etc)
  • Regional networking
  • Kbase documentation (OLM Implementation Guide,
    Case Studies, Project Plans, Business Processes
    etc)
  • ALL AVAILABLE FREE!

65
Implementation Key Resource Requirements
  • Executive Sponsor
  • Project Manager
  • Training Manager/Lead
  • Local ESR Expert Users (Systems Administrator,
  • Workstructures Lead, Reports Lead, IT Lead)
  • NHS ESR Operations Benefits Team for support

66
Implementation Approach
Month 1
Month 2
Month 3
Month 4
Month 5
Month 6
Project Initiation
Pre-Implementation
  • Governance
  • Resources
  • Determine plan
  • Decision making
  • Document-ation
  • Support

Implementation
  • IT Set up
  • Process reviews
  • Collect data
  • Plan data migration
  • Agree naming conv
  • Training
  • Set up system access
  • Define training programmes
  • Reporting reqs
  • Enter catalogue data (manually or by migration)
  • Input additional data (classes, enrolments,
    resources, trainers etc)
  • Set up standard letters mail merge
  • Set up local competencies
  • Enter or migrate employee training history
  • Enter other employee data (competency profiles,
    qualifications etc)
  • Set up reporting

Roll Out Close
  • Publish catalogue
  • Initiate use of revised policy procedure
  • Deploy reports
  • Monitor use of system procedure
  • Review benefits
  • Lessons learned

Time scales are suggested only and may vary
according to local needs, size of organisation etc
67
Implementation Next Steps
  • Ensure attendance at the follow-up event,
    targeted at training and development managers
  • Ensure all available resources are exploited
    during the planning stages of implementation
  • Draw on experience of others for resource
    planning and how to put OLM to best use
  • Exploit the support offered by the NHS
    Operations and Benefits Team
  • Plan the integration of Core ESR, OLM/NLMS,
    Talent Management and Self Service
  • Revisit Vision and Assess Benefits

68
North West Virtual Learning Environment (VLE)
  • Mike Farrell
  • SHA e-Learning Lead
  • North West SHA

69
Programme for the Day
  • 10.30 Welcome and Introduction
  • 10.35 ESR Strategic Overview
  • 10.50 ESR Solution Overview (OLM in context of
    the Expansion Pack)
  • 11.00 OLM Benefits of using OLM
  • 11.20 OLM Case Study
  • 11.35 BREAK
  • 11.45 OLM Myths Dispelled
  • 12.10 OLM What is in it for your organisation?
  • 12.25 OLM/NLMS Solution Overview
  • 12.40 OLM/NLMS Implementation Approach
  • 13.00 Questions, next steps and Lunch

70
  • Questions
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OLM Executive Briefing North West Region

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Transcript and Presenter's Notes

Title: OLM Executive Briefing North West Region


1
OLM Executive BriefingNorth West Region
  • 14 May 2008
  • Maureen Edwards

2
Programme for the Day
  • 10.30 Welcome and Introduction
  • 10.35 ESR Strategic Overview
  • 10.50 ESR Solution Overview (OLM in context of
    the Expansion Pack)
  • 11.00 OLM Benefits of using OLM
  • 11.20 OLM Case Study
  • 11.35 BREAK
  • 11.45 OLM Myths Dispelled
  • 12.10 OLM What is in it for your organisation?
  • 12.25 OLM/NLMS Solution Overview
  • 12.40 OLM Implementation Approach
  • 13.00 Questions, next steps and Lunch

3
ESR is THE Complete Workforce Solution for the NHS
  • Complete workforce management solution, bringing
    people and costs together in one place
  • Enables improved workforce management by
    providing timely and accurate information
  • Single point of data entry, across integrated
    ESR functionality
  • Single solution used across the organisation
    ensures consistency of information and ease of
    workflow
  • Management of the employee end to end life cycle

4
ESR Employee Life Cycle
Security/ URPs ( Allocation of URPs )
  • ESR gives complete information about
  • employee record
  • pre employment checks
  • appraisal and development
  • registration status
  • access to elearning

The Future (Self-Service/OLM )
Work Structures
Recruitment/ Erecruitment
Absence
Enter Maintain
5
ESR PDP/Appraisal Life Cycle
Stage 1 manager and employee review work
against KSF post outline. ESR Self Service
competency review completed and learning needs
identified (create learning path).
Note By using Employee Self Service the employee
is able to view the Learning Path agreed with
their manager and participate in any shared
development reviews.
Stage 4 - Joint evaluation of applied learning
and development.
Stage 2 manager and employee agree PDP and
complete in Self Service.
Stage 3 employee undertakes training and
development agreed during development review. OLM
accessed and updated.
6
ESR Strategic Position
  • ESR is a fundamental component of the DH and NHS
  • strategic workforce agenda
  • ESR will be the only recognised system for
    workforce
  • reporting from April 2009
  • ESR continues to facilitate NHS efficiency
    through linkages to national initiatives,
    including
  • E-Learning (National Learning Management System
    project)
  • Registration Partnership Project (RPP)
  • Availability of established ESR interfaces (e.g.
    Time Attendance)
  • ESR Data Warehouse enables significantly enhanced
    regional and national reporting. Current
    developments include a set of Dashboard
    Reports, enabling accurate benchmarking of key
    productivity metrics, including

7
Productivity Metrics
Better use of productive time ESR interfaces to
TA and Rostering Systems
8
Productivity Metrics
9
ESR Programme the next chapter
  • All NHS organisations now LIVE on ESR
  • The current stage of the ESR Programme is
    specifically focusing on supporting
  • gt progression through Readiness Assessment 5
    (within 6 months)
  • gt deployment of all ESR expansion pack
    functionality (OLM - within 7 months, Self
    Service within 14 months)
  • gt planning for and quantifying all ESR benefits

10
  • ESR Solution Overview
  • (OLM in context of the Expansion Pack)
  • Gordon Pearce
  • Account Manager Lead North West

11
Composition of ESR
Data Warehouse - Central Reporting
Standard Interfaces BACS E-KSF E-Recruitment Gener
al Ledger Inland Revenue NHS Pensions
Agency Optional Interfaces Occupational
Health Time Attendance Planned
Interfaces Deanery E-Learning Systems via
OLM GMC NHS Mail Occupational Health Smart
Card Registration Authority
Local Reporting
Recruitment App. Quick Entry App.
Management Mass Interview
Core HR Inter-Authority Transfers Employee
administration (New Hire Changes
-Termination) Employee Relations
Payroll Processing Data Capture Absence Pensions
Travel Expenses
Learning Administration (OLM) E-Learning
Talent Management
Self Service (Manager, Supervisor, Administrator
Employee)
Work Structures Organisation, Location,
Department, Position
Security (URPs, Local Systems Administration)
Underpinned by ESR National Business Processes
12
OLM Solution Overview
  • OLM is the Training Administration functionality
    within ESR
  • OLM enables management and control of all
    activities associated with training and
    development of staff, including
  • Set up of training events via the Course
    Catalogue hierarchical structure covering
    categories, courses, delivery mechanism
    (offerings) and classes (events)
  • Administration of training courses (enrolment,
    joining instructions, delegate lists, etc)
  • Enables management of external and internally
    provided courses
  • Standard reports include learning analysis,
    monitoring of staff training, identification of
    success/failure, knowledge gaps etc

13
OLM Solution Overview
  • Provides an automatic update of ESR employee
    records with training undertaken, associated
    competencies and qualifications
  • Learning paths can be created to deliver a range
    of objectives
  • Learner Access Restrictions can be set (by
    employee or position held) to ensure training is
    targeted to position and personal development
    plans
  • Facilitates shared training centres across
    multiple organisations

14
OLMIntegration to the Expansion Pack
  • Talent Management
  • Manage definition of local competencies which can
    then be linked to OLM catalogue entries
  • Appraisal / Personal Development Plans tie in to
    skills / competency frameworks Learning Paths
  • Direct entry and maintenance of qualifications,
    schools colleges, competency profiles
  • Self Service
  • Managers or employees can view the course
    catalogue and request enrolment on any class
    (subject to restriction rules)
  • Learning Evaluation feedback is available

15
Integration of ESR Expansion Modules
Learning Management
Administration of
available courses and
attendees
Talent Management
Self Service
Enrolment on
Competence
Go
-
Live
training
Detection of
Frameworks
courses
skills gaps
Footprint
Recording of
Competencies and
Development
Changes to records
Development
Review
instigated by managers
Reviews
process
and/or staff
ESR Expansion Pack
16
Expansion Pack Implementation
Information correct as at April 2008
17
Expansion Pack Implementation OLM percentage
within SHA
Information correct as at April 2008
18
  • OLM Benefits of using OLM

19
Benefits of using OLM / TM
  • OLM / TM provided FREE to NHS Organisations,
    saving costs on procurement, system
    implementation and associated maintenance
  • Integration within core ESR plus Self Service
    provides a single, comprehensive solution for
    workforce development
  • Workflow provides an integrated real time
    approach to the update and reporting of
    information
  • Single complete employee record created and
    maintained with training history, competency
    profile, qualifications, appraisal details
  • Employees can view all course offerings either
    via Self Service (or by publication of lists on
    an intranet site)

20
Benefits of using OLM / TM
  • Training can be targeted to match career
    frameworks, reducing costs and improving employee
    experience
  • National competency frameworks are built in (KSF,
    NOS, NWC) plus ability to define local
    competencies
  • Skills matching, skills gaps requirements can
    be highlighted
  • E-learning enhancements will deliver all content
    rom national providers (CfH, eLfH CLU) via
    OLM/ESR as well as enabling delivery of local
    content
  • Training history, competencies etc are
    transferred with all other employee data via the
    IAT process

21
OLM Case Study
  • Dawn Jennings
  • HR Director
  • Clatterbridge Centre

22
Programme for the Day
  • 10.30 Welcome and Introduction
  • 10.35 ESR Strategic Overview
  • 10.50 ESR Solution Overview (OLM in context of
    the Expansion Pack)
  • 11.00 OLM Benefits of using OLM
  • 11.20 OLM Case Study
  • 11.35 BREAK
  • 11.45 OLM Myths Dispelled
  • 12.10 OLM What is in it for your organisation?
  • 12.25 OLM/NLMS Solution Overview
  • 12.40 OLM/NLMS Implementation Approach
  • 13.00 Questions, next steps and Lunch

23
  • OLM Myths Dispelled
  • Maureen Edwards

24
OLM Myths
  • OLM doesnt work
  • INCORRECTOLM is already used (implemented or
    piloted) within 167 NHS organisations
  • Organisations have to pay to use OLM
  • INCORRECTall functionality within ESR remains
    FREE to the NHS (within current contract)
  • OLM is not part of the ESR solution
  • INCORRECTOLM is fully integrated within the
    ESR solution
  • ESR does not incorporate competency management
    functionality
  • INCORRECTcompetency management is a
    fundamental aspect of the Talent Management
    solution

25
OLM Myths
  • OLM is clunky
  • PERCEPTIONthe ESR team is aware of such
    comments and addresses concerns via established
    forums. However, OLM is also rated highly
    across the user community.

26
OLM Myths - Response
  • We listen and accept requests for change via
    Special Interest Groups, Regional User Groups and
    the National User Group
  • We continue to work with Oracle and McKesson to
    ensure the solution meets the needs of the NHS
  • OLM should be seen in context of the complete
    integrated ESR solution and overall benefits,
    rather than just from a perspective of training
    administration
  • Use of OLM ensures a single consistent approach
    throughout the NHS to training administration and
    staff development
  • DH position is that ESR is the Workforce system
    for all employee records

27
  • OLM What is in it for your organisation?
  • Gordon Pearce

28
What is in it for your organisation?
  • As an Employer
  • Training Needs Analysis can be conducted by gap
    analysis (negative reports)
  • Statutory and Mandatory Training requirements can
    bedefined against position
  • Tie up to CNST premiums where training has / has
    not been undertaken
  • Reports can flag qualifications due for expiry
  • Promotes an ability to plan and target training
  • Ensures staff are competent for the position they
    hold leading to improvements in patient care
    and reduced risk

29
What is in it for your organisation?
  • As an Employee
  • Consolidates training history in one place
  • Leads to efficiencies and integrity as data is
    keyed once to complement the employee record
  • Full training history and employee record is
    portable across the NHS (via IAT)
  • Enables access to elearning across the
    organisation
  • Supports national programmes provided by CLU,
    CfH, eLfH

30
What is in in it for your organisation -
Questions
  • Can you report on how many of your staff have
    completed statutory and mandatory training?
  • Can you demonstrate how many of your staff are
    trained in a CfH application in readiness for go
    live?
  • Can you pull all of this together for coherent
    Board level reporting on the skills of your
    workforce?
  • OLM can assist with these types of queries by
    using standard reports

31
  • OLM/NLMS Solution Overview
  • Nick Adcock
  • ESR Senior Development
  • Consultant

32
elearning - Key Facts
  • OLM / ESR functionality to be upgraded 31 May
    2008 to include elearning
  • Pilot project June August 2008 thereafter
    available across the NHS
  • National Content to be automatically added
    maintained in all OLM catalogues
  • All key national content providers signed up to
    provide material via ESR
  • Course content can be accessed on site and
    remotely
  • Local content can be delivered via OLM
  • Full OLM deployment not necessary for elearning

33
elearning - Architecture Access
N3 Environment (at work access)
ESR Elearning Functionality
ESR Core Application (including OLM)
Interface
elearning users accessing at work
Remote access elearning users
34
Employee OLM Life Cycle
35
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
36
Employee OLM Life Cycle
1
Successful applicant is identified using the
ESR recruitment module
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38
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
2
39
Employee OLM Life Cycle
1
Successful Applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
40
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41
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
4
Employee attends induction
42
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44
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45
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
5
4
Employee attends induction
46
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Training administrator books successful applicant
onto induction course prior to commencing
2
3
Employee commences work
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
Employee completes elearning modules either
at work or from home
6
5
4
Employee attends induction
47
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48
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
Updated competencies held against staff record
Training administrator books successful applicant
onto induction course prior to commencing
ESR tracks progress and test scores
2
3
Employee commences work
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
Employee completes elearning modules either
at work or from home
6
5
4
Employee attends induction
49
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50
Employee OLM Life Cycle
1
Successful applicant is identified using the ESR
recruitment module
  • Supporting Reports
  • Class Listings
  • Non Attendance
  • Candidate Enrolments
  • Employees Without Specific Courses
  • Test Completion Statistics
  • Equal Opportunity Monitoring

Training administrator books successful applicant
onto induction course prior to commencing
2
7
3
Employee commences work
Employee completes elearning modules either
at work or from home
Employee self enrols on Core Learning Unit
elearning Courses, e.g. Health Safely,
Infection Control and Fire Training
6
5
4
Employee attends induction
51
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52
Employee OLM Life Cycle
Ongoing Staff Development
53
Employee OLM Life Cycle
Ongoing Staff Development
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
Provides NHS organisations consolidated reporting
on all training education undertaken
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55
Employee OLM Life Cycle
Ongoing Staff Development
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
Competencies position requirements and personal
competency profiles can be analysed by managers
and reported on by Learning Administration
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57
Employee OLM Life Cycle
Ongoing Staff Development
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
One stop, consistent point for access to all
elearning content
58
Employee OLM Life Cycle
Ongoing Staff Development
11
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
59
Employee OLM Life Cycle
Ongoing Staff Development
11
Employee leaves organisation to work elsewhere in
the NHS
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
12
Portable training record goes with employee
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61
Employee OLM Life Cycle
Ongoing Staff Development
11
Employee leaves organisation to work elsewhere in
the NHS
Connecting for Health education is required
either book employees on classroom based courses
or through elearning
As part of professional development, employee
completes professional elearning courses offered
by eLearning for Healthcare
Other local classroom elearning courses managed
8
9
10
12
Portable training record goes with employee
62
  • OLM Implementation Approach
  • Allan Morris
  • ESR Project Manager

63
Implementation Approach Key Points
  • Implementation toolkit available including a
    comprehensive Guide to Implementing OLM
  • Proven methodology and approach documented
    within the OLM Implementation Guide and used by
    organisations having deployed OLM
  • Benefits need to be quantified and measured
    locally
  • Delivery mechanisms for training (current and
    planned) need to be determined
  • Requirement to understand how accurate and
    complete your current data is?
  • Need to determine if OLM / TM will be used
    centrally or devolved?
  • Is a bureau service in operation?

64
Implementation Support
  • Data migration (course catalogue, training
    history)
  • Education available via eLearning course, access
    to TPLY
  • Access to NHS Operations and Benefits Team
    (assisting with vision, benefits, planning,
    data migration, familiarisation sessions, SIGs
    etc)
  • Regional networking
  • Kbase documentation (OLM Implementation Guide,
    Case Studies, Project Plans, Business Processes
    etc)
  • ALL AVAILABLE FREE!

65
Implementation Key Resource Requirements
  • Executive Sponsor
  • Project Manager
  • Training Manager/Lead
  • Local ESR Expert Users (Systems Administrator,
  • Workstructures Lead, Reports Lead, IT Lead)
  • NHS ESR Operations Benefits Team for support

66
Implementation Approach
Month 1
Month 2
Month 3
Month 4
Month 5
Month 6
Project Initiation
Pre-Implementation
  • Governance
  • Resources
  • Determine plan
  • Decision making
  • Document-ation
  • Support

Implementation
  • IT Set up
  • Process reviews
  • Collect data
  • Plan data migration
  • Agree naming conv
  • Training
  • Set up system access
  • Define training programmes
  • Reporting reqs
  • Enter catalogue data (manually or by migration)
  • Input additional data (classes, enrolments,
    resources, trainers etc)
  • Set up standard letters mail merge
  • Set up local competencies
  • Enter or migrate employee training history
  • Enter other employee data (competency profiles,
    qualifications etc)
  • Set up reporting

Roll Out Close
  • Publish catalogue
  • Initiate use of revised policy procedure
  • Deploy reports
  • Monitor use of system procedure
  • Review benefits
  • Lessons learned

Time scales are suggested only and may vary
according to local needs, size of organisation etc
67
Implementation Next Steps
  • Ensure attendance at the follow-up event,
    targeted at training and development managers
  • Ensure all available resources are exploited
    during the planning stages of implementation
  • Draw on experience of others for resource
    planning and how to put OLM to best use
  • Exploit the support offered by the NHS
    Operations and Benefits Team
  • Plan the integration of Core ESR, OLM/NLMS,
    Talent Management and Self Service
  • Revisit Vision and Assess Benefits

68
North West Virtual Learning Environment (VLE)
  • Mike Farrell
  • SHA e-Learning Lead
  • North West SHA

69
Programme for the Day
  • 10.30 Welcome and Introduction
  • 10.35 ESR Strategic Overview
  • 10.50 ESR Solution Overview (OLM in context of
    the Expansion Pack)
  • 11.00 OLM Benefits of using OLM
  • 11.20 OLM Case Study
  • 11.35 BREAK
  • 11.45 OLM Myths Dispelled
  • 12.10 OLM What is in it for your organisation?
  • 12.25 OLM/NLMS Solution Overview
  • 12.40 OLM/NLMS Implementation Approach
  • 13.00 Questions, next steps and Lunch

70
  • Questions
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