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Prometheus Benchlearning Instrument

 

Benchmarking and Benchlearning

in the European Quality in Social Services

 

 

Introduction

 

The process of benchmarking involves more than giving marks; it is a way of comparing and measuring the social service provider’s strategy and performance against the "best-in-class” social service providers in the sector. The aim of benchmarking is to identify best practices that can be adopted and implemented by the social service providers with the purpose of improving their performance. The process of benchmarking can be divided into eight phases:

 

  1. Identify the functions, activities or processes to undergo benchmarking

  2. Categorise the importance of each subject area

  3. Determine whom to benchmark against

  4. Gather the benchmarking information

  5. Identify any performance gaps or variations

  6. Determine how to learn from the “best-in-class” (benchlearning)

  7. Implement the changes (bench action) of the benchlearning areas

  8. Ensure the continuous improvement of services

 

Carrying out benchmarking, benchlearning and bench action is not a one-time project. It is a continuous improvement strategy and a change management process. Thus benchmarking is a part of the Total Quality Management approach.

 

Definitions

 

Benchmarking is a process used in management, through which organisations evaluate various aspects of their processes and activities in relation to best practice, usually within their own sector. Benchmarking is simply about making comparisons with other organisations and then learning the lessons that those comparisons reveal.

 
Benchlearning is the process of learning how to improve practices through sharing knowledge, information and sometimes resources. Benchlearning is an active, continuous process and is considered to be one of the most productive forms of adult learning and an effective way of introducing organisational change.

 

 

The aim

 

The aim of benchlearning is to learn from the strengths and best practices of other organisations, learn from them the things they do well, search for inspiration in your own work and avoid the mistakes that others have made.

 

In the PROMETHEUS project the benchlearning is described as follows:

 

The benchlearning instrument will provide examples of good practice in meeting the KPIs (Key Performance Indicators) of the EQUASS Assurance certification programme. The examples of good practice can be used by the social service provider to get inspiration for implementation and / or development.

 

 

Benchlearning Instrument

 

The benchlearning instrument is a platform through which social service providers have the opportunity to learn from each other. By exchanging and sharing good practices social service providers can gain advantages in meeting the demands of the Common Quality Framework for Social Service of General Interest through the areas of approaches, planning, content and measuring results, implementing actions for improvement. 

 

Learning each other’s solutions is not always easy; if the context and approach is not comparable then learning opportunities are not always identified. Further, in some cases the solution is identified as being not comparable. The benchlearning process is a methodical framework to overcome barriers with the aim to facilitate the exchange of information. Benchlearning can be used to import the solutions of others but also to apply and organisation’s own solutions to common challenges.

 

The added value

 

Importing

 

"Not reinventing the wheel" is an expression that summarises the relevance of benchlearning. The main idea behind importing good practice is to take advantage of clever solutions, developed by other service providers.

Importing examples of good practice can be applied to various degrees of intensity and contribute to different outcomes:


1. Inspiration: Benchlearning helps to inspire own ideas or justification for own proposals.

 

2. Assessment: Own ideas can be assessed against existing solutions. This will facilitate:

-      to determine and to steer the chance of success of implementation;

-      to create commitment by referring to ‘proven technology’ and ‘proven methodology’.

-      to copy (part) of the solutions of others: strong result orientation by saving time and costs

 

Exporting

 

Exporting good practices is focused on the dissemination of own concepts and standards. This has the following advantages:

1. Positioning: by acting in an international context the social service provider will develop a position and a network. Processes and results sharing with other social service providers will lead to international goodwill and leadership.

2. Savings: raising and sharing own solutions in an international context as an accepted standard will prevent a confrontation with other standards.

The benchlearning platform is based on the actual needs of social service providers but should also offer examples of good practice currently in operation, based on a specified menu of topics. The menu reflect the challenges of the social service providers in the implementation of the Common Quality Framework for Social service of General Interest (EQUASS Assurance).

 

How to use the benchlearning instrument?

 

The benchlearning instrument give an overview of the Key Performance Indicators (101) which are used to measure the criteria of the EQUASS Assurance certification programme. If an example of this KPI is available the indicator is marked with an ‘X’. A direct link to the example is available on the KPI. All examples are approved and validated in external audits.

 

You may also add an example to this benchlearning instrument. The example should be send to This e-mail address is being protected from spambots. You need JavaScript enabled to view it and you should mention the following information:

 

 1. Name of the organisation

  2. Date of EQUASS Assurance certification

  3. Name of the auditor

  4. Name of the example

  5. Which indicator the example applies to

 

 

 

Overview KPI and available examples

 

 

 

 

Indicator

Example

1

The social service provider has documented its vision, mission and corporate values.

X

2

Employees are aware of the vision, mission and corporate values of the social service provider.

 

3

The corporate values of the social service provider are communicated with external customers.

X

4

The social service provider has a documented quality policy.

X

5

Employees are aware of the quality policy of the social service provider.

 

6

Stakeholders have the opportunity to give feedback on programmes and services.

 

7

Feedback from employees, funding bodies and persons served is registered.

 

8

Information is available on:

 

 

1. development of programmes and services.

 

 

2. processes and procedures.

 

 

3. performance of the organisation.

 

 

4. upcoming relevant events.

 

 

5. opportunities for employees involvement and development.

 

 

6. opportunities for person served involvement.

 

9

External stakeholders are aware of the programmes and services offered.

 

10

Is annual planning implemented?

 

11

The annual plan is approved by the board of management.

 

12

The annual planning process has a cyclic character:

 

 

a. Objectives / targets

 

 

c. Key activities

 

 

d. Tangible results

 

 

e. Review of objectives and targets

 

13

The social service provider collects feedback from stakeholders in the society.

 

14

The social service provider has tangible results in meeting needs and expectations of the society.

 

15

The social service provider is visible in community based activities.

X

16

The social service provider shows added value in community based activities.

X

17

Theapproach for staff qualification and staff development is documented and evaluated on annual basis.

 

18

The documentation for staff development contains:

 

 

a. approach of education

 

 

b. training and staff development

 

 

c. measures and activities

 

 

d. method to verify the desired outcome

 

 

e. job specifications

 

19

The performance of staff members, who are directly involved in the provision of services to the persons served, is reviewed periodically

 

20

The competence requirements for staff has been identified, specified, documented and evaluated on an annual basis,

 

21

Staffare familiar with the requirements for competence.

 

22

Gaps in competences are identified and corrective actions are implemented.

 

23

The policy, the criteria and the process for staff recruitment are documented.

 

24

The staff recruitment and retention policy is based on selection of:

 

 

a. Knowledge

 

 

b. Skills

 

 

c. Competences

 

25

The social service provider has documented its policies in compliance with the employment legislative framework.

 

26

The social service provider evaluates the working conditions of management, staff and volunteers.

 

27

The social service provider has a policy for showingrecognitionto staff and to volunteers.

 

28

The social service provider has implemented a charter of rights for the persons served.

X

29

The charter of rights conforms to international human rights conventions.

X

30

The charter of rights is known by the professionals.

 

31

The social service provider informs the persons served about their rights and duties.

 

32

Persons served sign a document about their rights and duties.

 

33

The social service provider informs all staff and volunteers of the rights and duties of the persons served.

 

34

The social service provider has a complaint management system which assures appropriate and objective investigation.

 

35

The social service provider shows transparency of results in the complaint management system.

 

36

The social service provider has a policy on ethics reflecting the dignity of persons served and protecting them from undue risk.

X

37

The social service provider trains all staff and volunteers on the ethics policy and the principles and values that govern behaviour in service delivery.

 

38

The social service provider has a policy and procedures for confidentiality of information and records on the persons served.

 

39

The social service provider’s policy on confidentiality is reviewed at least every two years with staff and persons served.

 

40

Employees,staff and volunteers are informed about the set of principles and values that govern behaviour in service delivery.

 

41

The social service provider has defined policies and procedures for assuring confidentiality of data.

 

42

The persons served are informed about the procedure to access his personal data

 

43

The social service provider defines the roles and responsibilities of management.

 

44

The social service provider has defined the roles and responsibilities of the functions directly involved with services delivery to the persons served.

 

45

The social service provider has partnerships with:

 

 

a. Social partners in the delivery of services for the persons served.

 

 

b. Funding agencies in the delivery of services for the persons served

 

 

c Organisation of persons served in the delivery of services for the persons served.

 

46

The social service provider evaluates the added value of its partnerships on regular basis.

 

47

The social service provider involves relevant external stakeholders in assessment of needs.

 

48

The social service provider involves userorganisations and purchasers in development of programmes to be set up.

 

49

The social service provider has a policy and procedures for active involvement of person served in planning and evaluation.

 

50

Persons served participate in the planning and reviewing of the service.

X

51

The social service provider facilitates the participation of the persons served based on their assessed needs.

 

52

The measures, activities and policy for participation have been agreed with the persons served or representatives of persons served.

 

53

The social service provider reviews the measures, activities and policy for participation of persons served or representatives of persons served on an annual basis.

 

54

The social service provider systematically facilitates the empowerment of the persons served.

 

55

The social service provider has tangible results of strengthening the empowerment of persons served.

 

56

The social service provider has identified measures for creating an empowering environment in the organisation.

 

57

The social service provider trains all staff to facilitate the empowerment of persons served.

 

58

The social service provider has identified its current and potential persons served.

 

59

The social service provider has identified the needs of current and potential persons served recently (< 3 years).

 

60

Services are provided at the most convenient place for users, families and carer’s.

 

61

The social service provider has identified the needs of:

 

 

a. the financing bodies

 

 

b. other relevant external stakeholders

 

62

The social service provider determines the success rate(s) of existing programmes in reaching their objectives and in meeting the needs of the persons served.

 

63

The social service provider delivers services based on the needs of the persons served.

 

64

The Individual Plan (IP) is revised based on the feedback of the person served.

 

65

The social service provider reviews its services on a regular basis with respect to expected outcomes of the person served.

 

66

The social service provider records the identified needs and expectations of the person served in an Individual Plan.

 

67

The Individual Plan contains:

 

 

1. persons served desired situation

 

 

2. overall goals

 

 

3. specific measurable objectives

 

 

4. methods / techniques / interventions to be used

 

 

5.staff involved and responsibilities for implementation

 

68

Each Individual Plan is signed by the person served or his/her guardian

 

69

The social service provider identifies and document the key service delivery processes.

 

70

The service delivery is consistent with the service specifications and with the goals of the annual plan.

 

71

The social service provider ensures that the staff has a common understanding of the key processes and of their responsibilities.

 

72

The social service provider operates a system that identifies, manages and documents the modification in service provision based on the changing needs of customers.

 

73

The social service provider requires having internal and/or external approval for all modifications in service provision.

 

74

The social service provider has procedures that describe how the provisions of a continuum of services / programmes are coordinated.

 

75

The social service provider evaluates processes of service delivery periodically to ensure that a continuum of services is available and accessible to meet the needs and interest of the persons served.

 

76

Evaluation on continuing service delivery is carried out on an annual basis.

 

77

The social service provider evaluates and reports barriers to seamless continuum and access to services on an annual basis.

 

78

The social service provider operates services characterised by a multidisciplinary approach to the persons served in their Individual Plan.

 

79

The social service provider ensures that quality of life is specific to and defined by each person and/or family receiving services.

 

80

The effectiveness of Quality of life programme is measured and reported?

 

81

The social service provider provides specific services to enhance the quality of life of the persons served.

 

82

The social service provider specifies and evaluates the competencies and skills for staff to enhance quality of life of persons served.

 

83

The organisation shows compliance with national legislation.

 

84

The social service provider measures and reports its performance against business objectives annually.

 

85

The social service provider compares the outcomes of the Individual Plan with the achieved outcome of the provided services.

 

86

The social service provider measures the achieved results of the objectives of each Individual Plan.

 

87

The social service provider measures the satisfaction of purchasers and funding bodies.

 

88

The social service provider reports its performance to purchasers and funding bodies.

 

89

The social service provider measures the satisfaction of the persons served.

 

90

The social service provider reports the satisfaction ratings of the persons served to the relevant stakeholders.

 

91

The social service provider reports records and outcomes containing results, outcomes, personal perceptions and achievements on an annual basis.

 

92

The report on records and outcomes is communicated to stakeholders in understandable form and language.

 

93

The social service provider seeks feedback on the report on records and outcomes from stakeholders.

 

94

The organisation’s improvement system a cyclic (PDCA) is characterised by:

 

 

1. Planned actions reaching the objective

 

 

2. Implementing the actions

 

 

3. Measuring the results of the actions

 

 

4. Implementing corrective actions

 

95

The results of quality improvement projects are documented.

 

96

The social service provider defines objectives and results for all improvement projects.

 

97

The social service provider establishes performance indicators for measuring the results of all improvement projects.

 

98

The social service provider is aware of the new and emerging needs of stakeholders.

 

99

The social service provider has examples of innovative ways of working.

 

100

The social service provider manages and monitors the innovation projects.

X

101

Results of innovation project are measured and reported.

 

 

 

 

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