0:00:00support worker and the system partition the workforce are growing rapidly in many countries and
0:00:04just right here in the united kingdom and no exceptions to this
0:00:08our team particularly interested in increasing effectiveness efficiency of new ways of working and we've
0:00:15done the number of research projects around the system partition workforce
0:00:18we know that it's expensive and time-consuming to introduce the roles and because of this
0:00:23a number of tools have been introduced to support the implementation of
0:00:27what for strange
0:00:29one of these tools is the cold i'll framework there are options
0:00:33the column framework was developed in the united kingdom and has had brought up take
0:00:37their and illustrated around the implementation of your goals
0:00:41that's about project was to look at whether the implementation is called a framework was
0:00:47actually associated with
0:00:49better adherence to change and better outcomes for the project the information you roles we
0:00:55do this by doing a retrospective evaluation of three completed evaluations of support worker roles
0:01:02to illustrate idea and one in the united kingdom the united kingdom one was of
0:01:07occupational therapy assistant in a strongly several directory assistance and speech pathology assistance
0:01:14we took the cold our framework which identifies seven stages for introducing a new role
0:01:20and we turn that into a template using a qualitative methodology a bit like the
0:01:25rich instance the framework approach and we apply that to the completed evaluations of the
0:01:30support worker roles
0:01:32and we were able to look at whether or not those
0:01:35project had that he to the stages of the cold our framework we should point
0:01:40out that nonsense projected actually used any implementation framework in the development we did not
0:01:46to the outcomes for the project and we identified three levels of outcomes the first
0:01:50one was the official effective and efficient use of the role
0:01:54the second one was role sustainability so what they continued uptake of the role once
0:01:59the initial implementation been introduced
0:02:02and finally what with the redevelopment opportunities and you work as
0:02:07what we found was that the project he to the
0:02:10seven stages of workforce change in different wise so we had so
0:02:14confirming and just confirming prices
0:02:17and bible had different outcomes as a result but what we were able to show
0:02:22about looking it was completed evaluations was the adherence to the stages of the cold
0:02:26our framework is clearly associated with
0:02:29better sustainability of the role
0:02:31based on the use of the roles of more efficient use of the role and
0:02:35the to create development opportunities for the role
0:02:38once called al framework is the only tool but it can be used to work
0:02:41for strange we know that it is useful to that it does not lead to
0:02:47it
0:02:48a better outcomes so this is trying to implement workforce change
0:02:51further research could be undetectable different types of the evaluations and using different tools but
0:02:56one of the recommendations from that project would be that adhering to a standardized process
0:03:01for estimating work for strange does lead to better out
0:03:05we hope you enjoy everything i