Doing, Learning, Changing

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Doing, Learning, Changing

• Melissa Mills
• NSW HEALTH RTO
• A dipped in gold,
• national treasure

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Presentation overview

• Background to project and RTO
• Doing what did we do?
• Learning what did we learn?
• Changing what and how will we change?

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NSW Health

• NSW Health is a
• Registered Training Organisation (RTO)
• 100,000 staff
• 17 disparate Learning and Development teams
  comprising a single RTO
• variable levels of access to national
  qualifications
• collaboration difficult

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Olga Brown FLL 2001

• Looked at learning models used across the 17
  teams
• most were using traditional face to face teaching
  models
• New England Area Health Service was the flexible
  one
• e-learning trial
• development of change management plan for
  flexible learning for RTO

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DOING

• Goal Melissa Mills FLL 2002
• Formulate, and get agreement on, an
• e-learning change management plan for the
• NSW Health RTO following an e-learning trial

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MORE DOING

• Working group 6 out of 17 teams represented
• Debra Andrews, Central Coast Health
• Pam Brinsmead, Greater Murray Health
• Ross Hartley, New England Health (project
  sponsor)
• Scott Kimbley, Northern Sydney Health
• Sandie Turner, Hunter Health
• Sally Van Ede, Illawarra Health

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AND MORE DOING

• Flexible learning rather than e-learning
• Geographically dispersed working group had to be
  flexible in how it DID
• Face to face meetings teleconference email
• ASYNCHRONOUS ONLINE DISCUSSION GROUPS

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EVEN MORE DOING

• Introducing www.nio.com.au
• A free, internet based, private discussion group
• Lack of technology
• Design great learning activities around whatever
  technology you have available
• (Daunt, 2002)

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LOTS OF DOING

• 6 week online course using nio discussion groups
• Marketed to staff across the RTO via Learning and
  Development Managers
• 96 enrolments within 10 days
• Had to limit to six groups of 16
• A very brave working group

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LEARNING

• 84 commenced
• 13 out of the 17 teams represented
• A wide range of staff
• 45 completed
• 54 completion rate

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LEARNING

• 53 pre/post course evaluation questionnaires
• No change in attitudes
• Significant improvement on all ten skills
• use of email for learning
• Use of asynchronous online discussion groups
• Searching the Internet
• Accessing ANTA website

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More learning

• Future delivery 75 will change how they deliver
• 40 will deliver online or include an online
  component

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So what did we learn?

• Unprecedented interest in the online course
• Staff want to change
• Collaboration is not that difficult to achieve
• FLL was an excuse or a catalyst for change

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Changing

• Flexible learning change management plan
• Goal increase flexible offerings
• Strategies orientate LD managers
• orientate LD staff
• orientate learners
• orientate health managers
• to their roles and responsibilities
• within a
  flexible learning culture

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More changing

• LD managers need to lead, manage and implement
  this change
• LearnScope and FLL funding in 2003

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Summary

• The impossible is possible
• Catalysts (FLLs) drive change
• Change needs a championor two
• Change needs commitment
• Highlight working group staying together to
  collaborate further in 2003

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Questions Comments