Chesterfield University: Transitioning Learning to the Organization

Chesterfield University

Transitioning Learning from HR to the Organization

Chesterfield University

Transitioning Learning from HR to the Organization

Kevin W. Bruny, SPHR

Chesterfield County, Virginia

“Learning is not attained by chance, it must be sought for with ardor and attended to with

diligence” -Abigail Adams,

1780

• 1992 - Total Quality Improvement• 1992 - Senior Leadership trained• 1993 - Employees trained• 1994 - Received the Virginia Senate Productivity

Quality Award (SPQA) Medallion• 1996 - TQI University (in partnership with

John Tyler Community College)• 1997 - BOS adopted Strategic Plan• 1998 - Received the Virginia Award for Continuing

Excellence (SPQA)• 1999 - Chesterfield University

Our TransitionOur Transition

Shift from Training to LearningShift from Training to LearningPLACE

CONTENT

METHODOLOGY

AUDIENCE

FACULTY

FREQUENCY

GOAL

Classroom Anywhere, Any place

Upgraded Technical Skills Build Core WorkplaceCompetencies

Learn by Listening Action Learning

Internal EmployeesEmployees, Citizens,

Customers, & Suppliers

Training Professionals& Consultants

Senior Leaders &Professors/Consultants

One Time Events Continuous LearningProcess

Build Individual’sInventory of Skills

Solve Business Issues &Improve Performance

© Corporate University Xchange, Inc.

What Is a Corporate University?

What Is a Corporate University?

“Is an educational entity that is a strategic tool designed to assist its parent organization in achieving its mission by conducting activities that cultivate individual and organizational learning, knowledge, and wisdom.”

Mark Allen, Ph.D. The Corporate University Handbook

“The process by which an organization integrates strategic, results-driven, and lifelong learning throughout its entire workforce chain.

Karen Barley, President, Corporate University Enterprise, Inc.

Schools of Learning•Applied Business & Technology•Health, Environment, Safety & Security•Leadership & Personal Effectiveness•Policy and Practice•Public Safety•Quality and Continuous Improvement

Schools of Learning•Applied Business & Technology•Health, Environment, Safety & Security•Leadership & Personal Effectiveness•Policy and Practice•Public Safety•Quality and Continuous Improvement

Chesterfield UniversityChesterfield University

Job SpecificCompetencies

CountyCoreCompetencies

TotalQuality

Competencies

Responsible Protectors of the

Environment

TheEmployerof Choice

ExtraordinaryQualityof Life

Exemplary Stewards of the Public Trust

and Model for Excellence

First Choice

BusinessCommunity

Provide World-

classCustomer

Service

The Safest and

Most Secure

Community

© Copyright 2000Chesterfield County, Virginia

Goals•Provide benefits to citizens•Provide benefits to employees•Provide benefits to the organization

Goals•Provide benefits to citizens•Provide benefits to employees•Provide benefits to the organization

Chesterfield’sMission

MissionProvide continuous learning thatpromotes individual andorganizational success

MissionProvide continuous learning thatpromotes individual andorganizational success

What Are the Expected Outcomes?

What Are the Expected Outcomes?

• Attracting and retaining employees• Increased technological literacy• Creating knowledge and information

sharing forums - Communities of Practice

• Greater involvement of leaders as learners and faculty

• Creating customized and convenient opportunities for learning and development

• Core Competencies• Communication/Marketing Strategy• Measurement Model• Curriculum Standards Model• Learning Technology• Training Register™ Implementation• Instructor Development Model• Schools of Learning• e-learning Solution

Tactical TeamsTactical Teams

Developed Core Competencies

Developed Core Competencies

• Conducted extensive research by benchmarking other organizations

• Surveyed Department Directors• Established draft of competencies

– behavioral definitions at 4 levels - frontline, supervisors, managers, & executives

– linked to County’s Strategic Plan

• Approved by Leadership Group• Conducted Focus Groups to validate

Core CompetenciesCore Competencies• Communication• Continuous Learning• Leadership• Planning and Organizing• Interpersonal Skills• Flexibility• Reasoning• Customer Focused Service

Schools of LearningSchools of Learning

Health, Environment, Safety, and Security George Hayes, Dean

Health, Environment, Safety, and Security George Hayes, Dean

Applied Business Skillsand Technology

Richard Cordle, Dean

Applied Business Skillsand Technology

Richard Cordle, Dean

Leadership & Personal Effectiveness

Jana Carter, Dean

Leadership & Personal Effectiveness

Jana Carter, Dean

Quality &Continuous Improvement

Jo Rohr, Dean

Quality &Continuous Improvement

Jo Rohr, Dean

Policies and PracticesKarla Gerner, DeanPolicies and PracticesKarla Gerner, Dean

Public SafetyThierry Dupuis, Loy Senter,

Dennis Proffitt, Co-Deans

Public SafetyThierry Dupuis, Loy Senter,

Dennis Proffitt, Co-Deans

Council on LearningCouncil on LearningThe Council on Learning is a 15 member governing body overseeing the operation and effectiveness of Chesterfield University and organizational learning. The Council is responsible for decisions affecting all aspects of the university operations including resource allocations, communication and marketing, registration, alignment with county strategies, and overall evaluation of learning.Community Development County

AdministrationChesterfield Co. Schools FireHuman Services Management ServicesPolice Sheriff

UniversityDean

University OperationsPlanning, Marketing &

Evaluation

University Systems

Learning Delivery

Learning Design & Technology

ChangeManagement

Human ResourceManagement

Human ResourceManagement

County Administrator

County Administrator

School of Applied Business and TechnologyRichard Cordle, Dean

School of Applied Business and TechnologyRichard Cordle, Dean

Council on LearningCouncil on Learning

Schools of LearningSchools of Learning

School of Health, Safety and Security George Braunstein, Dean

School of Health, Safety and Security George Braunstein, Dean

School of Leadership & Personal EffectivenessJana Carter, Dean

School of Leadership & Personal EffectivenessJana Carter, Dean

School of Policies and PracticesKarla Gerner, Dean

School of Policies and PracticesKarla Gerner, Dean

School of Public SafetyThierry Dupuis, Paul Mauger, Dennis Proffitt, Deans

School of Public SafetyThierry Dupuis, Paul Mauger, Dennis Proffitt, Deans

School of Quality & Continuous ImprovementJo Rohr, Dean

School of Quality & Continuous ImprovementJo Rohr, Dean

Board of AdvisorsBoard of Advisors






Public Safety Training Managers

Public Safety Training Managers

LanguageDevelopment

Board of AdvisorsBoard of Advisors• The Board of Advisors oversees the creation and delivery of curriculum within a school of

learning while monitoring student registrations and course evaluations.• Each Board oversees the identification, selection, and mentoring of instructors for the

school.• The Board shall also cultivate and recommend learning partners (Universities, Colleges,

private learning providers) to the Council on Learning when an identified partnership will enhance existing curriculum, meet an assessed need, increase efficiency, or reduce cost.

Instructor-Led and Online Instructor-Led and Online

350 online courses mapped toSchools of Learning and Core Competencies

553 instructor-led courses mapped toSchools of Learning and Core Competencies

Blended Learning Strategy

Blended Learning Strategy

Principles of Human ResourceManagement Certificate

Strategic LeadershipLearning Community

Online Book Club

Authoring Software Initiative

FY08 Strategic Learning Solutions

FY08 Strategic Learning Solutions

Type of LearningNumber of

Classes/Courses Delivered

Total Number of

Students

Total Student

Hours

Instructor-Led:

Classroom 2,246 35,997 273,717

Self Paced:

Online-Internally Developed

2,265 2,265 993

Online-Externally Developed

846 846 1,593

CD-ROM 112 112 224

Quizzes 155 155 78

Total 5,624 39,375 276,604

Learning ActivityLearning ActivityAverage Hours & Cost

Per EmployeeFY04 FY05 FY06 FY07 FY08

Average Hours Per Employee

25.82 30.00 37.73 40.12 61.06

Average Cost Per Employee

$547.66 $624.14 $616.68 $714.21 $744.15

Average Cost Per Hour $21.21 $20.81 $16.34 $17.80 $12.19

Percent of Payroll 1.60% 1.70% 1.63% 1.80% 1.84%

Number of Employees 4,141 4,170 4,283 4,296 4,530

Total Hours 106,928 125,096 161,614 172,353 276,604

Total Cost $2,267,875 $2,602,679 $2,641,224 $3,068,246 $3,370,999

*Includes operational and direct payroll costs for Chesterfield University and Public Safety

Comparison To Other Organizations and Industry

Trends

Comparison To Other Organizations and Industry

Trends

FiscalYear

ExpenditurePer

Employee

% of Payroll

Cost Per Training

Hour

TrainingHours Per

Employee

Chesterfield County

FY04 $548 1.6 $21.21 25.82

FY05 $624 1.7 $20.81 30.00

FY06 $617 1.6 $16.34 37.73

FY07 $714 1.8 $17.80 40.12

FY08 $744 1.8 $12.20 61.00

Government*

FY04 $834 1.6 N/A 23.04

FY05 $690 1.4 $68.94 13.01

FY06 $656 1.4 $31.50 25.51

FY07** $1,435 2.57 $43.23 45.22

FY08 $843 1.5 $25.81 33.52

*ASTD 2003-2007 State of the Industry Reports

Classes and AttendeesClasses and Attendees

14,6

05

23,2

12

2,24

6

35,9

97

21,2

20

27,5

56

1,91

3

1,10

5

1,45

5

1,73

2

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

FY04 FY05 FY06 FY07 FY08

No. of Students Classes Delivered

Instructor-Led TrainingInstructor-Led Training

Public Safety81%

Quality & Continuous

Improvement3%

Policy & Practice5%

Leadership & Personal

Effectiveness4%

Health, Environment,

Safety & Security3%

Applied Business & Technology

4%

Online Learning by SchoolOnline Learning by School

Online Learning Activity 2004 2005 2006 2007 2008

Courses Started 719 767 623 759 846

Courses Finished 503 458 301 395 594

Total Training Hours 1764.7 1344.6 1107.2 1223.8 1592.8

Quality & Continuous

Improvement1%

Leadership & Personal

Effectiveness36%

Health, Environment,

Safety & Security15%

Applied Business & Technology

16%Public Safety20%

Policy & Practice12%

Effectiveness MeasuresEffectiveness Measures

*excludes Public Safety

Measure FY04 FY05 FY06 FY07 FY08

Level 1 (Like it?)Approx.

75% 83% 92% 93% 97%

Level 2 (Learn it?) 3.4% 2.8% 2.4% 22.8% 43.7%

Level 3 (Apply it?) SQCI SQCI SQCI SQCI SQCI

Level 4 (Impact) SQCI SQCI SQCI SQCI SQCI

Level 1 Measurements – Like It

Level 1 Measurements – Like It

4.46 Instructor-Led Satisfaction Level4.46 Instructor-Led Satisfaction Level

4.224.274.574.494.44

4.204.274.604.494.44

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00

Content Materials Instructor Facilities Overall

FY08 Overall FY07 Overall

Level 2 Measurement – Learn It

Level 2 Measurement – Learn It

Instructor-Led School of Learning

# Classeswith Pre-Tests &

Post-Tests

Average Pre-Test

Score

AveragePost-Test

Score

AverageIncrease in Learning

Applied Business and Technology 13 63.7 87.4 23.8

Health, Environment, Safety and Security 8 75.4 95.7 20.4

Leadership and Personal Effectiveness 13 74.5 85.7 11.2

Policy & Practice 9 69.4 83.4 14.0

Quality and Continuous Improvement 19 78.6 83.3 4.7

Total 62 73.3 86.0 12.7

Online LearningSchool of Learning

# Courses Started

Average Pre-

Test Score

Average Post-Test Score

Average Increase in

Learning

Applied Business and Technology 219 53.6 97.7 44.1

Health, Environment, Safety and Security 86 77.2 91.7 14.5

Leadership and Personnel Effectiveness 282 63.2 90.9 27.7

Policy and Practice 135 63.6 89.5 25.9

Quality & Continuous Improvement 3 47.8 83.0 35.2

Total 594 65.2 91.7 26.5

Level 3 Measurement – Apply It

Level 3 Measurement – Apply It

• 100% have used the knowledge gained in their work environment

• 88% have used the knowledge gained to positively impact a customer

• 100% have used the knowledge to improve a process

• 50% have worked on one or more teams• 100% have used the tools and techniques

acquired since graduation in the workplace• 50% have met with their supervisor/manager

to discuss what was learned• 88% believe that their supervisor/manager

shows support for the value of Quality

Level 4 Measurements - Impact

Level 4 Measurements - Impact

• Through the Success Story Summary System, employees applying the quality curriculum produced $433,597 in dollars saved and 3,866 hours saved, and 50 process improvements in FY08.

A Model for Human Performance

A Model for Human PerformanceChesterfield County

provides requiredsupport...

…so employees canperform processeson the job...

...to produceaccomplishmentsthat contribute...

...to strategicgoals of the county...

•Skills/knowledge

•Motivation•Supportive environment

•Process requests

•Make decisions•Diagnose problems•Deliver service

•Revenues

•Develop plans•Delight customers

•Safest Community •Customer Satisfaction•Employer of Choice•Regional Partner

Performance unfolds in this direction

Influences Behavior Tasks Outcomes

We analyze our success in this direction

Costs incurred here Value produced here

Thanks!!Thanks!!Kevin W. Bruny, SPHR

Chief Learning Officer and University DeanChesterfield University

Chesterfield County, Virginia(804)751-4920

[email protected]