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Introductions
Amber Early,
Director of Monitoring, Compliance, & Analysis
Acelero Learning since2013
Program Year Accomplishments!
EHS Expansion – 84 slots, 4 sites, 11 classrooms!
Rolled out MBE and MBO reports.
Michael Mitchell,
Executive Director of Acelero Learning Clark County
Acelero Learning since 2009
Purpose
In this session, you will learn strategies for supporting staff’s ability to use
effective data.
Learning Objectives
• Identify Key Components of Useful Data
• Understand Program Pre-Requisites for Promoting Growth Using Data
Key Components of Useful Data
• Reliable and Transparent
• Collected Across Multiple Service Areas
• Diverse in Nature
– Represents different points in time
– Represents various areas of content
– Give multiple opportunities for analysis
Pre-Requisites for Promoting Growth
A program environment that:
Acknowledges the successes and work that has been achieved.
Promotes an openness to learning from reflection.
Provides two-way feedback opportunities.
Emphasizes a focus on the use of data as an asset.
We Must Disarm Data
• Staff can often see data as a weapon used against them
• Data draws our attention but is not the final stop
• Data should be used as a piece of discovery not an end all be all
• Data should not be used to blind us
Awareness Test
• https://www.youtube.com/watch?v=Ahg6qcgoay4
Data Drives Us
• Data shows us where greater attention is needed
• Data allows us to pull back the layers to see the bigger picture
• Data will show us our strengths and areas of accomplishment
Check Our Culture
• As we dive into the various types of data we use, let’s ask ourselves the following questions:– Will this data empower our staff as decision
makers?
– Are we using this data to cultivate a culture where we are comfortable identifying missed opportunities and even failure?
– Are we using data primarily to learn and grow or to determine the quality of our staff?
Learning Objectives
• To look at frequency of data reviews
• How data presentation may change
with different audience
–Managers, Staff, Board & PC
Daily Report – All Centers
Daily Numbers include:• Enrollment
• Attendance• Blank Entry• Waitlist
• Education• IEP• Screenings
• Health• EPSDT
Daily Report• Education screenings
• Looking at HS & EHS
• Rescreens
Due Date of Screening date and
Number of days since entry <45
Weekly Report• Service Area MBIs – Management by Information
• Detailed Information sent to all staff
• Historical data for trending
• Family Services report• Sent by designated
program staff member• Pink needs attention /
green is good!
Weekly ReportIndividual Staff Data
• Ran by staff AND manager
• Time Management for the week
• Breakdown by caseload
Monthly Data
•MBE - Management By Execution of Program Approach• Coaching numbers
• Teachers → Directors• CCMs/AWG
• Goal progress with families• Health/Nutrition concerns• Families with Need• Children with special needs
• Family Engagement• Home & Center level activities
• HR metrics• New hires• Onboarding• Staff retention• Staff attendance
MBE Example Data
MBE Example Data
Executive MBI
• Roll up of information to be shared with Board & PC
• Includes all service area indicators
• Reviewed Monthly
Acelero Stat :Reviewed Bi Annually
Learning Objectives
• Understand Data that Acelero Learning Clark County has Utilized to Drive Program Improvements
• Identify Ways and Types of Data that can be Utilized by Your Program
Sharing Our Data
❖Ensure data is shared across multiple points➢Daily → Weekly → Monthly → Quarterly → Bi-
annually → Annually
❖Ensure key data is discussed on an ongoing basis➢Week 1: Leadership Team Meeting➢Week 2: PC/Board Meeting➢Week 3: Service Area Meetings➢Week 4: Cross-Functional Team Meetings
❖Data should be in the hands of all staff
Other Examples of Data❖SASCIE❖Employee Opinion Survey❖Focus Groups❖Exit Interviews❖Student Assessments and Student Screeners❖Home Visits, Parent Teacher Conferences,
Monthly Check-Ins❖Professional Development➢Partnership Agreements➢Coaching Cycles➢Professional Learning Communities
Assessing Program Performance
Roadmap that defines a program’s developmental
pathway.
SASCIE incorporates:
• Program compliance and execution practices.
• Evidence that demonstrates systems approach.
• Opportunities to highlight successes.
Opportunities for Promoting Growth
Quarterly Leadership Check-Ins
End-Year Scoring Meeting
Team Commitments
One-on-Ones
Service team meetings
Quarterly Leadership Check-ins
Occur multiple times per year.
Include Service Area Directors and the Board Chair.
Leadership learning opportunity, followed by updates from each service area.
Scheduled for a full day – three hours dedicated to self-assessment review & the remainder focused on team building.
Service Area Update Components:
Successes & Accomplishments
Challenges/Vulnerabilities
Commitments for Next Quarter
Updates on Partnership Agreement Goals
Corrective Action Plan Update (if applicable)
Quarterly Leadership Check-ins
Guiding Questions
As a program what do we want to achieve to have better outcomes for children and families?
How will strengthening / addressing those performance areas positively impact our program?
What supports/resources can be provided to ensure commitments are attained?
Employee Opinion SurveyWe conduct an Employee Opinion Survey every year to track overall employee engagement and satisfaction, which we are able to analyze at the organization level AND at the center level.
Ex: What we ask Ex: What we have learned
• Does your manager foster positive relationships?
• Are you paid fairly for the work you do?
• Does our organization effectively manage change?
• While compensation is hard to address, satisfaction with benefits can be improved
• We need an intentional focus on change management
• Center Directors and Coordinators deserve increased professional development around leadership
Leadership Listening Tours
What are they? Benefits
• Helps build trust
• Opens flow of information
• Improves work environment – EDs can quickly act on the feedback
• Executive Director meets with each center team bimonthly
• Agendas are open ended
• Consistent agendas across centers
Leadership Workshop Series
• Five 1-2 day in Professional Development sessions for all Center Directors and Coordinators
• Designed around Acelero Learning’s Core Values
• Leverages HR best practices but applies them in our world
• Skill building for managers
• Increases focus on role-agnostic leadership skills –previously we focused on how our CDs could become better coaches, for example
• Ties to what we have learned through our data collection and sends message to all employees
What is it? Benefits
Thank you for your participation!
[email protected]@acelero.net
Thank you for finding time in your schedules to join this webinar. If you have additional comments or questions, feel
free to contact either of us.
